Changing Lens: Broadening the Research Agenda of Women in Management in China

Abstract

Human resource management (HRM) is underpinned by, and contributes to, the business ethics of the organization. Opportunities available to men and women as managers, and the role of managers more broadly, are critical in shaping business ethics in contemporary organizations. Research on women in management therefore provides an important lens through which to understand the institutional and cultural context of HR ethics as part of the business ethics of a country. To date, women in management in China remains an under-charted topic of research in the HRM field. Extant research and recommendations on the improvement of the position of women in management in China focus primarily on women themselves from a traditional, gender norm angle, instead of challenging the political and patriarchal system or any institutionalized discriminatory practice. This is, in part, due to the absence in China of a critical feminism approach or feminist movement, as found in Western societies, and the continuing strong influence of the state and media in portraying women's (stereotypical) image. There is significant room for research capacity building in scholarship on women in management research, for example, and through cross-fertilization of different disciplines and more rigorous research design and execution. This paper provides a critical analysis of extant literature on women in management and the ideologies underpinning it, and offers some suggestions for future research and conceptualization.

Exploring work-life balance among professional women in mainland China: A qualitative study

“…Although the female employment rate in China is much higher than the world average, the pattern of division of labor within the family has not changed significantly. The traditional pattern of division of labor in the family is still popular in China, and women continue to be the primary caregivers in their households (Cooke, 2022 ). In other words, Chinese professional women share the responsibility with their spouses economically.…”

“…Professional women in China desire a higher standard of living at this time in their development, but they are also under a lot of financial strain, such as house loan, medical care, and education, resulting in a widespread sense of economic strain among the participants (Cooke, 2022 ). With more and more Chinese dual employees entering the workforce, earning extra money through overtime work has become an unavoidable option for many families (Chen et al, 2018 ; Huang et al, 2019 ).…”

“…The 996 work system is still common in China. As women continue to enter the labor market, they should seek further support under the background of demographic changes and marketization (Cooke, 2022 ). The study revealed that working after regular office hours is a major problem for professional women in China.…”

Advancing Chinese leadership research: review and future directions

“…For example, while paternalistic leadership in the Chinese context has attracted considerable attention, gender has rarely been mentioned in this body of research (Peus et al, 2015 ; Sposato & Rumens, 2018 ). Here, Western feminist discourse may not be sufficiently applicable to the Chinese setting due to different gender ideologies, institutional support, and cultural expectations (Cooke, 2022 ; Sposato & Rumens, 2018 ). Future research may engage in an international comparison of gender and leadership in domestic and international firms to explore how and why Chinese female leaders may differ from or share similar leadership features with their counterparts in other societal contexts.…”

Gain or loss? The well-being of women in self-employment

“…First, policies should be developed to promote gender equality in both self-employment and wage-employment. The finding that women experience lower levels of well-being than men in both types of employment indicates that policies, such as childcare support and maternity leave, efforts to reduce or eliminate gender discrimination, and promotion of equitybased gender attitudes in both wage-employment and selfemployment (e.g., networking, fund-raising, hiring, promotion, and compensation) are imperative (Cebi and Wang, 2013;Jin et al, 2016;Cooke, 2022). These policies will stimulate positive outcomes beyond the economy and help foster a level playing field for all.…”