Women in Management in Thailand: Advancement and Prospects

Thailand has experienced rapid economic growth over the past two decades. Economic expansion has contributed to an increase in demand for managers and professionals. Changes in legislation to promote gender equality in employment and educational opportunities for women have been implemented. These changes have contributed to Thai women's improved status. The aim of the paper is to assess this progress of women in management in Thailand. There is some evidence suggesting that social class, in addition to education, may play an important role in explaining Thai women's advancement to managerial positions. The contribution examines the changes in legislation and the influence of cultural values, education, and gender on women's access to managerial positions. It identifies the barriers to women's progress and pays attention to social class as another key determinant of women's advancement in management.     

Values and Skills of Female Entrepreneurs in Vietnam: an Exploratory Study

There have been many changes occurring in Asian business and management over the past two decades. One such change has been the role and position of women, both in the workforce and in management. Asian economies have experienced rapid growth in recent years, which may have had some effect on women's career opportunities in management. This contribution adopts a holistic approach to examine whether women in these Asian countries have experienced a greater acceptance of their participation in management or whether significant barriers remain.     

Women in Management in the New Economic Environment: The Case of India

Liberalization of the Indian economy has created considerable employment opportunities for those, including women, who possess marketable skills and talent. Historically, women in India have not enjoyed a good status in workplace settings whether in managerial or operative roles. This traditional positioning of women has restricted the intensity of their efforts towards realizing the benefits of the globalisation process. An attempt has been made in this contribution to highlight the important issues relating to women in management in the Indian context. The messages from a review of the literature are analysed. Research evidence from various sources is presented to highlight the dynamics of developments in the status of Indian women managers. The contribution discusses the main aspects of the historical, socio-cultural and economic factors influencing women managers: issues concerning gender-based stereotypes; the main barriers to women's movement to top managerial positions; the impact of developments in information technology (IT) on women managers; and the way forward. Results from two research projects are also presented. The analysis has important messages for practitioners and contributes to women's studies and management in the Indian context.     

Women's Managerial Careers in China in a Period of Reform

This contribution examines the opportunities for and barriers to women's managerial careers in China, drawing on first-hand empirical data and existing literature. It focuses on four groups of managers: managerial leaders in government administration, academics in higher education, entrepreneurs in private and self-employed businesses, and rural women managers. The paper explores the Chinese characteristics of gender inequality in management careers against the current political and economic background. It highlights the low level in both quantity and hierarchy of women in management. The contribution argues that women are discouraged managerial candidates for a number of legislative, social and personal reasons.     

Barriers to ascension to senior management positions in retailing

Using a case study of retailing, this paper examines the continued under-representation of women in senior management positions. Via a questionnaire survey, it reveals that those factors retail managers (men and women) themselves attribute to the disproportionate number of women in senior positions. The findings revealed that the main factors were associated with women's ‘other’ role: the family. Thus, lack of child care facilities and high family commitments were regarded as especially problematic and the organisation of retailing with its long anti-social hours and lack of flexi-time at managerial levels contributed to these problems. Other factors were also regarded as important including company cultures that uphold patriarchal social systems. The paper demonstrates how women's primary position in the home and domestic domain and men's primary position in the economic domain have shaped the way retail organisations are organised and the roles that men and women are traditionally expected to adopt within them.     

Extending the diversity conversation: Fashion consumption experiences of underrepresented and underserved women

This research brings in the voice of underserved and underrepresented women of various racial or ethnic origins and social classes, who have differing buying powers, sexual orientations, body shapes, and physical appearances, into the conversation of fashion diversity. Through a qualitative inquiry with 38 semi-structured in-depth interviews, the researchers analyzed the consumption experiences of diverse women to expose what the fashion scene is lacking. The study's main contribution is the depiction of overlooked diversity categories in fashion, such as the non-White and non-Black women of color, women of average sizes, and women with characteristics that the fashion industry has long seen as flaws. For women's physical and psychological well-being, the authors of this study hope to lead fashion producers and researchers into a new era of diversity and minimize certain consumer groups' exclusion through discrimination, isolation, and segregation.     

A few good women at the top: The China case

In the face of global economic downturns, an increasing number of women are rising to top management positions. What happened in China seems to resonate with the trend in the West. In China, only one in four have made it to the top management level, with a majority taking the position of chief operating officer, chief financial officer, and human resources director. In China, 53% of women are caught in sticky-floor situations and never advance beyond lower-level positions in the workplace. What holds women back from climbing up the corporate ladder? This research explores the stories of women executives in China's corporate world based on an exploratory study. We investigated the following questions: What are these women's beliefs about and responses to the glass ceiling? What personal, social, and organizational constraints undermine their capacity to play a part in a traditionally male-dominant world? How did these women make their way to the top? And, what factors are unique to Chinese women managers’ career advancement?     

