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Journal articles on the topic 'Top management positions'

Author: Grafiati

Published: 10 September 2021

Last updated: 30 July 2025

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1

Fletcher, Clive. "Assessment for top management selection." Assessment and Development Matters 3, no. 3 (2011): 8–10. http://dx.doi.org/10.53841/bpsadm.2011.3.3.8.

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The article focuses on selection for top management roles, such as Main Board positions in the private sector and Permanent Secretary or Director General positions in the public sector. Assessing candidates for these top posts involves making decisions that are crucial to the future of the organisation concerned. Top management usually operates at a strategic level, and in that context much depends on the political skills of those involved, they are frequently building collaboration and alliances with other organisations, dealing with the media and coping with an increasingly regulated environ

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Fletcher, Clive. "Assessment for top management selection." Assessment and Development Matters 3, no. 4 (2011): 11–14. http://dx.doi.org/10.53841/bpsadm.2011.3.4.11.

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In the second of his series of articles, Professor Clive Fletcher takes a look at the success of selection for top management roles, such as Main Board positions or their equivalent, from an occupational psychology perspective.

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Chidiac, May, and Mireille Chidiac El Hajj. "Top management diversity: A survey of Lebanese journalists in top media teams." Corporate Ownership and Control 16, no. 1 (2018): 40–49. http://dx.doi.org/10.22495/cocv16i1art5.

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The media community in Lebanon has currently recognized the importance of women journalists’ role; few papers, however, have sought to discuss why they are still underrepresented in governance positions. Despite making up a majority and being active in the media field, Lebanese women journalists are still excluded from top management positions. This paper studies the factors that hinder them from climbing the ladder to top levels. It examines the status of women journalists in leadership positions in the media field, studies the obstacles and the barriers, and explores the glass ceiling they f

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Gomes Marques, Tânia De Matos, and Célia Melo Ferreira. "Women in top management positions: the gender and salary gap issue." Revista Ibero-Americana de Estratégia 14, no. 1 (2015): 43–59. http://dx.doi.org/10.5585/ijsm.v14i1.2150.

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This study aims to identify and verify the presence of a gender gap in top management positions. This study try to figure out what the representation of women in positions of leadership, in Portugal, and figure out if the issue of leadership is a problem for passing intermediate management positions to top management positions. It also aims to identify and verify the presence of a wage gap between men and women occupying positions of top management. Trying to be innovate in the study of leadership, it has been developed an indicator that allows the measurement of the leadership competence of i

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Bechan, Nirvana. "Top determinants of corporate reputation management." Communicare: Journal for Communication Studies in Africa 27, no. 1-2 (2022): 1–18. http://dx.doi.org/10.36615/jcsa.v27i1-2.1738.

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Positive reputation is a valuable corporate asset and needs to be managed proactively inresponse to new threats entering the marketplace. Recent events have shown that the reputationof an organisation can take years to build, yet takes only a few seconds to destroy. In this study,it is suggested that knowing the top determinants of current reputation management can onlyhelp to enhance the business objectives of an organisation by contributing to the bottom lineand gaining a competitive advantage. This paper looks at what communication managers in toplistedcompanies operating in South African c

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Amondi, Osumbah B. "Representation of Women in Top Educational Management and Leadership Positions in Kenya." Advancing Women in Leadership Journal 31 (June 2, 2017): 57–68. http://dx.doi.org/10.21423/awlj-v31.a79.

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The purpose of the study was to investigate factors causing under representation of women in top educational management and leadership positions at the Ministry of Education headquarters in Kenya. Descriptive survey design, utilizing quantitative and qualitative approach was used in the study. Stratified random sampling was used to categorize the target population of 161 educational personnel by level of management and gender. Simple random sampling was then used to get a study sample of 76 officers. Questionnaire and interview guide were used to gather information from the respondents. Analys

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Alakija, Naa Adjeley Suta. "Perceptions of top management university of cape coast staff of the representation of women in management positions." Journal of Educational Management 6 (November 1, 2012): 13–25. http://dx.doi.org/10.47963/jem.v6i.409.

