OOIR: Observatory of International Research

Papers

(The TQCC of Gender in Management is 7. The table below lists those papers that are above that threshold based on CrossRef citation counts [max. 250 papers]. The publications cover those that have been published in the past four years, i.e., from 2021-05-01 to 2025-05-01.)

Article	Citations
Tussle of identities: Indian women engineers on work–family conflict	53
Forced or voluntary reluctance or voluntary preference to work? Women in hotel industry: evidence from Sri Lanka	44
Doing business against gendered stigma: skilled female migrants in Hong Kong’s cross-border insurance business	33
Exploring the nexus between microlevel and contextual influencers on women leaders’ paradox mindset	26
“If your voice isn't accepted, does it mean you stop talking?” Exploring a woman leader’s reversal of postfeminist confidence discourses	23
Re-visiting women’s work motivations and career needs: international evidence from the perspective of self-determination theory	23
Empowering women: navigating work environment challenges with mental toughness	22
Gender bias in team-building activities in China	19
Gender stereotyping and self-stereotyping among Danish managers	18
Progressing gender equity in senior leadership: a systematic literature review	18
Organizational resistance through organizing principles: the case of gender equality in the military	17
Digital identities of female founders and crowdfunding performance: an exploration based on the LDA topic model	17
Does the presence of three or more female directors associate with corporate recognition?	17
Labour attitudes towards gender equity in Spain: the role of education throughout an economic cycle	16
Gender and leadership evaluations: what happens if we actually measure expectations–behavior incongruence?	16
Girls’ and young women’s leader identity development: a scoping review	16
The experiences leading to resignation of female audit managers: an interpretative phenomenological analysis	16
Retaining U.S. stem women faculty during the COVID-19 pandemic: the important role of family-supportive supervisor behaviors to lower work-to-life conflict	15
Does government support matter in the relationship between future orientations on women’s effective leadership	15
Enhancing employee work engagement through organizational identification, gender and leader social dominance orientation	14
Perceived barriers to career progression amongst female students: evidence from India and the United Arab Emirates	14
Cooperative organizational cultures: a factor promoting equal gender representation in leadership	14
Taking action in the first five years to increase career equality: the impact of professional relationships on young women’s advancement	13
Gender differences in executive compensation in Spain	12
Audit committee and CSR disclosure: does the gender diversity of audit committee members matter?	12

Prostitution: a new dynamic of discrimination	12
Blood is thicker than water: an analysis of women’s presence on Pakistani boards	12
Gender diversity of board of directors and shareholders: Machine learning exploration during COVID-19	11
Working mothers in East and West Germany: a cluster analysis using a three-stage approach	11
How do personal values help to build generation Y’s entrepreneurial intentions? The role of gender differences	11
Women directors and corporate performance: firm size and board monitoring as the least focused factors	10
Work–family conflict and behavioral outcomes of Chinese female leaders: the mechanisms of work–family guilt and family centrality	10
How can the double bias of mistakes block organizational intelligence? Gender and position analysis	10
Corporate governance, gender diversity and risk-taking behaviour of banks in an emerging economy – some empirical evidence from Ghana	10
Glass ceiling in Nigeria’s banking sector: perspectives of senior male employees	10
Reflections on women’s progress into leadership in the UK and suggested areas for future research	10
Development and validation of the InEquality in organisations Scale (InE-S): a measure based on Acker’s inequality regimes	9
Shedding light on the gender quota law debate: board members’ profiles before and after legally binding quotas in Portugal	9
Think manager – Think male or female: exploring the content of gendered stereotypes of the managerial role among undergraduate business students in Ireland over a 10-year period	9
Holistic and integrative review into the barriers to women’s advancement to the corporate top in Europe	9
Gender of firm leadership and environmental, social and governance (ESG) reporting: evidence from banks listed on Ghana Stock Exchange	9
Brain drain in microfinance institutions: the role of gender and organizational factors	9
Gender, external financing and firm performance: evidence from Chinese private firms	8
How do institutional environment and entrepreneurial cognition drive female and male entrepreneurship from a configuration perspective?	8
Jordanian women expatriates: additional challenges for global equality	8
Did the Arab Spring change female emancipation perceptions?	8
Challenges and considerations for building executive presence in North American female professionals of Asian descent	8
Managerial stereotypes over time: the rise of feminine leadership	8
Top management team gender diversity and the financial performance of Vietnamese SMEs: family and non-family owned firms	8
The influence mechanism of women’s entrepreneurial self-identity on entrepreneurial well-being: evidence from China	8
Female chairs on the boards of European National Sports Federations: a comparative study	8
Examining women leaders’ identity conflict in a low gender egalitarian culture: a study of female corporate sector leaders in Pakistan	8
A win-win for health care: promoting co-leadership and increasing women’s representation at the top	8
The impact of stereotyped perceptions of entrepreneurship and gender-role orientation on Slovak women’s entrepreneurial intentions	8
A study on barriers to women’s leadership in India through ISM	8
“I can, I’m doing, but I’m unfit, a tentative approach towards entrepreneurial regret”	8
Influence of task-related diversity of R&D employees on the development of organisational innovations: a gender perspective	7
A gender-oriented analysis of digital skills and ICT use intensity in tourism companies in Extremadura (Spain)	7
Unpacking the presence of women as HR directors: organisational factors from MNCs subsidiaries operating in Canada	7
A gender-specific view on entrepreneurial recovery – effects on and responses of micro-entrepreneurs during the COVID-19 pandemic in Germany	7
Predictors of subjective career success amongst women employees: moderating role of perceived organizational support and marital status	7
I see you but you don’t see me: the “two-way mirror effect” of gender and disability in employment	7
Career agency and person-environment fit: female globally mobile employees in Japan	7
The influence of personality and team-member exchange on creativity: a gendered approach	7