Think international manager,think male: Why are women not selected for international management assignments?

Studies of women in international management originating primarily from North America consistently highlight the lack of women in such positions. This trend continues despite the need for growing numbers of expatriates. Explanations for this phenomenon have centered on women's personal characteristics, home/family circumstances, organizational support, and host country nationals' attitudes. This study examines the status of women in international management from a United Kingdom (UK) perspective. A key finding arising from the study is the critical influence of selection systems for international assignments where the predominant use of closed, informal selection processes for international assignments was seen to create unintended gender bias in recruitment. © 2002 Wiley Periodicals, Inc.     

Women's experiences of work and family conflict in a Chinese airline

Established literature on work–family conflict concentrates on the experiences of women and organizational equalities policies in Western contexts. This article examines the experiences of women working in a Chinese airline. Drawing on questionnaires and interviews with female employees and managers, we explore work–family conflict and gendered organizational perceptions of women's needs. Our findings suggest that work rather than family-related factors are the most influential causes of conflict for Chinese women in our case study. Cultural and social factors that shape familial relationships prove important in explaining these differences, but we also highlight the significant role played by gendered organizational culture.     

Female consumers as agents of change for transforming the environmental sustainability landscape

Faith in others (FIO; governments and businesses) can be seen as society's predisposition to handle environmental problems. The article examines whether women, who undertake a large majority of household purchases, can influence change in consumption practices so as to contribute to sustainability initiatives. Understanding women's character in this manner is informative, it helps us to consider how a women's role as a household purchasing agent is an important nexus to environmental sustainability. The study found that FIO has an influence on women's purchasing decisions. The study provides additional support to strengthen women's role in environmental matters. Not all women were found to be sustainability‐minded. In the challenges faced by women with respect to their influence, evidence from this research suggests that if women have more faith in governments and businesses it would make them more eco‐savvy to act as agents of change for transforming the environmental sustainability landscape.     

A theoretical overview and extension of research on sex,gender, and entrepreneurship

With the rising number of women-owned businesses has come a considerable amount of research, and even more speculation, on differences between male and female entrepreneurs and their businesses. To date, these findings and speculations have been largely atheoretical, and little progress has been made in understanding whether such differences are pervasive, let alone why they might exist. Thus public policy-makers have had little guidance on such difficult issues as whether or not unique training and support programs should be designed for women versus men. Moreover, lenders who finance new and growing firms have little to go on but their own “gut instinct” in assessing whether women's and men's businesses are likely to run in similar ways, or whether they might be run in different but equally effective ways.The lack of integrative frameworks for understanding the nature and implications of issues related to sex, gender, and entrepreneurship has been a major obstacle. Two perspectives that help to organize and interpret past research, and highlight avenues for future research, are liberal feminism and social feminism.Liberal feminist theory suggests that women are disadvantaged relative to men due to overt discrimination and/or to systemic factors that deprive them of vital resources like business education and experience. Previous studies that have investigated whether or not women are discriminated against by lenders and consultants, and whether or not women actually do have less relevant education and experience, are consistent with a liberal feminist perspective. Those empirical studies that have been conducted provide modest evidence that overt discrimination, or any systematic lack of access to resources that women may experience, impedes their ability to succeed in business.Social feminist theory suggests that, due to differences in early and ongoing socialization, women and men do differ inherently. However, it also suggests that this does not mean women are inferior to men, as women and men may develop different but equally effective traits. Previous entrepreneurship studies that have compared men and women on socialized traits and values are consistent with a social feminist perspective. These studies have documented few consistent gender differences, and have suggested that those differences that do exist may have little impact on business performance.While this interpretation of past findings is relevant to the question of if and how female and male entrepreneurs differ, there are still large gaps in our knowledge. In particular, only one study (Kalleberg and Leicht 1991) has systematically explored whether or not potential differences related to discrimination or socialization affect business performance; the study used limited measures of business performance, and assessed only a restricted range of male I female differences. This article reports on a study that explored other potential differences related to discrimination and to socialization (which are hypothesized based on liberal and social feminism) and looked at their relationship to a more comprehensive set of business performance measures.The study indicates that for a large, randomly selected sample of entrepreneurs in the manufacturing, retail, and service sectors, there were few differences in the education obtained by males and females, or in their business motivations. Women entrepreneurs were, however, found to have less experience in managing employees, in working in similar firms, or in helping to start-up new businesses. Women's firms also were found to be smaller than men's, to have lower growth in income over two years, and to have lower sales per employee. Regressions undertaken to examine predictors of a range of business performance indicators suggest that women's lesser experience in working in similar firms and in helping to start-up businesses may help to explain the smaller size, slower income growth, and lesser sales per employee of their firms.For policy-makers, this article suggests that systemic factors that afford women less access to experience must be addressed. Support for classroom training or related advisory activities may not be warranted; there is little evidence that women lack access to relevant classroom education. However, programs that help increase women's access to hands-on experience in starting firms or in working in the industry in which they hope to set up business does seem advisable. In-class education or counseling would not seem to compensate for lack of real-world experience, which suggests that any available funds should be directed more toward initiatives centered on apprenticeship programs than toward those centered on classroom teaching.Implications for lenders and investors are less clear cut, but suggest that whatever innate differences may exist between men and women are irrelevant to entrepreneurship. While women's businesses do not perform as well as men's on measures of size, they show fewer differences on other, arguably more critical business effectiveness measures-growth and productivity—and no differences on returns. Discrimination against women-owned businesses based on these findings would clearly be both unethical and unwarranted. The fact that women appear to obtain similar growth, productivity, and returns, in fact, suggests that they may be compensating for experience deficits in ways that current research does not illuminate. While more systematic inquiry is required to assist in understanding why men's and women's firms may differ in some predictable ways, this study would suggest that lenders and investors wishing to assist small businesses should focus on evaluating the amount and quality of the business and non-business experience of entrepreneurs, and consider sex an irrelevant variable.For entrepreneurs, this research reinforces the notion that acquiring relevant industry and entrepreneurial experience is of considerable importance if they seek to establish large firms and/or to achieve substantial firm productivity and returns. In particular, helping in the start-up of firms and spending extended periods of time in the industry of choice appear to yield subsequent rewards in the performance of any individual's firm. Future research is needed to investigate whether or not other types of business experience or non-business experience might bring additional benefits in terms of positive impact on future business performance, but the indication of the current work is that one's sex per se is neither a liability nor an asset.     