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The study sought to explore factors influencing the low representation of women in management positions in the University of Cape Coast. An exploratory qualitative research design was employed to undertake the study. Data was collected through interviews with forty-one workers in management positions and analysed using the N6 package for analyzing qualitative research. Generally, the respondents were of the view that women are not well represented in management positions. Notable reasons they gave included lack of requisite qualifications on the side of women and the University being gender se

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Shaheen, Sanober, Jawad Abdul Ghaffar, and Noor Ahmad. "Impact of Female Presence in Top Management Positions on Sustainability Performance." Journal of Workplace Behavior 4, no. 2 (2023): 80–99. http://dx.doi.org/10.70580/jwb.04.02.0201.

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This study investigates the impact of female representation on the board of directors and the upper management team on sustainability performance in the banking industry of South Asia. This study is an attempt, based on past literature, to frame gender diversity in terms of the way it affects financial, social, and environmental performance. The 172 banks in the study's sample, which covers the years from 2018 to 2022, are from 8 South Asian nations. For estimations, GMM and Probit analysis is used. The findings show that the number of female directors enhances both environmental and financial

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Fryxell, Gerald E., and Linda D. Lerner. "Contrasting corporate profiles: Women and minority representation in top management positions." Journal of Business Ethics 8, no. 5 (1989): 341–52. http://dx.doi.org/10.1007/bf00381725.

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Lakhal, Faten, Amal Aguir, Nadia Lakhal, and Adnane Malek. "Do Women On Boards And In Top Management Reduce Earnings Management? Evidence In France." Journal of Applied Business Research (JABR) 31, no. 3 (2015): 1107. http://dx.doi.org/10.19030/jabr.v31i3.9236.

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<p>The purpose of this paper is to examine the effect of gender diversity on the boardroom and in top management positions on earnings management by French-listed firms. Based on a sample of 170 firms over 4 years, we find that the proportion of women on the board standing as a director or a chair reduces earnings management. This finding suggests that women are effective on their monitoring role and are then considered as a crucial corporate governance device. We also find that the relationship between the presence of at least three women on the board and earnings management is negative

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Ababneh, Musab. "Numbers Don’t Lie: Male vs Female Leadership in the United States." Business and Management Horizons 11, no. 1 (2023): 1. http://dx.doi.org/10.5296/bmh.v11i1.20748.

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This paper addresses gender differences and females’ leadership in the United States as represented by holding top-management positions such as top executive jobs at Fortune 500 or Fortune 1000 U.S. companies. In this paper, I argue that women are still under-represented in top-management because of the glass ceiling phenomenon and gender discrimination. However, more women are pursuing higher education; which was found to help individuals become more successful leaders. In addition, female managers tend to follow transformational and interpersonal styles of leadership which are desirable in t

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Mensi-Klarbach, Heike. "Gender in top management research." Management Research Review 37, no. 6 (2014): 538–52. http://dx.doi.org/10.1108/mrr-03-2013-0066.

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Purpose – The purpose of this article is to offer a multi-layered approach to gender topics in top management team research. Design/methodology/approach – Recent empirical work on the role of gender diversity in top management teams will be reviewed and contrasted with gender and diversity theory. Findings – The results show that gender diversity has often been operationalized and defined in a highly stereotypical fashion, strongly rooted in assumed biological traits (in particular male/female skills and aptitudes). This very simplistic assumption that men and women behave differently does not

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Meyer-Sahling, Jan-Hinrik, and Fanni Toth. "Governing Illiberal Democracies: Democratic Backsliding and the Political Appointment of Top Officials in Hungary." NISPAcee Journal of Public Administration and Policy 13, no. 2 (2020): 93–113. http://dx.doi.org/10.2478/nispa-2020-0016.

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AbstractThis paper examines the impact of democratic backsliding on the management of top officials in Hungary. Based on a unique data set of more than 1,600 top officials the article shows that the number of appointments to top positions increased in 2010 and subsequent years, during which Hungary experienced democratic back-sliding. Moreover, the data shows that turnover in top official positions was higher in 2010 and in subsequent years than in the period between 1990 and 2010. The paper concludes that the politicisation and high degree of instability in top official positions may be chara

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Baker, Cortney. "Stereotyping and women's roles in leadership positions." Industrial and Commercial Training 46, no. 6 (2014): 332–37. http://dx.doi.org/10.1108/ict-04-2014-0020.

