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An empirical evidence on the effect of women board representation on firm performance of companies listed in Iraq Stock Exchange

100%
Farhan Jedi F., Nayan S.
Business and Economic Horizons
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2018
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vol. Volume 14
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issue Issue 1
117-131
EN
The Iraqi stock price index performance has been on the decline which indicates a deteriorating performance of the listed companies which is mostly associated with weak corporate governance practices. Despite that fact that Iraq has gone very far in the liberalization of women, Iraqi board of directors is still dominated by men. However, gender diversity is one of the largest concepts of board diversity and a major issue within corporate governance where several studies seek to discover the influence of diversity on firm performance. Considering the inconsistencies in the results of previous studies concerning gender diversity and firm performance relationship, this lack of consensus permit for further research as it is important to investigate the factors in board processes that are crucial to board effectiveness. This article aims at examining the effect of women representation on firm performance of Iraqi listed firms using panel regression analysis. The empirical results of this paper provide evidence of a positive and significant relationship between female directors and firm performance as measured by Return on Assets while no relationship with Tobin’s q. The important policy implication of this finding is that the Iraqi Stock Exchange and Iraqi Security Commission should incorporate gender diversity in corporate governance practices and encourage women directorship in Iraq. Finally, this study provided some suggestions for future researchers.
2
Content available remote

Outsider vs insider: Does firm governance matter?

88%
Abdullahi Y. U., Ishak R., Sawandi N.
Business and Economic Horizons
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2018
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vol. Volume 14
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issue Issue 3
689-699
EN
As CEO turnover occurs, the company may select an insider or outsider as a successor. This study attempts to ascertain whether firm performance, female directors, board religiosity and blockholder ownership influence the decision to appoint an internal or external candidate. Results from logistic regression analysis on 72 succession events over a five-year period (2011 to 2015) reveal that firms which are controlled by blockholders and those with females on their boards tend to select an outsider as the successor. Meanwhile, firms that have Muslims on their boards are more likely to select insiders as successors. This study implies that poor firm performance does not necessarily lead to outside CEO selection choice. On the overall, the findings indicate that blockholder ownership and gender diversity in the boardroom matter in the Nigerian corporate landscape.
3
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Gender difference in corporate social responsibility implementation in Lithuanian SMEs

88%
Lu J., Ren L., Zhang C., Wang C., Petkeviciute N., Streimikis J.
Oeconomia Copernicana
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2020
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vol. 11
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issue 3
549-569
EN
Research background: There are many scientific papers dealing with the challenges of Corporate Social Responsibility (CSR) implementation at the company level. However, there are few studies dealing with gender difference between female and male managers in the perception towards CSR initiative. Purpose of the article: To understand the differences between male and female managers' behaviour in the process of CSR implementation in companies. Methods: A survey of managers at different levels in Lithuanian Small and Medium Enterprises (SMEs) was performed in 2019. The study focused on the female and male respondents' answers to the participation in CSR implementation, their perception about CSR implementation and the most important issues for them in that process. Findings & Value added: The results of the study indicated that, compared to their male counterparts, female respondents highlighted different factors having impact on successful implementation of CSR initiatives. Female managers were more convinced to the benefits of CSR practices than their male counter-parts. The "Communication skills" were defined as the most important for implementing CSR strategy for the females and "Understanding of CSR strategy" for males. For most of the female managers, "Sociality" was the most important competence necessary for a leader, followed by "Global and holistic thinking", however, the male respondents were more doubtful about all the necessary competencies for a sustainability leader. The main theoretical value added of the paper is elicitation of the differences between male and female managers in the perception of CSR initiatives and necessary skills of a leader for implementing these initiatives in SMEs. The practical and managerial im-plications  were also provided for the strengthening of the CSR activities in SMEs.
4
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Różnorodność płciowa w przedsiębiorstwie hutniczym

75%
Gajdzik B.
Zarządzanie Zasobami Ludzkimi
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2016
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issue 3-4(110-111) Zarządzanie różnorodnością/Diversity management
109-121
PL
Dążenie do efektywnego zarządzania skutkuje poświęcaniem coraz większej uwagi pracownikom. Badacze podkreślają, że współczesne organizacje tworzą ludzie, których cechuje duża różnorodność (Chatman, 2010, s. 448). Przyjęcie przez przedsiębiorstwa Karty Różnorodności stanowi inspirację i motyw do zarządzania różnorodnością. Jedną z cech różniących zatrudnionych jest płeć. Wykreowany w przeszłości model rynku pracy, oparty na dominacji mężczyzn, zwłaszcza w branżach przemysłu tradycyjnego (hutnictwo, górnictwo), ulegał stopniowemu przeobrażeniu w warunkach gospodarki rynkowej. Organizacje uznane za typowo „męskie” ewoluują w kierunku nadawania większej rangi problematyce zatrudniania kobiet i poszanowania ich praw (Kodeks pracy, 1998). W publikacji przedstawiono ujęcie teoretyczne problematyki różnorodności płci, ze szczególnym uwzględnieniem programów: praca – życie, a także przytoczono praktyczne rozwiązania dla kobiet zatrudnionych w przedsiębiorstwie hutniczym ArcelorMittal Poland.
EN
Acceptance by companies of the Diversity Charter is both an inspiration and motive for diversity management. A basic quality differentiating employees is sex. The labor market model developed in the past and based on male dominance, especially in traditional industries such as metallurgy and mining, is slowly undergoing transformation subject to market economic conditions. Organizations deemed to be typically “male” are evolving towards applying greater importance to questions of employing women and respecting their rights. This paper presents a theoretical look at questions of gender diversity, with special stress on work–life programs. It also investigates practical solutions of women employed by the ArcelorMittal Poland metallurgical company.
5
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Gender Diversity in Selected Czech IT Companies

