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This study seeks to offer a contextual, multilevel perspective on the impact of patriarchal culture and Islamic faith on issues facing women holding leadership positions in a Middle Eastern context.

Data were collected through 25 in-depth qualitative interviews along with open-ended questions in a paper-based survey. In view of the authors' research objectives, the authors purposively recruited participants who were identified as Muslim scholars (academics) and clerics (practitioners).

While the study challenges the prevailing stereotype that Islam holds women leaders back by referring to Islamic teachings that support gender equality, it also highlights the adverse impact of gender discriminatory misinterpretations of Islam for women leaders. The study identifies three interconnected, multilevel factors that lead to misinterpretations of Islamic teachings, i.e. (1) cultural factors (macro level – i.e. patriarchal and tribal culture), (2) organizational factors (meso level – i.e. organizational policies) and (3) individual factors (micro level – i.e. interpretations and practices of religion).

This study contributes to the existing theory development of religion and women in leadership by presenting a novel model highlighting the interplay between religion, patriarchy and women in leadership.

The study recommends the application of a gender egalitarian system that enables full utilization of women's skills and capabilities by (1) reducing the discriminatory function of tribal culture and (2) identifying steps to reform inegalitarian gender practices in the Arab region.

The research is unique as it is the first time that a study has incorporated Muslim academic scholars' and clerics' views into gender and organization research. The study is thus contextually relevant and offers fresh multilevel insights on the interplay among religion, culture and gender.

The purpose of this paper is to examine gender inequality in Saudi Arabia by using a relational perspective that takes into account the interrelated nature of the multilevel factors that influence this phenomenon.

A total of 21 in-depth interviews with female employees in Saudi Arabia were conducted and analysed using a thematic analysis.

The findings show how the interplay of factors on macro, meso and micro levels influences equal opportunities for women in Saudi Arabia, such as religio-cultural factors, the social power of wasta, the notions of female modesty and family honour and issues related to gender segregation, discrimination and harassment at work. Moreover, Saudi women’s experiences are varied on the basis of social class, family status and other dimensions of individual identity, adding to a growing body of intersectional research. The paper highlights the role of male guardianship system as well as the intersection of gender and class in pushing gender equality forward.

This study stresses the interrelated nature of the multilevel factors that affect gender equality and highlights the important role of individual agency and resilience.

The assessment of interdependence between stock markets is an important aspect of international portfolio management. The purpose of this paper is to examine and highlight the diversification potential of South Asian stock markets vis-à-vis developed and European stock markets.

The developed stocks markets include USA and UK, and South Asian stock markets include India, Pakistan and Sri Lanka while DJ STOXX 600 index is used to represent the European stock markets. Monthly data are used to examine long-run relationship through ARDL bound testing approach and estimates are obtained using DLOS. Short-term dynamics are captured through vector error correction-based Granger causality.

South Asian stock markets are closely linked with each other; similarly, developed/European markets are interlinked. US stock market not only impacts European stock markets, it also Granger cause South Asian stock markets. The findings suggest increase in comovement of South Asian stock markets with the global markets after financial crises of 2007-2008.

The diversification benefits of South Asian stock markets for international investors are still evident due to their low relationship (in both long and short run) with developed/European stock markets.

Given the emergence of South Asian stock markets, new insight on their relationship with developed stock markets can provide interesting findings for international portfolio diversification. The South Asian equity markets are an important source of investment because of their immense growth and weak correlation with international markets.

Informed by the role congruity theory of prejudice towards female leaders, this paper aims to review the literature on gender and leadership to consolidate existing theory development, stimulate new thinking and provide a framework for future empirical studies. It offers a theoretical framework to understand what may prevent or facilitate the emergence of female leaders.

The paper reviews and synthesises recent research on the linkages between gender and leadership.

The review extends Eagly and Karau’s (2002) role congruity theory by identifying additional constructs that may alleviate negative prejudicial evaluations and offering new insights into the potential alignment between feminine traits and leadership success.

The theoretical framework that emerged in this paper may be used as a heuristic model to contextually examine the lack of female leaders.

The paper proposes a theoretical framework to understand issues related to the emergence of female leaders. It offers news insights into possible alignment in female-leader role stereotypes that may address prejudicial evaluations against female leaders.