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Purpose – The purpose of this paper is to provide a literature review of current trends with regard to women in leadership positions. Women are increasingly reported as having excellent leadership skills. In fact, women, more than men, are praised for having traits and styles that are associated with effective leadership performance. Design/methodology/approach – The design of this paper was a literature review of current research on gender differences in men and women in top leadership roles. Findings – Despite the evidence that women are capable of being top performers, women are still not a

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Guedes, Maria João, Ricardo Rodrigues, and Luís Gouveia. "Experimental Designs in Management Studies for Bias Assessment: Setting and Stimulus Material." European Conference on Research Methodology for Business and Management Studies 23, no. 1 (2024): 99–107. http://dx.doi.org/10.34190/ecrm.23.1.2333.

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This manuscript stems from an ongoing research project on gender inequality in Portuguese businesses, particularly concerning access to leadership positions. It aims to provide new insights into the constraints that limit women’s access to managerial roles – both from the worker/employee’s perspective, by exploring expectations, aspirations, and perceived barriers, and from the employer/hierarchy’s perspective, by analysing which biases in recruitment and promotion processes are likely to limit women’s rise to top management positions. Against this analytical background, this paper aims to pro

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Kurtulus, Fidan Ana, and Donald Tomaskovic-Devey. "Do Female Top Managers Help Women to Advance? A Panel Study Using EEO-1 Records." ANNALS of the American Academy of Political and Social Science 639, no. 1 (2011): 173–97. http://dx.doi.org/10.1177/0002716211418445.

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The goal of this study is to examine whether women in the highest levels of firms’ management ranks help to reduce barriers to women’s advancement in the workplace. Using a panel of more than twenty thousand firms during 1990 to 2003 from the U.S. Equal Employment Opportunity Commission, the authors explore the influence of women in top management on subsequent female representation in lower-level managerial positions in U.S. firms. Key findings show that an increase in the share of female top managers is associated with subsequent increases in the share of women in midlevel management positio

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Schreuder, Rino, and Simon Noorman. "Strategic talent development – making the best people in crucial positions better." Strategic HR Review 18, no. 6 (2019): 263–67. http://dx.doi.org/10.1108/shr-04-2019-0034.

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Purpose This article aims to explain the why and what of strategic talent development. It shows how top talents in value-creating top positions can make a strategic difference for organizations. Design/methodology/approach Having established the differences between generic and strategic talent management, this article argues that talent management needs to be aligned with the organizational strategy. The next step is to ensure that the talents and skills of people who fulfill strategic, “difference-making” roles are best developed. You cannot standardize your talent development to achieve grea

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Perez-Rivases, Andrea, Miquel Torregrosa, Carme Viladrich, and Susana Pallarès. "Women Occupying Management Positions in Top-Level Sport Organizations: A Self-Determination Perspective." Anales de Psicología 33, no. 1 (2016): 102. http://dx.doi.org/10.6018/analesps.33.1.235351.

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<p>Framed in Self-determination theory (SDT), the purpose of this research was to examine whether the working environment of women in sport management positions could fulfil or thwart their basic psychological needs (BPN) and to explore the motivations that women managers experience in these positions. Eight female managers of top-level sport organizations participated in semi-structured interviews. Results showed that seven of them reported being in an environment that fulfilled their BPN and experienced autonomous motivation in their job. In contrast, one participant reported working i

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Foretic, Nikola, Vladimir Pavlinovic, and Sime Versic. "Shooting Speed Differences between Playing Positions in Top Level Handball." Sport Mont 20, no. 1 (2022): 21–24. http://dx.doi.org/10.26773/smj.220204.

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Scoring the goal in handball is performed by shooting action. Shooting speed is one of the most important attacking elements that influences successful performance in handball. Anyhow, there is a lack of scientific data considering shooting speed between different playing positions. The main aim of this study was to determine differences in shooting speed between playing positions in top level male handball players. Data used in this study was collected from official match reports of European handball championship held in Austria, Norway and Sweden 2020. Seven hundred and eighty-four (784) sho

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Al-Matari, Ebrahim Mohammed, and Mushari Hamdan Alosaimi. "The role of women on board of directors and firm performance: Evidence from Saudi Arabia financial market." Corporate Governance and Organizational Behavior Review 6, no. 3 (2022): 44–55. http://dx.doi.org/10.22495/cgobrv6i3p4.

