Sabrina Spangsdorf and Alex Forsythe
This paper aims to introduce an identity fit perspective adding to the understanding of the Nordic gender equality paradox of top managing positions using a Danish sample as case.
Abstract
Purpose
This paper aims to introduce an identity fit perspective adding to the understanding of the Nordic gender equality paradox of top managing positions using a Danish sample as case.
Design/methodology/approach
In total, five hypotheses concerning identity perception of top managing positions and the relationship with own identity and type of industry were tested through a correlational research design utilizing a cross-sectional survey methodology. A total of 1,054 women aged 18–60 participated in the survey.
Findings
The analysis revealed a strong masculine perception of a top managing position whereas women's own identity perception was much more diverse. The more masculine a woman perceives herself to be, the more motivated she is to climb the career ladder. Type of industry moderates the relationship between identity fit and motivation for top positions, but only for the masculine traits. The relationship between identity fit and motivation is stronger for women in high masculine industries.
Originality/value
Apart from being the first study of identity fit in a Nordic setting, this study contributes to the identity fit theory by employing a semi-objective fit approach exploring identity fit on an industry level, including female-dominated industries, as well as examining identity fit in relation to motivation to pursue a top managing position.
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Philmore Alleyne, Nadini Persaud, Peter Alleyne, Dion Greenidge and Peter Sealy
The purpose of this paper is to explore perceptions of fraud detection techniques in the stock and warehouse cycle in Barbados.
Abstract
Purpose
The purpose of this paper is to explore perceptions of fraud detection techniques in the stock and warehouse cycle in Barbados.
Design/methodology/approach
The study uses a self‐administered questionnaire, adapted and modified from Owusu‐Ansah et al. The sample is comprised of 64 auditors. The study examines the perceived effectiveness of audit procedures, the influence of size of the audit firm, and the level of audit experience in the choice of specific audit procedures.
Findings
The study indicates that there is a moderate to high perceived effectiveness of standard audit procedures in the detection of fraud in the stock and warehousing cycle in Barbados and that the majority of the “more effective” audit procedures can be classified as field research techniques that are more direct in obtaining evidence. It is found that auditors from larger firms reported higher means for audit procedures. There are mixed findings with respect to the significant relationship between level of auditing experience of auditors and perceived effectiveness of fraud detection techniques. The study also indicates that males consistently rated the level of effectiveness of audit procedures higher than females.
Research limitations/implications
Due to the relatively small sample size, these findings should be interpreted with caution. Nonetheless, the findings of this study do indicate that auditing procedures in this developing country are on par with those of developed countries.
Practical implications
This paper serves to inform audit‐related policies and regulation on the potential threats within the stock and warehouse cycle.
Originality/value
This paper contributes to the limited body of research on fraud detection within the stock and warehouse cycle in small developing countries.
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Charlotte Harman and Ruth Sealy
The purpose of this paper is to challenge existing models of career ambition, extending understanding of how women define and experience ambition at early career stages in a…
Abstract
Purpose
The purpose of this paper is to challenge existing models of career ambition, extending understanding of how women define and experience ambition at early career stages in a professional services organisation.
Design/methodology/approach
Semi-structured interviews were conducted with 20 women from a professional services organisation, who were aged 24-33 and had not yet reached managerial positions. The interviews were recorded, transcribed and template analysis was conducted.
Findings
The analysis revealed four main themes in the women’s experiences: subjective, dynamic ambition; frustrated lack of sight; self-efficacy enables ambition; and a need for resilience vs a need to adapt. The findings support that women do identify as ambitious, but they vary in the extent to which they view ambition as intrinsic and stable, or affected by external, contextual factors, such as identity-fit, barriers, support and work-life conflict.
Research limitations/implications
These results demonstrated insufficiency of current models of ambition and a new model was proposed. The model explains how women’s workplace experiences affect their ambition and therefore how organisations and individuals can better support women to maintain and fulfil their ambitions.
Originality/value
This study extends and contributes to the redefinition of women’s career ambition, proposing a model incorporating women’s affective responses to both internal (psychological) and external (organisational) factors. It provides further evidence against previous individual-level claims that women “opt-out” of their careers due to an inherent lack of ambition, focussing on the interplay of contextual-level explanations.
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Women remain underrepresented at senior levels in global investment banks. By investigating promotion processes in this sector, and using the concept of a multi-level, relational…
Abstract
Purpose
Women remain underrepresented at senior levels in global investment banks. By investigating promotion processes in this sector, and using the concept of a multi-level, relational framework, this paper seeks to examine macro, micro, and meso-level influences, and the interplay between them, as explanations for why more progress is not being made.