While the notion of institutional racism typically focuses on racial discrimination in institutions such as governmental organisations, academic institutions and courts of law, there is a need to complement this organisational (meso) focus with the investigation of relevant factors at the societal (macro) and individual (micro) levels. The purpose of this paper is to examine the multilevel factors influencing institutional racism in the film industry.

Drawing on 16 in-depth interviews with individuals working in the film industry, this paper develops a conceptual perspective of multilevel racism.

The findings highlight how power structures, network-based recruitment practices, as well as formal and informal learning lead to and sustain racism in the film industry. However, agency on an individual level is observed as a way to break those patterns.

The findings highlight how individual agency pushes for more equality and diversity in the film industry, despite the barriers encountered on macro- and meso-levels. In addition, the important role of informal and formal learning through observation is stressed as a means to sustain the discriminatory practices in this industry.

This paper aims to use Ryff’s (1989) eudaimonic view to examine how prejudice toward female workers affects their psychological well-being.

Responses were collected through face-to-face semi-structured interviews along with open-ended questions in a paper-based survey. In total, 24 female workers across various organizations in Jordan participated in this study.

The results show how prejudice against female workers can affect the six dimensions of their eudaimonic psychological well-being (Ryff, 1989). Specifically, the results show that prejudice may push women to work harder to prove they are capable of achieving their goals and, as a result, it may positively enhance their self-acceptance, sense of growth, purpose in life and autonomy. However, the study also shows that prejudice against women negatively affects their environmental mastery and relationships with others.

This study may help create greater sensitivity and awareness about gender prejudice and its effects on female workers’ psychological well-being. It also highlights women’s resilience which may be deemed valuable to develop women in leadership roles in organizations.

This study offers a fresh and nuanced understanding of the impact of gender prejudice on female workers’ psychological well-being.

This paper aims to examine diversity management (DM) practices in leading private-sector organizations in Iran.

The study draws on in-depth interviews with 23 human resource management (HRM) executives and supervisors in nine private sector companies in Iran, and presents the analysis conducted using MAXQDA software.

The results categorize DM practices into four subsystems of HRM, i.e. recruitment and selection, training, performance management, and reward management. These practices indicate the inclusion of diversity-sensitive criteria and consideration of equal opportunity in the HRM subsystems.

The findings advance a contextual understanding of DM in a developing country. Considering DM practices in HRM subsystems may provide an effective way to help managers address workforce diversity in organizations.

Utilizing affective event theory (AET), this paper aims to understand the affective reasoning behind choosing to speak up for or against abusive supervision. For this purpose, the authors examine the underlying mechanism of employee state paranoia in the relationship between abusive supervision and promotive and prohibitive voice of employees.

Data from 307 microfinance bank employees were collected using supervisor–subordinate nested design and time-lag approach. The analysis was performed through partial least square (PLS) structural equation modeling using Smart PLS software.

The results support the direct relationship of abusive supervision with promotive and prohibitive voice. They also support the mediating relation of paranoia arousal between abusive supervision and promotive voice. However, the results do not support the mediating relationship of paranoia arousal between abusive supervision and prohibitive voice.

In light of the literature drawn from AET and empirical data, this study forwards robust recommendations for theory and practice and may assist future researchers interested in the role of employee paranoia arousal.

Despite a plethora of research on diversity and inclusion, workplace-related issues pertaining to individuals with schizophrenia (SCZ) remain grossly underexplored. This paper seeks to develop a relational, multilevel perspective of issues and challenges faced by individuals with SCZ in the work and career.

The research draws on the findings from in-depth, qualitative interviews with schizophrenic individuals, individuals’ family members, healthcare professionals and nongovernmental organization (NGO) representatives.

The findings highlight the interconnected nature of multilevel issues faced by schizophrenic individuals and indicate that at the societal level, social stigma, economic conditions and inadequate government policies are the key challenges faced by them. At the organizational level workplace support and job suitability and design affect individuals’ employment. At the individual level, self-stigma affects the employability in a negative way whereas personal motivation and resilience, family and social support and realization of illness are the facilitating factors.

The study adds to disability and diversity literature by developing a relational perspective that holistically captures the issues faced by schizophrenic individuals and suggests that the work and employment-related issues may be simultaneously addressed at multiple levels.