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The major purpose of this article is to investigate how women on boards of directors influence firm performance in Saudi Arabia firms. The major approach utilized to assess the influence of female board members and top management positions on business performance was multivariate regression analysis. The research employed an alternate proxy assessment for women on the boards of directors and in top management. Women on boards of directors and in top management had a modestly favourable link with company success, according to the data. The study employed alternative proxy metrics for women on t

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Abidin, Zainal, Muhammad Faizal A. Ghani, Mustaqim Pabbajah, and Erma Fatmawati. "Why Does Women's Underrepresentation Transpire in the Leadership of Indonesian State Islamic Universities?" Al-Tanzim: Jurnal Manajemen Pendidikan Islam 7, no. 3 (2023): 878–92. http://dx.doi.org/10.33650/al-tanzim.v7i3.5914.

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Underrepresentation of women still occurs in the top-level management of higher education, including in State Islamic Higher Education (SIHE/PTKIN) in Indonesia, a country with the largest Muslim population in the world. This study aims to reveal the portrait of women's underrepresentation in the top-level management of SIHE, the determinant factors that cause the underrepresentation of women in the top-level management of SIHE, and the policies that need to be taken in response to the underrepresentation of women in top-level management of SIHE. A qualitative approach was chosen for this stud

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Johannes, Frans Budiman, Aloysius Liliweri, Frans Gana, and Nursalam Nursalam. "Critical Factors for Women’s Representation in Top Management Leadership Positions in Local Government." JKAP (Jurnal Kebijakan dan Administrasi Publik) 26, no. 2 (2022): 144. http://dx.doi.org/10.22146/jkap.78090.

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This study explores the critical factors behind women’s representation in upper-echelon II managerial positions in local government organizations in Indonesia, which contemporary studies rarely studied. This research interviewed 12 informants at the East Nusa Tenggara (ENT) Provincial Government in Indonesia using a qualitative approach and purposive sampling techniques. This article found eight factors that are critical in influencing women's representation in echelon II positions in local government organizations from three primary dimensions. First, a network of political proxies and repres

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Cook, Alison, and Christy Glass. "Women and Top Leadership Positions: Towards an Institutional Analysis." Gender, Work & Organization 21, no. 1 (2013): 91–103. http://dx.doi.org/10.1111/gwao.12018.

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Dr., Bala Koteswari, and Sandhya. KV Ms. "A STUDY OF CHALLENGES AND OPPORTUNITIES OF WOMEN IN MANAGEMENT." A STUDY OF CHALLENGES AND OPPORTUNITIES OF WOMEN IN MANAGEMENT 1, no. 8 (2014): 25–38. https://doi.org/10.5281/zenodo.10690883.

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Today India is a force in a global economy with the high demand for talent. A key source of talent is educated Indian women. While Indian corporations are not yet have fully recognized or not utilized this talent pool. The growing gender diversity in Indian managerial ranks now offers a pathway for change in Indian women. While change is slow for Indian women to gain executive positions, they have made change in management in a relatively short time. An attempt has been made in the present paper to try and understand challenges and opportunities of the women in the top management positions.&nb

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Kuschel, Katherina, and Erica Salvaj. "Opening the “Black Box”. Factors Affecting Women’s Journey to Top Management Positions: A Framework Applied to Chile." Administrative Sciences 8, no. 4 (2018): 63. http://dx.doi.org/10.3390/admsci8040063.

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The issue of women’s participation in top management and boardroom positions has received increasing attention in the academic literature and the press. However, the pace of advancement for women managers and directors continues to be slow and uneven. The novel framework of this study organizes the factors at the individual, organizational and public policy level that affect both career persistence and the advancement of women in top management positions; namely, factors affecting (1) career persistence (staying at the organization) and (2) career advancement or mobility (getting promoted with

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Schreuder, Rino, and Simon Noorman. "Strategic talent management: creating strategic value by placing top talents in key positions." Development and Learning in Organizations: An International Journal 33, no. 1 (2019): 1–4. http://dx.doi.org/10.1108/dlo-09-2018-0120.