Women's views of women's roles: a survey of South Australian women

Four hundred and eighteen randomly selected South Australian women answered 18 opinion statements about women's roles, as part of a general postal survey. The results showed that most women supported equality between the sexes, the importance of parenting and mother roles, and physical appearance. However, there were many statistically significant differences between members of demographic groups; generally younger and more-educated women favoured equality more, and valued motherhood less for personal fulfilment than older, less-educated women. Women in paid employment placed less value on traditional domestic roles and more on equal pay than those not so employed. The relationships of these findings to recent changes in women's roles within and outside the family are discussed.     

The Ethics of Discrimination: Organizational Mindsets and Female Employment Disadvantage

Negative gender-role stereotypes con-tinue to pervade the careers of many women. The current study examines the careers of female National Health Service (NHS) nurses in the United Kingdom. The study identifies organizational mindsets which militate against women's career advancement. These mindsets form the basis of the "ethic of discrimination" which both maintains and perpetuates unequal outcomes for women in NHS nursing. We examine the implications for management in promoting non-discriminatory decision making, and the barriers that are faced in overcoming the "ethic of discrimination".     

Breaking the Glass Ceiling in Nigeria: A Review of Women's Entrepreneurship

The relevance of the age-long conundrum known as the glass ceiling has become ever more questionable for a number of compelling reasons. First, its root in the invisible barriers (push factors) facing women's career progression prospects in the corporate world is ever-changing at a rapid pace across every region of the globe. Second, research shows some evidence of a major dramatic increase in women-owned businesses as being attributable to women's desire to gain more flexibility in their work arrangements (pull factors). By providing a catalogue of pull factors in the context of African (especially Nigerian) women entrepreneurs, this paper argues that the glass ceiling problem may have well been shattered in numerous spheres, and thus become less tenable as a gender-specific reality in the twenty-first century.     