63%
Czapran T., Grabiński T., Luty Z.
Zeszyty Naukowe Wyższej Szkoły Ekonomii i Informatyki w Krakowie
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2022
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issue 18
13-36
PL
Niniejszy artykuł koncentruje się wokół jednego fachowego terminu, a mianowicie – „gender”. Termin ten zostanie najpierw zdefiniowany w części teoretycznej artykułu, a następnie, w oparciu o przegląd odpowiednich źródeł literaturowych, przedstawione zostaną wyniki badań odnośnie problematyki płci w miejscu pracy, z naciskiem na możliwe korzyści płynące z tego rodzaju różnorodności w życiu zawodowym człowieka, czyli w ramach wykonywania obowiązków zawodowych w przedsiębiorstwie lub ogólnie w organizacji, w której ma miejsce zatrudnienie. Następnie praktyczna część tego artykułu będzie opierać się na ustaleniach z części teoretycznej oraz na badaniach empirycznych przeprowadzonych przez autora artykułu. Badania przeprowadzone zostaną za pomocą ankiety wśród pracowników łącznie czterech różnych firm z branży IT, w ramach której respondenci odpowiedzą indywidualnie na pytania, w jaki sposób (lub czy w ogóle) różnorodność płci jest wspierana i pożytkowana w ich miejscach pracy (jak się to objawia, itp.). Celem artykułu jest przedstawienie koncepcji płci w odniesieniu do życia zawodowego danej osoby oraz opisanie aktualnej sytuacji w firmach działających w obszarze różnorodności płci na terenie Republiki Czeskiej. Oprócz tak sformułowanego powyżej celu artykułu, w jego części empirycznej zostaną określone cele związane z badaniami eksploracyjnymi przeprowadzonymi przez autora. Na podstawie wyżej wymienionej ankiety przetwarzane będą dane z wylosowanej próby respondentów. Wyniki wyrażone w oparciu o te dane będą stanowiły uzupełnienie dla części teoretycznej artykułu, która będzie dotyczyła głównie wiedzy, opinii i wyników badań innych osób, profesjonalistów z różnych dziedzin, którzy interesują się problematyką płci ogólnie lub z uwzględnieniem życia zawodowego dorosłej populacji lub bezpośrednio w odniesieniu do wspomnianej już różnorodności płciowej. W części teoretycznej artykułu wykorzystane zostaną publikacje, z których korzystał autor w trakcie prowadzonych badań na podstawie wybranych słów kluczowych (m.in. płeć, różnorodność płciowa, stereotypy płciowe, dyskryminacja i inne).
EN
In the presented text, attention is focused on one specific professional term – “gender”. Its concept will first be defined in the theoretical part of this article, and then, based on a review of relevant sources, the first half of the document will outline findings related to gender issues in the workplace, with an emphasis on the possible positives (benefits) of this type of diversity in a person’s working life – i.e. within the performance of professional duties in an enterprise, company or generally an organisation in which people are employed. Subsequently, the practical part of this article will build on the theoretical findings in its first half, specifically through the empirical work of the author. This will take the form of a survey carried out on the employees of a total of four different companies, where survey respondents will be asked individual questions (survey items) how (or if at all) gender diversity is supported and used in their workplaces (how it is manifested, etc.). The aim of the document is to present the concept of gender in relation to a person’s working life and describe the current situation in companies operating in the Czech Republic in the area of gender diversity. In addition to the described general objective of the entire article, goals related to the author’s own exploratory investigation will be defined in its empirical part. On the basis of the aforementioned survey, data from a selected sample of involved respondents will be processed. The results expressed on the basis of this data will complement the first half of the text, which will deal mainly with the knowledge, opinions and findings of other people, professionals in various fields, in whom it is possible to observe an interest in gender issues either in general, or taking into account the professional life of the adult population or directly in relation to the already mentioned gender diversity. For the theoretical part of the document, publications obtained during the author’s research on the basis of the chosen keywords (these include gender, gender diversity, gender stereotyping, discrimination and others) will be utilised.
6
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Does the structure of the board of directors improve M&A performance?