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Purpose This paper aims to argue that traditional talent management practices cannot lead to organizational excellence. Design/methodology/approach On the basis of their extensive HR-experience, the authors analyze common talent management practices and demonstrate the need for a different approach. Findings Strategic talent management should align and mutually reinforce business development and personal development to enhance strategic success. Research limitations/implications Increasing dynamics and agility in business require HR-professionals to really master strategic thinking and practic

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Haidar, Noha. "Gender Leadership and Excellence: The Case of Higher Education in Lebanon." Administrative Sciences 8, no. 4 (2018): 78. http://dx.doi.org/10.3390/admsci8040078.

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This study aimed to explore the employment status of women in the higher educational sector and to uphold women’s productivity and commitment in executive positions of responsibility. Management tended to show preferential treatment for men in top management positions; hence, women were less engaged in the decision-making process. Women possess the potential to be transformative leaders in higher education institutions (HEI). The research purpose of this study was to speculate that some Lebanese educational institutions still practice discrimination and prefer men over women in executive posit

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Shrestha, Jeshna. "Factors Influencing Women’s Inclination in Adopting Managerial Positions in the Nepalese Banking Sector." Nepalese Journal of Management 11, no. 4 (2024): 162–81. https://doi.org/10.3126/njm.v11i4.79790.

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The study examines the factors influencing women’s inclination in adopting managerial positions in Nepalese commercial banks. Leadership aspiration is selected as the dependent variable. The selected independent variables are financial and other benefits, support of top management personnel, social status, career role salience, perceived organizational barriers and work-family conflict. The study is based on primary data with 110 respondents. To achieve the purpose of the study, structured questionnaire is prepared. The correlation coefficients and regression models are estimated to test the s

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Binderkrantz, Anne Skorkjær. "Career paths among top executives in Danish interest groups." Politica 52, no. 1 (2020): 76–77. http://dx.doi.org/10.7146/politica.v52i1.130797.

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In recent decades, interest groups in Denmark have become more professionalized. Many interest groups have large, professional secretariats, and even smaller groups have strengthened their administration. At the same time, researchers point to the emergence of a group of policy professionals occupying positions in management, politics and organizations – and frequently switching between the various sectors. The article maps the individuals who lead almost 200 Danish interest groups. It shows that many top executives are recruited from the public sector, while it is relatively rare for politici

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Mst Sharifun, Nesa*. "Use of performance information in Performance Evaluation: An effective tool in minimizing unconscious gender bias in the workplace." Bangladesh Journal of Administration and Management 33, no. 2 (2022): 63–70. http://dx.doi.org/10.56379/bjam.v33i2.5.

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Dearth of women in the senior management positions is a global phenomenon with slight national variations.Stereotypebased expectation of the people of the positions of power generate unconscious gender bias which leads to biases inperformance evaluation of female employees. As a result, they are not promoted to the top management positions andcannot contribute to the decision making process. But Keeping women outside the decision making process is excludinghalf of the potentiality. Marginalization of women and their potentiality in contributing to economic development, socialadvancement and en

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Repetti, Toni. "How hospitality firm executive diversity affects firm performance." International Journal of Contemporary Hospitality Management 32, no. 9 (2020): 2777–92. http://dx.doi.org/10.1108/ijchm-08-2019-0728.

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Purpose Women make up approximately 47% of the workforce and 51% of hospitality employees but account for 70% of travel buying decisions. Even with these high statistics, women are still underrepresented in many high-level positions. This paper aims to evaluate the financial effects of diversity in top paying management positions within US hospitality companies from 2006 to 2018 and also evaluate the change in female representation from the Great Recession and the #metoo scandal. Design/methodology/approach Firm performance and diversity were studied using fixed effect and random effect models

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Rintaka, Muhammad Ilham Nur Ikhsan, Ratminto Ratminto, and Haening Ratna Sumia. "Merit system: A case study of the top management team fulfillment process." Corporate Board: Role, Duties and Composition 20, no. 3 (2024): 62–70. http://dx.doi.org/10.22495/cbv20i3art6.

