Women's progress in the Arab world: classroom–boardroom pipeline

Kemp, Linzi J.

doi:10.1108/pr-09-2018-0372

Cited by 4 publications

(3 citation statements)

References 56 publications

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“…The results highlight the usefulness of making a "business case" for female board representation as well as other corporate governance recommendations. Kemp (2020) indicates that several early and mid-career stage challenges may hinder the advancement of women to boardrooms. Having a wider pool of qualified professionals in business can bring up additional benefits on the macro level than enforced board quotas.…”

Section: Future Researchmentioning

confidence: 99%

Board Gender Quotas: Does One Size Fit All? A Qualitative Comparative Analysis

Al-Gazzar,

Khlefa

2023

The Academic Journal of Contemporary Commercial Research

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This study aims to contribute to the existing literature on the impact of various board characteristics on corporate financial performance, particularly the role of women on corporate boards. Using fuzzy set qualitative comparative analysis (FSQCA), the study examines 200 non-financial firms listed at the EGX from 2014 to 2019. The results support complexity theory tenets, indicating that corporate financial performance depends on complex combinations of board and corporate characteristics, rather than singular linear relationships suggested by traditional regression analysis. By featuring 16 unique board and corporate feature combinations, the findings provide governance guidance for corporate managers to achieve high financial outcomes, including combinations with low board gender diversity. This study offers insightful recommendations for policymakers on corporate governance and board gender quotas. It adds to the discussion on how board features affect financial performance, specifically the impact of women on boards. Importantly, the study provides practical implications for governance and policymakers.

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Section: Future Researchmentioning

confidence: 99%

Board Gender Quotas: Does One Size Fit All? A Qualitative Comparative Analysis

Al-Gazzar,

Khlefa

2023

The Academic Journal of Contemporary Commercial Research

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“…The country also has a multicultural population predominantly composed of expatriates, whereas citizens form a small minority group in the United Arab Emirates (UAE). Furthermore, women are increasingly becoming participants in the Middle-East labor market and, in particular, in the workforces of UAE companies (see, for instance, Kemp (2020); Kemp et al (2020); Patterson et al (2020)).…”

Section: Introductionmentioning

confidence: 99%

The perceptions of diversity management and employee performance: UAE perspectives

Mahdi Abaker,

Kemp,

Cho

et al. 2023

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PurposeThe purpose of this article was to investigate the employee perceptions of diversity management and employee performance. To achieve this, employee respondents’ perceptions and perspectives have been tested, and findings are discussed.Design/methodology/approachTo address this study's purpose, survey data were collected from 250 employees of two organizations in the United Arab Emirates (UAE). Data were analyzed by age, gender and nationality for two variables: diversity management and employee performance.FindingsResults showed that respondents perceived an improvement in employee performance when diversity was managed for employees of different age groups, females/males working together and a workplace composed of employees from various nationalities.Research limitations/implicationsThe implication of this limited study is that further studies on the perception of diversity management for employee performance in the Middle East region needs to be conducted. The social implication is that organizational leaders can initiate diversity management to improve employee performance. The research is limited by the geographical context and access to the collection of data during the COVID-19 pandemic.Social implicationsThe implication of this limited study is that further studies on the perception of diversity management for employee performance in the Middle East region needs to be conducted. The social implication is that organizational leaders can initiate diversity management to improve employee performance.Originality/valueThe contribution to academic knowledge from this research is two-fold: findings from a novel study conducted in the Middle East evidenced diversity management improved perceptions of employee performance. The value of the study for praxis is to incorporate employees' belief in diversity management for its potential to improve employee performance.

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“…In 2014, the UAE published its National Innovation Policy, where highlighted various sectors for investment, all were related to Science Engineering Technology and Math (STEM), including the space sector, and the UAE has attracted in the past few years, more Emirati women than men to STEM fields (Alblooshi & May, 2018), education and careers (DW News, 2021). However, there is a need to focus more research on Emirati women in STEM careers (Kemp, 2021), and to identify the challenges and methods to close the gender gap in STEM careers in the UAE.…”

Section: Introductionmentioning

confidence: 99%

Investigating Factors Influencing Career Choice of Emirati Women in the Satellite and Space Industry in the UAE

Ammoury

2023

AASoci

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Purpose: The objective of this study is to investigate the factors influencing the career choice of Emirati women in the satellite and space industry in the UAE. Design/Methodology/Approach: A quantitative survey was collected from 120 employees working in 37 companies in the satellite and space industry in the UAE. Ten factors were identified from the literature review and factorial analysis. RII ranked the factors and identified their level of importance. One sample t-test identified the relation between the factors and the career choice of Emirati women in the satellite and space industry in the UAE. Correlation matrix identified the interplay between the factors. Oneway ANOVA tests and independent t-tests tested the difference in perception among the respondents based on their demographic data towards the factors. Findings: Ten factors were identified and ranked in order of importance from highest to lowest: Satellite and space companies' policies; Education institutions' policies and initiatives; Familial role model; Personal beliefs; Societal role models; Government policies and initiatives; STEM education; The role of media; The role of NGOs; and cultural and societal. Seven factors are very important and three are somewhat important. All ten factors were found to positively affect the career choice of Emirati women in the satellite and space industry in the UAE using one sample t-test, t(119) > 1.96, p < .05. Originality/Value: Even though progressed and well established in the UAE, Emirati women's career choice is still affected by many factors and has not extended to its full potential, and although the career choice climate is similar for Emirati men and women in the UAE, the space and satellite industry is still male dominant. Hence, now is the time to develop Emirati women's inclusion in line with the vision and strategies of the UAE government.

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Women's progress in the Arab world: classroom–boardroom pipeline

Cited by 4 publications

References 56 publications

Board Gender Quotas: Does One Size Fit All? A Qualitative Comparative Analysis

Board Gender Quotas: Does One Size Fit All? A Qualitative Comparative Analysis

The perceptions of diversity management and employee performance: UAE perspectives

Investigating Factors Influencing Career Choice of Emirati Women in the Satellite and Space Industry in the UAE

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