Leadership through the Gender Lens: Women and Men in Organisations

Leadership and management remain highly gendered. Recent decades have seen a major international growth of studies on gender relations in leadership, organisations and management, in both empirical research and theoretical analysis. The differential relations of women and men to leadership and management are a key question for both theory and practice. Recent research and discussion on the gendering of leadership have been influenced by and have addressed: feminism; recognition of women and women’s situations, experiences and voices in leadership; organisational culture; communication; divisions of labour, hierarchy, power and authority; imagery and symbolism; information technology; sexuality, harassment, bullying and violence in organisations; home-work relations; men and masculinities in leadership; globalisation, transnationalism, intersectionality and post¬¬colonialism – amongst other issues. Having said that, the vast majority of mainstream work on leadership retains little or no gender analysis. In most business schools and other universities the position of gender-explicit work on leadership is still not well established. Leadership through the Gender Lens brings together critical analyses and debates on gender, leadership and management with contributions from 13 countries and five continents. How leadership and management are gendered can mean more gender equal or more gender unequal conditions for women and men. This includes how education and training can contribute to gendered leadership and management. The volume is organised in three main sections, on: careers and leadership; management, hierarchy and leadership: and interventions in leadership.

Independent and mediating organizational commitment effects of trust in leadership on employees' job satisfaction and : a study within social and health care sector

The purpose of this study was to examine whether trust in supervisor and trust in senior management enhance employees' job satisfaction and organizational commitment, and whether trust mediates the relationship between perceived justice and these outcomes. Trust in supervisor was expected to mediate the effects of distributive justice and interactional justice, and trust in senior management was expected to mediate the effects of procedural justice. Theoretical background of the study is based on the framework for trust in leadership developed by Dirks and Ferrin (2002). According to the framework, perceived fairness of leaders' actions helps employees to draw inferences about the basis of the relationship and about leaders' characters. This allows trust formation. Reciprocation of care and concern in the relationship and confidence in leaders' characters are likely to enhance employees' job satisfaction and organizational commitment. This study was conducted with cross-sectional data (A/ = 960) of employees from social and health care sector. Hypotheses were studied using correlation analysis and several hierarchical regression analyses. Significances of the mediations were assessed using the Sobel test. Results partially supported the hypotheses. Trust in leadership was positively related to job satisfaction and organizational commitment. Trust in senior management mediated the relationship between procedural justice and the outcomes. Some support was also found for the mediating effect of trust in supervisor in the relationship between distributive justice and organizational commitment. Due to high correlation between trust in supervisor anil interactional justice, it wasn't possible to study the mediating e fleet of trust in supervisor in the relationship between interactional justice and the outcomes. Against expectations, results indicated that trust in senior management had a mediating effect in the relationship between distributive justice and organizational commitment, and in the relationship between interactional justice and organizational commitment. Results also indicated that trust in supervisor had a mediating effect in the relationship between procedural justice and organizational commitment.

Women, Management and Leadership - Naiset ja johtajuus : NASTA Women's Leadership Project Final Report

Leadership without the full participation of women not only excludes women individually and collectively, but is also a huge waste of talent, knowledge and expertise. And crucially, given the current state of society and the world, this aspect of gender inequality is likely to become even more important in the future. NASTA - Women’s Leadership: A Research and Education Development Project was established in 2005 as a national multi-university project mainly and generously funded by Finnish Ministry of Education. The project aims at producing new knowledge and increasing understanding about women’s leadership, as well as promoting women’s leadership through research, development of teaching, and public outreach. NASTA is a joint effort of three Finnish universities – Hanken School of Economics, University of Jyväskylä School of Business and Economics, and the Helsinki School of Economics (now part of Aalto University) – and has been coordinated by Hanken. This report presents research and activities conducted within and around the project. NASTA activities have been many and various. They have examined the position and experiences of women in relation to leadership, management, organisation and work more generally. They have sought new knowledge about gender and leadership, on women leaders’ values, attitudes and behaviour, as well as about values, attitudes and behaviour in relation to women’s leadership. NASTA activities have included teaching, student supervision, research theses, research projects, publishing, networking, seminars, meetings, an international conference, and knowledge transfer into other sectors of society. The first section of the book introduces NASTA joint projects, including web-based teaching material, a survey of gender staffing and teaching on gender in business schools, critical review of previous research literature, and new empirical research. The next section includes research articles on different aspects of gender, leadership and manage¬¬ment from more individual projects conducted by participating researchers and research groups linked to NASTA across the three universities. The final section includes short presentations of other research in progress. The appendix lists publications by NASTA members – journal articles, research reports, books, chapters, journal special issues, popular journal articles, magazine articles - and masters, licentiate and doctoral theses that have been produced. These matters of women, leadership and management are not simply academic concerns but urgent matters for practice, organisations, management, policy, and society more generally.