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This research aims to compare merit system implementation for top leaders filling positions in North Buton Regency and Kendari City. Another objective is determining the driving and inhibiting factors for implementing the merit system in the two regional government agencies. This study employs the merit principle theory (Stahl, 1979) and the best person theory (McCourt, 2007). The method used is descriptive qualitative; the primary data are obtained from interviews, and secondary data are obtained from documentation and archives. The informant selection technique uses a purposive technique. Th

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Lemieux-Charles, Louise, Michael Murray, Catharine Aird, and Jan Barnsley. "Careers in Health Care Management, Part 1: Attainment, Expectations and Aspirations." Healthcare Management Forum 7, no. 2 (1994): 38–45. http://dx.doi.org/10.1016/s0840-4704(10)61055-1.

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The authors conducted a questionnaire survey of health care managers in Canada to learn more about their careers, work experiences and attitudes; and to determine whether their careers differed by such factors as sector of employment, gender, years of experience, education and family status. Major findings include: in teaching and community hospitals, men are more likely to fill chief executive officer (CEO) positions and women tend to be in middle management positions. More men than women in CEO positions reported incomes in the top range ($105,000). Men in CEO and senior management positions

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Hogan, Karen M., and Deborah Vesneski. "Have women made gains in the top leadership positions at insurance companies?" Risk Governance and Control: Financial Markets and Institutions 11, no. 4 (2021): 38–46. http://dx.doi.org/10.22495/rgcv11i4p3.

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Gender diversity on corporate boards and in other leadership positions is an area of concern for many global companies (Di Biase & Onorato, 2021; Doan & Iskandar-Datta, 2018). This paper updates and enhances an industry study “Women are making steady gains” (2018) that examined the state of gender diversity in the global insurance industry. We analyze trends to see if women have made any significant gains in board leadership, C-suite, and insider positions in insurance over time. Our sample covers 83 insurance companies as of 2021 and compares the gains from those made previously. Our

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Segovia-Pérez, Monica, Luis Rubio-Andrada, Cristina Figueroa-Domecq, and Concepcion De la Fuente-Cabrero. "Facilitators and barriers to women’s access to top management positions in the hospitality industry." Journal of Human Resources in Hospitality & Tourism 20, no. 3 (2021): 442–71. http://dx.doi.org/10.1080/15332845.2021.1923941.

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Harrison, J. Richard, David L. Torres, and Sal Kukalis. "The Changing of the Guard: Turnover and Structural Change in the Top-Management Positions." Administrative Science Quarterly 33, no. 2 (1988): 211. http://dx.doi.org/10.2307/2393056.

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Nielsen, Sabina, and Bo Bernhard Nielsen. "Why do firms employ foreigners on their top management team? An exploration of strategic fit, human capital and attraction-selection-attrition perspectives." International Journal of Cross Cultural Management 10, no. 2 (2010): 195–209. http://dx.doi.org/10.1177/1470595810370912.

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The number of foreigners appointed to top management teams has increased significantly over the past decade. However, the question of why some firms elect to employ foreign nationals in top executive positions remains unclear. This study tests competing explanations based on strategic fit, human capital and attraction—selection—attrition perspectives. Results from empirical tests utilizing a multi-level methodology on a sample of Swiss publicly listed companies suggest that degree of international diversification is positively associated with the likelihood of having a foreign executive, where

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Amarawardena, Yasheela, Mazuki Jusoh, and Ali Khatibi. "From Support to Seat: Top Management Influence and Hr Professionals' Boardroom Trajectory as a Key to Securing Sustainable Development Goals." Journal of Lifestyle and SDGs Review 5, no. 2 (2024): e03249. https://doi.org/10.47172/2965-730x.sdgsreview.v5.n02.pe03249.

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Objective: The main objective of the article was to investigate the influence of top management on HR professionals’ career progression towards boardroom positions and how HR professionals can play a key role in the board to secure sustainable development goals. Theoretical Framework: Two main theoretical frameworks, i.e. Agency theory of Jensen and Meckling (1976) and the upper-echelons theory of Hambrick and Mason (1984) were presented concerning the significance of HR professionals on board and the significance of the top management's influence on HR professionals to gain a board seat. Meth

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Franko, Lawrence G. "Corporate Concentration and Turnover in Global Industries, 1960–2000." Competition & Change 7, no. 2-3 (2003): 163–84. http://dx.doi.org/10.1080/1024529032000146722.

