Female representation at the corporate top
Einde inhoudsopgave
Female representation at the corporate top (IVOR nr. 126) 2022/2.3.3:2.3.3 Analysis and synthesis of the findings
Female representation at the corporate top (IVOR nr. 126) 2022/2.3.3
2.3.3 Analysis and synthesis of the findings
Documentgegevens:
dr. mr. R.A. van ’t Foort-Diepeveen, datum 13-05-2022
- Datum
13-05-2022
- Auteur
dr. mr. R.A. van ’t Foort-Diepeveen
- JCDI
JCDI:ADS659261:1
- Vakgebied(en)
Ondernemingsrecht (V)
Ondernemingsrecht / Corporate governance
Toon alle voetnoten
Voetnoten
Voetnoten
K. Charmaz, Constructing grounded theory: A practical guide through qualitative analysis, London: SAGE, 2006; J. Saldaña, The coding manual for qualitative researchers, London: SAGE 2009.
Deze functie is alleen te gebruiken als je bent ingelogd.
The 51 articles were read in full. The articles were coded to identify barriers by means of initial open coding.1 A code was assigned to each barrier. The codes that were used and the overarching second-order categories of codes that emerged are shown in Table 2.1, as well as the total number of articles in which the used codes appeared. This analysis identified seven barriers. The authors consider the identified barriers as most significant, as these barriers were mentioned most frequently in the selected articles and were pinpointed as the most important barriers in a considerable number of the selected articles.
The relationships between the barriers emerged mainly from the synthesis of the literature using systematic coding and the analysis of all articles and the barriers discussed therein. Relationships were identified when a barrier was discussed in relation to another barrier, e.g. using terms such as ‘reinforce’, ‘give rise to’, ‘have an effect on’, ‘affect’, ‘lead to’, ‘result in’, and ‘constrained’. Each relationship was given a unique code. Accordingly, the relationships between the various codes were identified within and across articles.
Table 2.1 Codes used to identify barriers and the number of articles in which codes appeared
First order Codes
Second order categories
No.
Sex stereotype
Gender stereotypes
30
Role incongruity
Perceptions
Bias in recruitment/promotion/performance appraisal
Bias in selection/performance appraisal
25
Women’s (devaluation of) qualities/assessment
Devaluation of women by others and by themselves
26
Training
Differences in leadership style between men and women
-
-
Differences in career preferences between men and women
Career preferences
19
Specific sectors/positions without promotion opportunities
Organizational culture
Organizational culture
21
Long hours culture/overwork
Exclusion from networks
Professional support
24
Lack of mentoring
Lack of role models
Pipeline theory
Leaky pipeline
10
Tokenism
-
-
Critical mass
-
-
Work-family/work-life balance
Work-family balance/work-family conflict
26
Work-family/work-life conflict
Flexible working policies
Bias against mothers
Role of household situation
-
-
Job commitment
Organizational culture and Work-family balance/work-family conflict
13
Women’s own choice
-
-
Institutional barriers
Institutional factors
13