Understanding Medical Device Patenting and Clinical Trials for Product Leadership

Unmet clinical needs remain the primary driving force for innovations in medical devices. While appropriate mechanisms to protect these innovative outcomes are essential, the performance of clinical trials to ensure safety is also mandated before the invention is ready for public use. Literature explaining the relationship between patenting activities and clinical trials of medical devices is scarce. Linking patent ownership to clinical trials may imply product leadership and value chain control. In this paper, we use patent data from Indian Patent Office (IPO), PCT, and data from Clinical Trials Registry of India (CTRI) to identify whether patent assignees have any role in leading as primary sponsors of clinical trials. A total of 42 primary sponsors are identified from the CTRI database in India. Number of patents awarded to these primary sponsors in the particular medical device, total number of patents awarded to the primary sponsor in all technologies, total number of patents in the specific medical device technology provides an indication of leadership and control in the value chain.

Business leadership in today's world : a matter of virtues

Resumen: La autora centra su artículo en lo que considera la dimensión práctica del liderazgo empresarial propuesta por el documento pontificio: el actuar tendiendo a la virtud. Se destaca la importancia que el documento pontificio concede a las virtudes fundamentales en el desarrollo del bien común en el marco de la ética empresarial, que va más allá de un mero código de conducta. La vida virtuosa florece cuando el hombre descubre su verdadera vocación y la asume en cada una de sus acciones. El artículo expresa las cualidades de esa virtud, y las razones por las cuales la cultura empresarial debe tomar raíces en ella

Descripción del desarrollo organizacional y curricular de diferentes tipos de centro y etapas educativas

[Es] Esta aportación sintetiza el estudio que están desarrollando profesores del Área de Didáctica y Organización escolar de la UPV y de la UAB (2005-06). Su contenido aborda las relaciones entre los estadios de desarrollo organizativo y curricular y los resultados escolares. Los primeros datos sugieren que hay una mayor cohesión y coherencia en los centros pequeños, de titularidad pública y de un solo modelo lingüístico. Curiosamente, esta aparente identidad común se apoya más en la estructura participativa y en los sistemas de aprendizaje organizacional y no tanto en la cultura institucional y la cultura colaborativa. Estas últimas dependen más del tamaño del centro y del modelo lingüístico que de la titularidad. Llama la atención que el liderazgo transformacional se vincula más a la titularidad pública y a los centros de secundaria, no relacionándose significativamente con el tamaño del centro, el modelo lingüístico o los años vinculados al ejercicio de cargos.

How can IT professionals make the step into leadership roles?

Last year, Jisc began work with EDUCAUSE - the US organisation for IT professionals in higher education - to find out the skillset of the CIO of the future. One of the findings of our project was that many aspiring technology leaders find it difficult to make the step up. Louisa Dale, director Jisc group sector intelligence, talks through the learnings and opens a call for IT professionals to get involved in the next phase of work.

Intercultural leadership and negotiation

This project will examine cultural differences and dimensions and how they affect negotiations and intercultural management. It is necessary to consider that the cultural characteristics of each society, which in turn is made of different individuals, make intercultural relations complex and with many subtleties. We will apply these proposals to draw a comparison between Spain and two Southeast Asian countries: India and Sri Lanka using Hofstede’s cultural dimensions.This project will examine cultural differences and dimensions and how they affect negotiations and intercultural management. It is necessary to consider that the cultural characteristics of each society, which in turn is made of different individuals, make intercultural relations complex and with many subtleties. We will apply these proposals to draw a comparison between Spain and two Southeast Asian countries: India and Sri Lanka using Hofstede’s cultural dimensions.

Synthesising co-management for Lake Victoria: discussions on models relating to concepts of sustainability and participative management

This book section aims to synthesise the results of the surveys related to the LVFRP by developing different strategies to implement a sustainable and participative co-management model.

Linking transformational leadership and organizational trust: has organizational commitment a mediating effect on it?

[EN] The main goal of this study is to analyze how organizational commitment has a mediating effect on the relation between transformational leadership and organizational trust. Therefore we developed an organization analysis based on a survey that was used to collect primary data from a sample of 58 employees. We obtained a 71% response rate and these data were analyzed using quantitative methodological techniques and linear regression. The research was conducted at the Serralves Foundation (Porto, Portugal) to empirically test the proposed research model and its hypotheses. The empirical results confirm that transformational leadership positively enhances organizational trust. However, transformational leadership and organizational trust are not significantly influenced by organizational commitment, thus not having a mediating effect on this relationship. Such results assume particular relevance because they become a basis for comparative studies in similar organizations. This study brings some theoretical contributions to the literature by analyzing the mediating effect of organizational commitment on the relation between transformational leadership and organizational trust in cultural organizations and has also some practical management implications, as it draws attention to the importance of a set of practices, job satisfaction oriented, which can effectively lead to organizational commitment intervention in the relationship between transformational leadership and organizational trust.

Intercultural Management and Leadership in the Context of Language Academies

Throughout this undergraduate thesis, a study of intercultural management and leadership will be carried out with a special focus on language academies. We begin by analyzing the importance of cultural values and their effects on the perception of a leader. We then study the role of Strategic Human Resources Management in an intercultural environment. Finally, as an original contribution to this thesis, an investigation is performed that examines three local language academies and their management practices. After reviewing the findings, we hope to propose a sort of ‘best practices’ for language academies that could lead to a more harmonious relationship between teachers and their managers.