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Animating the debate over ‘globalization’ is the specter of ‘the power of the corporation.’ High-profile anti-trust cases and mega-mergers have heightened fears of the fulfillment of Marx's ‘law’ of the concentration of capital. But how concentrated and durable is global corporate ‘power?’ And do mega-mergers increase it? This article attempts to answer these questions by examining corporate concentration and turnover in 18 global industries over the last half of the 20th century. It finds monopoly-like positions by industry ‘number ones’ to have been rare and transitory, that most industry le

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Moreno-Gómez, Jorge, and Jonathan Calleja-Blanco. "The relationship between women’s presence in corporate positions and firm performance." International Journal of Gender and Entrepreneurship 10, no. 1 (2018): 83–100. http://dx.doi.org/10.1108/ijge-10-2017-0071.

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Purpose The purpose of this paper is to analyze, in the Colombian developing context, the relationship between the presence of women in corporate positions and the financial performance of the company and to know if there are differences between family and non-family firms. Design/methodology/approach Building on the contingency theory of leadership, which emphasizes that leader’s personality and the situation in which that leader operates influences corporate decision-making, the authors use panel data models on a sample of 54 Colombian public businesses for the period 2008-2015 to test the p

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Smallwood, John. "The practice of construction management." Acta Structilia 13, no. 2 (2006): 62–89. https://doi.org/10.38140/as.v13i2.1521.

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International literature indicates that supervision, communication, motivation and leadership are the top ranked skills required for practicing construction management — the discipline of managing a construction business and/or project(s). Whereas operational and middle management require more skills and knowledge in operational programming, labour forecasting and organ-isation, top management requires more skills and knowledge in competitive tendering, costing and estimating, and analysis of project risk. The research reported on in the article constitutes phase two of the study ‘The practice

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Vásquez Tejos, Francisco Javier, and Hernán Pape Larre. "Gender in Top Management and Capital Structure in Chilean Companies." Revista Mexicana de Economía y Finanzas 20, no. 2 (2025): 1–12. https://doi.org/10.21919/remef.v20i2.977.

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The contribution of women in the strategic management of companies is a topic that gains increasing relevance each day. Therefore, the present research aims to analyze whether the participation of women in boards of directors and frontline management positions, in Chilean companies that report their financial statements to the Financial Market Commission (CMF), has an impact on the capital structure of these companies. The research is of a quantitative, descriptive, and correlational nature. It involved a sample of 74 companies for the period from 2020 to 2022, resulting in 714 quarterly obser

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Nordstrand Berg, Laila, and Haldor Byrkjeflot. "Management in hospitals." International Journal of Public Sector Management 27, no. 5 (2014): 379–94. http://dx.doi.org/10.1108/ijpsm-11-2012-0160.

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Purpose – The hospital sector has expanded in Norway with reforms and a strong demand for better management. The purpose of this paper is to examine: first, how this has affected physicians and nurses in management; second, how management roles in hospitals are changing; and third, how these two professions are tackling their new roles. Design/methodology/approach – The paper presents a review of the secondary literature and a case study undertaken in the spring, 2012. Findings – In Norway, two reforms have been introduced aimed at creating stronger management positions with less professional

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Bennett, Roger. "Facilitators and barriers to the assimilation of function-specific executives into senior management roles." Career Development International 20, no. 4 (2015): 315–38. http://dx.doi.org/10.1108/cdi-08-2014-0120.

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Purpose – The purpose of this paper is to examine the factors that might contribute to the ease with which marketing executives in UK charities who have been promoted to senior general management positions adjust to the occupancy of these roles. Design/methodology/approach – In total, 37 individuals with functional marketing backgrounds currently holding top general management positions in large fundraising charities were interviewed using a frame-worked occupational autobiographic narrative approach. The research was informed by aspects of newcomer adjustment theory, notably uncertainty reduc

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Tahir, Safdar Husain, Muhammad Rizwan Ullah, Gulzar Ahmad, Nausheen Syed, and Alia Qadir. "Women in Top Management: Performance of Firms and Open Innovation." Journal of Open Innovation: Technology, Market, and Complexity 7, no. 1 (2021): 87. http://dx.doi.org/10.3390/joitmc7010087.

