تنوع جنسیتی، حاکمیت شرکتی و کارکرد شرکت
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تنوع جنسیتی، حاکمیت شرکتی و کارکرد شرکت

عنوان فارسی مقاله: تنوع جنسیتی، حاکمیت شرکتی و کارکرد شرکت: چالش مدیریت عاطفی
عنوان انگلیسی مقاله: Gender diversity, corporate governance and firm behavior: The challenge of emotional management
مجله/کنفرانس: تحقیقات اروپایی در زمینه مدیریت و اقتصاد کسب و کار - European Research on Management and Business Economics
رشته های تحصیلی مرتبط: مدیریت
گرایش های تحصیلی مرتبط: مدیریت عملکرد، مدیریت کسب و کار
کلمات کلیدی فارسی: حاکمیت شرکتی، تنوع جنسیتی، هوش هیجانی، عملکرد شرکت
کلمات کلیدی انگلیسی: Corporate governance، Gender diversity، Emotional intelligence، Corporate performance
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
نمایه: Scopus - Master Journals List - JCR
شناسه دیجیتال (DOI): https://doi.org/10.1016/j.iedeen.2018.07.001
دانشگاه: Department of Tourism, Iriarte University School of Tourism, University of La Laguna, Paseo Santo Tomás, s/n, 38400 Puerto de La Cruz, Tenerife, Spain
ناشر: الزویر - Elsevier
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2018
ایمپکت فاکتور: 2 در سال 2018
شاخص H_index: 11 در سال 2019
شاخص SJR: 0/308 در سال 2018
شناسه ISSN: 2444-8834
شاخص Quartile (چارک): Q3 در سال 2018
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 9
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: خیر
کد محصول: E11372
فهرست انگلیسی مطالب

Abstract


1- Introduction


2- Gender diversity, corporate performance and emotional intelligence: conceptual triangle


3- Methodology


4- Results


5- Conclusions


References

نمونه متن انگلیسی مقاله

Abstract


This work aims to explore the status of gender diversity in corporate governance and its implications to corporate performance and emotional intelligence. With this purpose, the role of women in leading modern corporations and the pending gaps in equality were analyzed. Tourist corporations composed the sample of firms, due to its growing economic impact in a post-global financial crisis scenario. The study sample is comprised by the 118 companies listed at the STOXX® Global 3000 Travel & Leisure. Financial and corporate governance data provided by Reuters.com, were used for the period ending 2017. Additional data on corporate governance of each entity were gathered from official corporate website of each firm. We designed ad hoc indicators for gender diversity, along with differences in salary and seniority. Special attention was paid to the specific position held by women in each board, and its relationship to emotional intelligence, as a first step to a full research agenda. The results suggested very relevant gap in the three analyzed dimensions: presence, salary and seniority. Women tend to be focused only on several corporate tasks like those related to marketing and human resources management. This bias, which in a first view can be considered an additional manifestation of gender gap, is at the same time an opportunity to link modern corporations to a new style of management in which approaches like emotional intelligence could play a most prominent role. This research contributes in two different ways: (1) it demonstrate the enormous gap still existing between men and women at the top of tourist organizations worldwide and (2) it suggests several research pathways given the type of gender gap detected.


Introduction


Companies, in particular listed corporations, face a strong requirement, even more in a post-crisis scenario, to be accountable for their performance. Shareholders are not the only public to inform. There exists a wide range of interest groups, such as customers, suppliers, employees, public agencies, among others, who do not simply intend to accomplish their traditional expectations, but they also wish to interact with companies that perform in an ethic and responsible way. Gender equality is a major issue in modern management, both public and private. There are two basic principles that complement eachother:thefirst consist of social justice, which leads to providing women with the same opportunities as men in terms of access to jobs, including senior management, subsequently implementing actions of positive discrimination to solve disadvantages ofthe past. The second principle is the growing evidence in academic and business literature that when teams in general, and management boards in particular, are more diverse, also in terms of gender, firms experiment a significant business enhancement. Both realities can play the role of market signaling by the firms, in order to capture the attention of a growing crowd of more responsible investors, commercial allies, potential candidates for key job positions, etc. (Srivastava, McInish, Wood, & Capraro, 1997).

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