Design/methodology/approach
Data are taken from two projects with a total of 50 semi-structured interviews with male and female directors and managing directors (MDs), across six investment banks discussing careers and promotions. An inductive approach was taken to data analysis.
Findings
Women's lack of representation at the top of investment banks is not simply an individual level problem but is the result of the dynamic interplay between macro- and meso-level influences that impact individual agency, identity and perception of fit.
Research limitations/implications
Public debate should be refocused around the meso-level influences of what organizations can do to promote more inclusive cultures and structures thereby enabling more women to achieve MD positions in investment banking.
Originality/value
The paper considers challenges women face in their promotion to MD using a multi-level framework demonstrating the impact of each level and their interconnectedness. It contributes to the limited qualitative research exploring the career experiences of senior level individuals in global financial services firms.
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Connie Zheng, Shazia Nauman and Nida Usman Jahangir
This study explores the under-researched phenomenon of workplace bullying against women in male-dominated Pakistani society, highlighting its severe impacts and bridging the…
Abstract
Purpose
This study explores the under-researched phenomenon of workplace bullying against women in male-dominated Pakistani society, highlighting its severe impacts and bridging the research gap on intersectional effects of gender and cultural dynamics in developing countries.
Design/methodology/approach
Using a mixed-method research approach, we conducted two-wave surveys with 308 female workers in Pakistan's educational and health sectors. Data analysis examined relationships between workplace bullying and job outcomes like productivity and satisfaction, complemented by insights from in-depth interviews with 18 female workers.
Findings
The study reveals that workplace bullying significantly undermines job productivity, increases emotional exhaustion mediated by job anxiety and decreases job satisfaction among female workers. Bullying persists due to weak institutions and inadequate law enforcement, with perceived social support found to be an insignificant moderator.
Practical implications
The study findings underscore the economic implications of workplace bullying, as it drives female workforce attrition, hindering economic development. The study recommends conflict resolution strategies, effective HR policies, national law enforcement and supportive social networks to combat bullying and create a conducive work environment.
Social implications
This study aligns with the UN's SDG goals #5 (gender equality) and #8 (decent work and economic growth), addressing pertinent issues related to workplace bullying in pursuit of these global objectives.
Originality/value
This study represents a unique attempt to address the intersectional dynamics of gender and culture concerning workplace bullying in Pakistan.
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Cynthia R Phillips, Abraham Stefanidis and Victoria Shoaf
Drawing on legitimacy and upper-echelon theory, this paper aims to investigate the moderating role of corporate governance in the relationship between corporate social performance…
Abstract
Purpose
Drawing on legitimacy and upper-echelon theory, this paper aims to investigate the moderating role of corporate governance in the relationship between corporate social performance (CSP) and board gender diversity (BGD).
Design/methodology/approach
Using Morgan Stanley Capital International measures of social and governance performance, the authors use 2,950 firm-year observations from US companies for the years 2016–2020 to show that good performance on social issues drives BGD.
Findings
The panel data model indicates that the relationship between CSP and BGD is strengthened when firms display robust corporate governance.
Originality/value
This study contributes to the extant literature through empirical consideration of CSP as a predictor of BGD, a relationship that has rarely been examined. It further highlights the significant role of corporate governance in ensuring that women have access to corporate boards. Discussion and findings highlight that social performance and governance may significantly contribute to the diversity of socially cognizant boards.
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In today's society with concern for crime and violence increasing and court television and celebrity trials bringing the criminal justice system, courtroom procedures, and rules…
Abstract
In today's society with concern for crime and violence increasing and court television and celebrity trials bringing the criminal justice system, courtroom procedures, and rules of evidence into our living rooms, there is an increased need for reliable information about issues that are the core of forensic science: crime scene investigation and the collection and scientific analysis of physical evidence used in trials.
This special issue of Personnel Review on “Quality and the Individual” is very different in style from the editor‐generated issues of this journal, but it has beendesigned for a…
Abstract
This special issue of Personnel Review on “Quality and the Individual” is very different in style from the editor‐generated issues of this journal, but it has been designed for a very particular purpose. In the rush towards the achievement of high levels of “quality” among organizations, however this is manifested, the effects on the individual have largely gone unnoticed. We are all aware of the high rates of failure among quality management initiatives, and what is becoming clear is that successful organizations are harnessing the talents of individuals, whatever their status, to the quality cause from its very early stages.