Managerial Gender Diversity and Firm Performance

Schwab, Andreas; Werbel, James D.; Hofmann, Heike; Henriques, Paulo Lopes

doi:10.1177/1059601115588641

Cited by 69 publications

(28 citation statements)

References 89 publications

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“…Richard et al (2013) [7] also hypothesized curvilinear relationships, but no significant results were observed. Schwab et al (2016) [3] noted that when firms approach gender parity in management the beneficial impact on firm performance diminishes…”

Section: Current Studies On the Themementioning

confidence: 99%

“…Women and men bring different knowledge and values to the boardroom, defining a "cognitive frame composition" [48]. Managerial gender diversity has the potential to improve managerial choices and subsequent firm performance [3]. In this vein, top management teams' diversity can improve productivity outcomes by providing different perspectives for problem solving [17].…”

Section: The Linear Relation Between Diversity and Performancementioning

confidence: 99%

“…Female corporate directors have the potential role of helping other women to advance [23]. Women are more likely to be involved in a network with other women [3]. Moreover, the presence of female directors signals career opportunities for lower-level female workers [53].…”

Section: Hypothesesmentioning

confidence: 99%

“…The scholarly debate on the importance of female corporate directors has been widely recognized [2]. Diversity has been associated with interconnected effects that take place at different levels of analysis [3]. However, few studies measure gender diversity at different hierarchical organizational strata [4][5][6].…”

Section: Introductionmentioning

confidence: 99%

“…However, few studies measure gender diversity at different hierarchical organizational strata [4][5][6]. Only a small amount of works has emphasized the role of middle managers for achieving firm performance (e.g., references [3,7]). In a similar way, there is not much research about the potential effects on organizational outcomes of organizational gender diversity (e.g., references [8,9]).…”

Section: Introductionmentioning

confidence: 99%

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Gender Diversity in Spanish Banks: Trickle-Down and Productivity Effects

et al. 2020

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The study of the gender composition of top management and its impact for organizations has received increasing attention during recent decades. Despite this, findings have been conflicting and few consistent conclusions have been reached. This paper uses panel data methods to study how the presence of women at the board of governance impacts gender diversity at different organizational levels in the Spanish banking sector. In addition, we explore the influence of female representation on employee productivity. Our findings show that the presence of one or two women at the board of directors benefits the advancement of women to managerial positions. We also identify a positive significant relationship between gender diversity at different organizational strata and productivity. The main conclusion of this research is that female representation at the board has relevant implications in terms of women being promoted and organizational outcomes. This contribution is relevant for both scholars and practitioners, as it explores the business case for gender diversity going beyond the upper echelons of organizations.

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Section: Current Studies On the Themementioning

confidence: 99%

Section: The Linear Relation Between Diversity and Performancementioning

confidence: 99%

Section: Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Gender Diversity in Spanish Banks: Trickle-Down and Productivity Effects

et al. 2020

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Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness

Hentschel

Braun

Peus

et al. 2020

Human Resource Management

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Following calls for research to increase gender equality, we investigated women's intentions to pursue career opportunities, in the form of career development programs. We built on lack of fit and signaling theory to argue that women's but not men's pursuit of career opportunities would be influenced by recruiter gender and gender-stereotypical wording in recruitment advertisements. We conducted two studies in Germany. In Study 1 (video-based experiment with 329 university students), we found that when a male recruiter used stereotypically masculine compared to feminine wording, female students anticipated lower belongingness, expected lower success of an application, and indicated lower application intentions for career opportunities. These differences in female students' evaluations disappeared when the recruiter was female. While Study 2 (experimental vignette study with 545 employees) replicates the negative effects of masculine wording for female employees; the buffering effect of female recruiters was only replicated for younger, but not for older female employees. Women's anticipated belongingness mediated the relationship between advertisement wording and application intentions when the recruiter was male. Recruiter gender and wording had no effects on men. Our work contributes to a better understanding of when and why contextual characteristics in the recruitment process influence women's pursuit of career opportunities.

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Gender diversity advantage at middle management: Implications for high performance work system improvement and organizational performance

Joo

Lee

Kong

et al. 2022

Human Resource Management

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Research on women in leadership positions has largely focused on the board or top management team (TMT) leadership level, showing that increased female representation at these levels can benefit organizational performance. However, the strategic implications of female representation at middle management have been largely neglected. The current study addresses this issue in relation to High Performance Work System (HPWS) improvement and organizational performance (profitability). By analyzing the multi‐wave (2009, 2011, and 2013) Workplace Panel Survey (WPS) data collected from 1101 organizations in South Korea, we found a gender diversity advantage at middle management; that is, a higher level of gender diversity of middle management translated into a higher level of organizational performance due to HPWS improvement. However, this advantage appeared only in the presence of a high level of subordinates' gender diversity. Our findings have important implications for gender diversity and strategic human resource management.

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Managerial Gender Diversity and Firm Performance

Cited by 69 publications

References 89 publications

Gender Diversity in Spanish Banks: Trickle-Down and Productivity Effects

Gender Diversity in Spanish Banks: Trickle-Down and Productivity Effects

Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness

Gender diversity advantage at middle management: Implications for high performance work system improvement and organizational performance

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