Networking: aufstiegsförderliche Strategien für Frauen in Führungspositionen

Rastetter, Daniela; Cornils, Doris

doi:10.1007/s11612-011-0171-6

Cited by 12 publications

(3 citation statements)

References 14 publications

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“…g . Joseph, ; Rastetter and Cornils, ), our research into women's networking in an emerging economy shows that influential networks in these contexts are not always easily available or accessible, thus limiting opportunities for self‐promotion and advancement. Individual constraint of entering in these relationships and institutional barriers of entry contribute to the lack of inclusion of influential role players in their networks.…”

Section: Discussionmentioning

confidence: 99%

“…While equality and diversity in management teams are encouraged, both intentional and unintentional institutional barriers and discrimination undoubtedly exist in the workplace (Joshi et al, 2015). Women deal with this in various ways: some relocate or withdraw (Tomlinson et al, 2013), some enhance their visibility, and some network to build support (Rastetter and Cornils, 2012). This article offers insight into how female managers in an emerging economy setting, where women often face discrimination, limited role expectations and lower wages, use networking to achieve business success (Ndhlovu and Spring, 2009).…”

Section: Introductionmentioning

confidence: 99%

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The networking practices of women managers in an emerging economy setting: negotiating institutional and social barriers

Klerk

Verreynne

2017

Human Res Mgmt Journal

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Women managers face institutional and social barriers throughout their careers. In this research, we use networking and symbolic interactionism theories to explain how they network while negotiating these impediments in an emerging economy setting. Focus‐group data revealed three themes. The women in our study, as predicted by networking theory, use networks to bolster career outcomes, although some also use non‐influential networks or network ineffectively. Next, symbolic interactionism explains how expectations of, and personal reflections on, networking lead to a lack of confidence and feelings of guilt that can be career limiting. However, when women understand that their unique networking approach can be powerful, they gain social capital that enhances their leadership. Last, patriarchal cultures of emerging economy settings support stereotypical gender roles, leaving women conflicted between competition and mutual support, thus redefining the so‐called Queen Bee phenomenon. We conclude by showing how women can use networking to enhance career and personal development.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The networking practices of women managers in an emerging economy setting: negotiating institutional and social barriers

Klerk

Verreynne

2017

Human Res Mgmt Journal

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“…The recourse to the own business network is a crucial step because men and women typically tend to have different business networks and relationships. The following studies have shown that men are more likely to know other men than women, while women are more likely to know other women: the research from Rastetter and Cornils 27 shows that women have low access opportunities to male-dominated business networks. Seidel 28 emphasizes that women need to be involved in heterogeneous business networks to gain an advantage in their careers.…”

Section: Supervisory Board Responsibilitiesmentioning

confidence: 99%

Increasing gender equality on board level through stay-on-board regulations

Steinbauer

2023

Maastricht Journal of European and Comparative Law

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Diversity and gender equality in executive boards, as well as finding ways to balance private needs and business requirements, are topics that are on the agenda of legislators around the globe. Given the significant role of executive board members in shaping organizational strategy and culture and for the company’s success, understanding the impact of rules that allow a mandate pause for this group is essential. The German ‘stay-on-board’ rules grant a mandate pause to board members for maternity, parental or care leave or for a board member's convalescence since August 2021. The objective of this paper is to examine the necessity for a legal framework on the European Union level that provides for a mandate pause for board members as a way to increase gender equality on the board level. The author recommends closing the gap in gender equality on the board level at European level by adopting comparable measures to those implemented in Germany, supplemented by additional measures. The implementation of a comprehensive set of measures, in conjunction with widespread acceptance in society, is crucial for the advancement of gender equality within corporate boardrooms.

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Netzwerke: soziales Kapital und Macht(unterschiede) von Frauen und Männern

Sagebiel

2019

Geschlecht Und Gesellschaft

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Networking: aufstiegsförderliche Strategien für Frauen in Führungspositionen

Cited by 12 publications

References 14 publications

The networking practices of women managers in an emerging economy setting: negotiating institutional and social barriers

The networking practices of women managers in an emerging economy setting: negotiating institutional and social barriers

Increasing gender equality on board level through stay-on-board regulations

Netzwerke: soziales Kapital und Macht(unterschiede) von Frauen und Männern

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