Gender-based barriers to senior management positions: Understanding the scarcity of female CEOs [Book Review]
David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Jack Alan Reynolds
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Journal of Business Ethics 27 (4):321 - 334 (2000)
Although the number of women in middle management has grown quite rapidly in the last two decades, the number of female CEOs in large corporations remains extremely low. This article examines many explanations for why women have not risen to the top, including lack of line experience, inadequate career opportunities, gender differences in linguistic styles and socialization, gender-based stereotypes, the old boy network at the top, and tokenism. Alternative explanations are also presented and analyzed, such as differences between female leadership styles and the type of leadership style expected at the top of organizations, feminist explanations for the underrepresentation of women in top management positions, and the possibility that the most talented women in business often avoid corporate life in favor of entrepreneurial careers.
|Keywords||CEO gender leadership management senior women|
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Citations of this work BETA
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Li Ma & Judi McLean Parks (2012). Your Good Name: The Relationship Between Perceived Reputational Risk and Acceptability of Negotiation Tactics. [REVIEW] Journal of Business Ethics 106 (2):161-175.
Raj Aggarwal, Joanne E. Goodell & John W. Goodell (forthcoming). Culture, Gender, and GMAT Scores: Implications for Corporate Ethics. Journal of Business Ethics.
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Li Ma & Judi McLean Parks (2012). Your Good Name: The Relationship Between Perceived Reputational Risk and Acceptability of Negotiation Tactics. [REVIEW] Journal of Business Ethics 106 (2):161 - 175.
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