Women Managers in Hong Kong: Personal and Political Agendas

The proportion of women managers in Hong Kong has been steadily increasing in recent years. Hong Kong's ‘can-do’ spirit, education system and laws against sex discrimination probably have contributed to the increase. However, roles in the private (home) and public (work) spheres remain highly gendered. This has led to intense worak–family stress for women managers, some of whom also face sex discrimination at work, such as negative attitudes toward women, the old-boy network and sexual harassment. However, the overall level of awareness of sex roles and sex discrimination among women managers is low. Furthermore, women managers tend not to court open and direct confrontation. Instead, they tend to pursue individualistic personal coping strategies. Women managers rely on support from their extended family and hire domestic help to cope with work–family stress. Women managers also work hard to prepare themselves for a job move when they perceive or encounter sex discrimination. They tend not to make demands of their husbands, the workplace, or the government due to concepts about the private and public divide and about gender roles in these two spheres. We argue that political agendas which push for more flexible gender roles, state childcare and women- and family-friendly organizational policies are needed to bring more women into management at a faster pace.     

Women's Magazines: Construction of Identities and Cultural Consumption in Hong Kong

Consumption is an integral part of contemporary capitalistic society. By means of a textual analysis of letters to the editor of a women's magazine in Hong Kong, as well as in-depth interviews with readers and editors, this paper examines how women's cultural consumption creates, constructs and circulates women's identities. Results reveal that the processes of identification can be constructed on three equivalent consumption levels. Firstly, women readers identify certain "imaginary communities" through reading the magazine, and by modeling the behaviors and styles of the communities they feel they are sustaining their relationship with them. Secondly, women identify with an idealized community-constructed beauty and seek to consume products which collectively suggests this idealized beauty for them. Thirdly, women regard the "communities" as providing shelter for rapport and comfort from the emotional and relational problems of real life. In sum, structured identification-consumption has shaped working class women into an identity, which conforms to society's dominant capitalist logic. Despite these findings, however, there are always a few women who attempt to seek alternative lifestyles.     

A retail failure prediction model

Retailing is a labour-intensive industry, and one which relies heavily on the employment of women. The gender and occupational structure of one major mixed retail company is analysed. This reveals that men and women ocuupy different positions within the company structure. Although recruited equally to management trainee positions, the evidence suggests women in retailing may be encountering a glass ceiling. Achieving senior management positions is clearly more difficult for women than men. Some explanations for the lack of women in retail management are proposed and among the strategies to enable their more equal participation are: readdressing personnel policies, recognizing the benefits of women's values and management style to the company, identifying training needs to allow women to pursue management careers successfully and flexible working at all levels within the company. To be successful it is crucial these strategies are supported by top management.     

Gender differences in perceived workplace harassment and gender egalitarianism: A comparative cross-national analysis

Using 2015 International Social Survey Program (ISSP) data on 38,179 individuals from 36 countries in 9 relatively homogeneous global regions, we analyze the gender differences and the gender gap in perceived workplace harassment (PWH) with particular attention to gender equality's and gender egalitarianism's roles in molding these differences. We find that despite large regional differences, women in most countries are more likely than men to perceive workplace harassment, although this likelihood is higher in countries that score favorably on our gender equality measures. Hence, political empowerment and better economic opportunities alter women's perceptions of workplace harassment, increasing the probability of their experiencing it. Our results also underscore the important roles of values and gender egalitarian practices. Whereas enhanced gender egalitarianism values increase women's perceptions of workplace harassment, concrete practices tend to reduce them. Especially for management, this result highlights the importance of actually implementing gender equality policies at a corporate level, because a discrepancy between corporate values and practices on this issue will only accentuate the perception of harassment.     

When will larger‐sized female models in advertisements be viewed positively? The moderating effects of instructional frame,gender, and need for cognition

A variety of negative consequences for girls and women have been associated with women's and men's viewing unrealistic portrayals of women in advertising. However, research on the positive consequences of presenting larger‐sized women in advertisements, and the conditions under which they are effective, has been lacking. The present research examined such positive effects and found that larger‐sized female models in ads were rated as more attractive when an instructional frame activated nontraditional beliefs (a new women's magazine that features larger‐sized models) than when it activated traditional beliefs (a traditional women's magazine). These effects were more pronounced for women than for men, and particularly for women who scored higher in their need for cognition. The degree to which women generated positive thoughts about themselves in response to the ads tended to correspond with their ratings of increased attractiveness of the models in the ads. Implications of findings for using positive larger‐sized female models in ads are discussed. © 2004 Wiley Periodicals, Inc.     

Do women-owned businesses have equal access to angel capital?

Women-owned businesses are the fastest growing sector of new venture ownership in the United States. Although women's access to, and use of, debt and venture capital financing have been explored, comparatively little is known about women's access to capital from private equity investors. In this paper, we examine the equality of women's access to angel capital. The research suggests that women seek angel financing at rates substantially lower than that of men, but have an equal probability of receiving investment. We also document that women are more likely to seek, and to a lesser extent receive, financing from women angels.