63%
Chadam A. A.
International Journal of Synergy and Research
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2018
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vol. 7
EN
Purpose – The research focuses on examining which characteristics can raise or diminish board effectiveness in the context of M&A activities of companies.Design/methodology/approach – The nature of the research was quantitative, and the sample was selected purposefully. The data was retrieved from four databases: ThomsonOne, Eventus, Institutional Shareholder Platform (ISS) and Compustat. The final sample consisted of 2613 mergers and acquisitions and was selected by applying the following criteria: both the bidder and the target were US-based companies, the acquirer was a listed company, the acquisition announcement took place over the period 2008 – 2017, the deal value exceeded USD 1 million, the transaction resulted in a control gain over the target company. M&A performance was assessed using cumulative abnormal return (CAR) method, while the board influence was examined using ordinary least square (OLS) regression. Five hypotheses regarding the influence of board independence, gender diversity, board size, CEO duality and type of elections were tested in the research.Findings – Two out of five hypotheses were confirmed in the study. Board independence and board classification increase bidders’ CARs over the deal announcement period.Research limitations/implications: The main limitation is related to the measurement of M&A performance, which is relatively difficult to quantify. Moreover, the method of selection of the sample, especially a higher proportion of companies from certain industries could affect the outcomes and underestimate the impact of gender diversity. Further research could investigate the deals in the long-term perspective and apply different criteria in the sample selection process.Practical implications: The outcome of this study is of importance to acquisitive and non-acquisitive companies by aiding them in finding an optimal board structure, which can effectively monitor and motivate the CEO, leading to profitable decisions concerning not only M&A but all major investments.Originality/value: The study investigates the topic of board effectiveness in the M&A context, which the research coverage is still very limited. The study covers five board characteristics and several control variables to increase the robustness of the results and ensure their correct interpretation. Finally, the sample consists of the most recent data, which enables to draw up-to-date conclusions that consider constantly developing corporate governance law and trends regarding the board structure and composition.
7

Female Careers in Italian Universities: The Role of Gender Budgeting to Achieve Equality between Women and Men

63%
Calabrese A., Fede M. C., Naciti V., Rappazzo N.
Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie
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2020
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issue 5(989)
31-47
EN
Objective: The objective of this study is to provide an overview of female careers in Italian academia and to present the implications related to the adoption of Gender Budgeting at universities. Research Design & Methods: A theoretical framework was developed based on the role of Gender Budgeting and the role of the Central Guarantee Committee for equal opportunities in Italian Universities (CUG). Female careers in Italian Universities were analysed in order to provide a state of the art about gender equality in academia. Findings: Overall, the findings suggest that Gender Budgeting is a key tool to measure and monitor the level of gender mainstreaming. It can be used to assess the implications not only for women but in general for the least represented gender in each area and at every level. It helps promote the efficiency and transparency of the University’s activities and to understand those elements useful in improving measures that have been taken. Implications / Recommendations: The analysis highlights that Gender Budgeting is a key tool for measuring and monitoring the level of gender mainstreaming within universities. The adoption of Gender Budgeting attests to governing bodies’ assumption of responsibility in eliminating discrimination based on gender and thereby protect and promote the well-being for universities employees. Contribution: In examining female careers in academia in Italian Universities and the role of Gender Budgeting, this paper seeks to contribute to the scholarly conversation on the role of Gender Budgeting in shaping gender inequality and improving the overall performance of universities.
PL
Cel: Celem artykułu jest charakterystyka aktualnej sytuacji dotyczącej przebiegu kariery kobiet we włoskim środowisku akademickim oraz przedstawienie wniosków w zakresie wdrażania strategii gender budgeting na uniwersytetach. Metodyka badań: Ramy teoretyczne artykułu zostały oparte na założeniach strategii gender budgeting oraz na zasadach działania Centralnego Komitetu Gwarancyjnego ds. Równych Szans na włoskich uniwersytetach (CUG). Przeanalizowano kariery kobiet na uniwersytetach we Włoszech, aby ustalić obecny poziom realizacji założeń równości płci w środowisku akademickim. Wyniki badań: Potwierdzono wykorzystywanie strategii gender budgeting jako kluczowego narzędzia pomiaru i monitorowania poziomu zapewnienia równości płci na włoskich uniwersytetach, nie tylko w odniesieniu do kobiet, ale ogólnie do najmniej reprezentowanych płci, z perspektywy każdego planowanego działania, w każdym obszarze oraz na każdym poziomie organizacji. Strategia ta pozwala promować przejrzystość działań uczelni w zakresie równości płci oraz upowszechniać dobre praktyki, które zostały wcześniej wdrożone w różnych obszarach. Wnioski: Analiza wskazuje, że strategia gender budgeting jest kluczowym narzędziem pomiaru i monitorowania poziomu wdrożenia założeń polityki gender mainstreaming na uniwersytetach. Zastosowanie tego narzędzia świadczy również o przyjęciu przez organy zarządzające odpowiedzialności za eliminację dyskryminacji ze względu na płeć, a tym samym ochronę i promowanie dobrobytu pracowników uniwersytetów. Wkład w rozwój dyscypliny: Analiza karier kobiet w środowisku akademickim na włoskich uniwersytetach i roli gender budgeting zaprezentowana w artykule ma na celu wniesienie wkładu do dyskusji naukowej na temat roli tej strategii w przeciwdziałaniu nierówności płci i poprawie ogólnych wyników uniwersytetów.
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