The Diana Project: pioneering women studying pioneering women

The 2007 winner of the International Award for Entrepreneurship and Small Business Research is the Diana Project team (Candida Brush, Nancy Carter, Elizabeth Gatewood, Patricia Greene and Myra Hart). The Diana Project builds on the vast experience of the team in the field of entrepreneurship in general and women entrepreneurship, business growth and venture capital in particular. The Diana Project has investigated the supply and demand side of growth capital for women entrepreneurs. The research contributes to entrepreneurship theory as well as to practice, filling a void in knowledge on growth-oriented women entrepreneurship. In this article we present and discuss the research contribution of the Diana Project, in the areas of entrepreneurship, women entrepreneurship and venture capital. We specifically discuss the value of researching a specific group of women entrepreneurs, those who want to grow their businesses, that very clearly demonstrates the positive potential of female entrepreneurship. The Diana Project has also moved research on women’s entrepreneurship forward since its framework does not treat women entrepreneurs as “other,” i.e., the project does not presuppose that women’s entrepreneurship is similar to or different from men’s entrepreneurship. It assumes that women’s entrepreneurship is entrepreneurship and studies it from that point of view. Carin Holmquist is professor at Stockholm School of Economics and member of the Prize Committee for The International Award for Entrepreneurship and Small Business Research. Sara Carter is professor at University of Strathclyde. Both have written extensively in several of the areas covered by the Diana Project. The prize is awarded by the Swedish Foundation for Small Business Research (FSF) and the Swedish Board of Industrial and Technical Development (NUTEK). An important aim with this prize is to attract broader attention to this research field. A precondition for choosing the winner of the award is that the research for which the award has been granted is a significant contribution to the theory and empirical understanding of entrepreneurship and the importance of entrepreneurship, new firm formation and small businesses in economic development. Besides the honor, the prize consists of SEK 0.5 million (roughly USD 80,000). It has been awarded annually since 1996. More information about the prize and previous winners is available at .     

Equality for women?

Many women still perceive men as their superiors in intellect. Although this double standard is dying, it is dying oh, so slowly.     

Real women on real beauty

This experiment tested the effectiveness of manipulated images of a Dove model, of varying shapes and sizes, to assess how or if exposure to an average or plus-size model would decrease women’s short-term internalisation of body image ideals. The objective of this study was to assess adult women’s beliefs about beauty and attractiveness in themselves and in others using several variables as possible predictors: exposure to thin-ideal or plus-size models, social comparison and societal views of thinness. Using an image of a model from the Dove Campaign for Real Beauty and three manipulated images of the same model, this study tested participants’ evaluations of each model’s attractiveness and thinness, and further tested participants’ level of self-discrepancy and societal views of thinness to assess if the campaign was at all effective in influencing the way women perceive beauty and attractiveness in themselves and in others. While exposure to the Dove model versus an ultra-thin model was not related to decreased levels of self-discrepancy across experimental groups, numerous other statistically significant relationships emerged based on exposure to the Dove or plus-size model. These and other findings are discussed.     

Investor reaction to women directors

Existing studies on women directorships present equivocal results on the association between appointing women directors and firm performance. These studies tend to focus on western countries and largely ignore investors' reactions to such appointments. This paper applies the financial event study method and finds that investors generally respond positively to the appointment of women directors in Singaporean firms. Regression analyses also reveal that investors are most receptive when the women are independent directors and are least receptive when the directors assume the CEO role. This study not only tests the theory of gender diversity in an Asian context but also examines whether investors react systematically to the different positions that women directors hold on corporate boards, a question that has received little attention in prior studies.     

立体网媒如何淘金?

7月8日,由中华人民共和国新闻出版总署举办的“首届中国数字出版博览会”在北京国际展览中心隆重举行。一种有别于新浪等门户网站“快餐式”网上阅读方式的全新数字出版模式——Xplus 技术平台成为展会亮点,吸引了新闻出版署以及网媒关注。     

"准妈妈"服饰的金矿谁来挖

女人什么时候最美？当身体里孕育着一个幼小的生命,母性的光辉由内而外地散发出来的时候,还有谁比准妈咪更美丽呢！“健康、美丽、大方”的孕妇时装是这个时期女性的必要装备,那么就让我们来看看这个市场吧。     

Are women different and why are women thought to be different? Theoretical and methodological perspectives

The existing literature on gender differences and stereotyping is reviewed in this article. Three theoretical perspectives are discussed: person-centred, organization-centred, and gender context, followed by a review concerning both the findings of the research, a critique of the research methodologies used, and suggestions for future research. The article concludes by suggesting other areas in the field of women in management to which little if any attention has been drawn and recommending some research methodologies which would be applied.Dr. Gregory, an associate professor of business at Memorial University of Newfoundland, is active professionally and through teaching and research in both international business and women in management. Currently she is involved in a major project studying multinationals in Indonesia, and during her field work there has been looking at dual career characteristics.     

Apparel preferences of pregnant employed women

Women who have postponed childbirth to become established in a career are now embarking on parenthood while continuing to work throughout much of the pregnancy. As a result, pregnant employed women need clothing that will project an appropriate image. The purpose of this research was to determine the types of garments that pregnant employed women prefer to wear to work and to identify factors influencing the selection of those garments. Results indicated that there were differences among age range groups in selection of workplace attire, and among educational level groups in general fashion appeal of classically styled garments, selection of attire for the workplace, selection of nylon for the summer season, and in care required for garments. There were differences among income range groups in the classic category of general fashion appeal, in the selection of silk fibre for winter wear, and in care required for garments. This study supported the concept of a new and separate segment of the consumer market dealing with pregnant employed women. They have special needs for attire based on age range, educational level, and income range, that will project an appropriate image in the workplace and offer physical and psychological comfort as well.     

女性如何跨越障碍提升领导力——以智造就“半边天”

<正>“一个势单力薄的女性面对‘狼来了’的威胁,是用拳头、棍棒,还是匕首、手枪?”“一个女性领导陷于日常工作的巢臼,用什么跳出管理事务的泥潭?继续用手工,拍脑袋,还是利用‘人海’战术?抑或还用什么方法?”“一个现代女性所追求的‘半边天’为何总成了‘一线天’?‘巾帼不让须眉’为何总难理直气壮?”类似这样的问题不是什么新鲜的事情,也是事实,人们对于女性站在商界巅峰的怀疑与不适感由来已久。撇开性别歧视不说,女性在领导过程中的水平问题应该是多数人不欢迎女性领导、也是女性难以迈向成功巅峰的主要原因。直面女性缺点,正视两性差异(如生理差异、思维方式     

Mentoring in organizations: Implications for women

This paper reviews the literature on the mentoring process in organizations and why mentoring can be critical to the career success of women managers and professionals. It examines some of the reasons why it is more difficult for women to find mentors than it is for men. Particular attention is paid to potential problems in cross-gender mentoring. A feminist perspective is then applied to the general notion of mentorships for women. The paper concludes with an examination of what organizations can do to further mentor relationships and an agenda for further research in this area.