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The lack of women’s presence in firms’ top management positions reflects gender equity problems, especially in South Asia, including Pakistan, and contours a firm’s financial behavior. Based on the underpinning of the conceptual framework developed by a combination of fourteen femininity theories, the current study investigates women’s induction in top management and its impact on a firm’s financial behavior. We collected data from annual reports of 60 non-financial firms listed at the Pakistan Stock Exchange (PSX) for 2013–2019. The study uses the return of assets (ROA), firm’s stability (FST

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Olivia, Anku-Tsede, and Gadegbeku Cynthia. "Regulation and gender equality and non-discrimination of women in top management positions in Ghana." African Journal of Business Management 8, no. 19 (2014): 913–21. http://dx.doi.org/10.5897/ajbm2013.7182.

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Garcia, Ricardo Lupion. "STATE OWNED ENTERPRISES: 05 YEARS OF THE NEW CORPORATE GOVERNANCE RULES." Revista Opinião Jurídica (Fortaleza) 21, no. 38 (2023): 1–17. http://dx.doi.org/10.12662/2447-6641oj.v21i38.p1-17.2023.

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ABSTRACTObjective: This article intends to address the new Brazilian regulatory environment created by the SOEs Law (Law No. 13,303, of June 30, 2016) which created new corporate governance rules in state-owned enterprises for the election of directors, officers and fiscal council members, with the purpose of protecting the public companies, the mixed joint-stock corporation and its subsidiaries ("state-owned") against any possible (and unfortunately common) political-partisan interference in the appointment of the members of these top-level management positions in the SOEs. The article will a

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Zumaeta, Jessy. "Lonely at the Top: How Do Senior Leaders Navigate the Need to Belong?" Journal of Leadership & Organizational Studies 26, no. 1 (2018): 111–35. http://dx.doi.org/10.1177/1548051818774548.

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Despite the considerable literature on leadership, very little research explores how leaders experience their role, especially in senior-level positions. This study examines the socioemotional costs of being a high-ranking leader in a corporate context. In-depth interviews with C-suite executives were conducted revealing that loneliness is a professional hazard. Top executives are more prone to be lonely due to the pressures of the role: increased social distance, lack of social support, and exhaustion related to the role. Two ongoing conflicts in the position (Role vs. Person and Distance vs.

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Elsaid, Eahab. "Comparing Outgoing Female CEOs With Prior CEO Experience To Outgoing Female CEOs With No Prior CEO Experience." Journal of Applied Business Research (JABR) 31, no. 3 (2015): 809. http://dx.doi.org/10.19030/jabr.v31i3.9219.

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<p>It is difficult for females to climb the corporate ladder to the CEO position. Most of the previous research examines the obstacles that prevent females from reaching top management positions and ultimately the top position of CEO. In this study we examine this issue from the opposite side, i.e., we examine CEO successions were the outgoing CEO is female and the incoming CEO is male. We distinguish between outgoing female CEO successors who have prior CEO experience and those who do not have prior CEO experience. We find that prior CEO experience is positively related to the outgoing

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Oladottir, Asta Dis, Thora H. Christiansen, Haukur Freyr Gylfason, and Haukur C. Benediktsson. "Attitudes Toward Gender Quota Legislation on TMT-level Positions." International Conference on Gender Research 7, no. 1 (2024): 276–83. http://dx.doi.org/10.34190/icgr.7.1.2139.

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In 2010, Iceland became the second country in the world after Norway to enact a minimum 40% gender quota for corporate boards. The legislation did not pass without resistance, and concerns were voiced that gender quotas undermined competitiveness and merit-based selection. The legislation had the effect of improving the gender imbalance on corporate boards. Nevertheless, the expected trickle-down effect on the top management team (TMT) level has not materialized; women face apparent exclusion from senior executive positions, and men hold 22 out of 26 CEO positions at listed companies. Women ho

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