The HR lady is on board: Untangling the link between HRM's feminine image and HRM's board representation

Autor: Reichel, Astrid, Scheibmayr, Isabella, Brandl, Julia
Rok vydání: 2020
Předmět:
Wirtschaft
Sozialwissenschaften
Soziologie
Economics
Social sciences
sociology
anthropology
executive board recruitment
human resource manager
institutional pressure
women on boards
European Values Study (EVS) 2008 (ZA4800)
International Social Survey Programme: Family and Changing Gender Roles IV - ISSP 2012 (ZA5900 Data file Version 4.0.0)
Special Eurobarometer 376 (Wave EB76.1)
Personalwesen
Frauen- und Geschlechterforschung
Human Resources Management
Women's Studies
Feminist Studies
Gender Studies
Bundesrepublik Deutschland
Rekrutierung
Gleichstellung
Frau
Österreich
Frauenberuf
Geschlecht
Frauenanteil
Berufsbild
EVS
Personalmanagement
Stereotyp
Management
Regressionsanalyse
Schweden
Gender
Frauenbild
ISSP
Spanien
Frankreich
Vorstand
Eurobarometer
Unternehmensführung
female profession
Austria
Sweden
image of women
regression analysis
business management
Federal Republic of Germany
management
board of directors
gender
France
proportion of women
occupational image
stereotype
woman
Spain
affirmative action
human resource management
recruitment
20100
20200
Zdroj: Human Resource Management Journal, 30, 4, 586-603, Situating Human Resource Management Practices in their Political and Economic Context
Druh dokumentu: Zeitschriftenartikel<br />journal article
ISSN: 1748-8583
DOI: 10.1111/1748-8583.12263
Popis: In this paper, we untangle the relationship between the HRM occupation's feminine image and the representation of the HRM function on executive boards. A Monte Carlo simulation analysis of 172 executive boards in Austria, Germany, France, Spain, and Sweden shows that women on boards are disproportionately often responsible for HRM and having a woman on the board corresponds to HRM being represented on the board. Additional exploratory analyses of country contexts indicate that this relationship is not universal. Considering several explanations for these country differences, we propose that institutional pressures promoting women's integration into boards is the main reason for the differences. Organisations yield to this pressure and reduce the anticipated performance risks by appointing women with function‐specific experience to board positions responsible for HRM - a function perceived as matching women's stereotypically assumed talents.
Databáze: SSOAR – Social Science Open Access Repository
Externí odkaz:
Nepřihlášeným uživatelům se plný text nezobrazuje