Call for Papers:
AIB Insights Special Issue on “Gender in International Business and
Management”
Special Issue Co-Editors:
Amanda Budde, John M. Mezias, and William Newburry
According to Catalyst, there were only two female CEOs leading Fortune 500
companies (0.4%) in 2000 (Catalyst, 2000). By 2019, this number had only
increased to 24 (4.8%) (Catalyst, 2019). Historically, there have been only
73 female Fortune 500 CEOs. Similar low numbers are found in India (2.5% of
executive directors in firms of the Bombay Stock Exchange 100; (Catalyst,
2015), Australia (15.4% of CEOs), and Canada (1.7%) (Catalyst, 2016). The
World Economic Forum concluded that at the current rate, it will take 170
years to reach global gender equality in health, education, economics, and
politics (Schwab et al., 2016). Such disparities may explain why most gender
research in international business focuses on challenges of gender and the
lack of equity between genders in business. However, women are earning more
educational degrees and it is widely accepted that their increased
involvement in all facets of business, from sales, human resource
management, and representation on corporate boards, improves firm
performance.
Despite these benefits, there is a paucity of research examining gender
effects in international business. Yet, existing findings may provide a
foundation for future investigations. For example, research on American,
German, Japanese, Singaporean and French expatriates identified gender
differences in expatriate turnover intentions (Lee et al., 2017). Research
in emerging economies found that family and state ownership of firms
influenced gender diversity on corporate boards (Saeed et al., 2017).
Scholars are investigating specific barriers women face when securing
technology start-up funding in Latin America (Kuschel et al., 2017). Recent
culture research found that in-group collectivism influenced women’s
entrepreneurial decisions, while institutional collectivism essentially did
not (Bullough et al., 2017). Additionally, perceived company international
proactiveness has been demonstrated to be an important variable influencing
attitudes towards women's career advancement in Latin America (Herman et
al., 2017).
The Women in the Academy of International Business (WAIB) (
<http://kelley.iu.edu/waib/> http://kelley.iu.edu/waib/) has long championed
gender equality and AIB Insights is working with some of its leaders to
produce this special issue. Insights from gender research are critical to
uncovering the impact of gender, which may increase diversity in the
leadership of multinational organizations and inform public policy. We seek
papers discussing effects of gender in international business for a Special
Issue of AIB Insights. Potential topics include, but are not limited to,
effects of gender on global culture; leadership; human resource issues;
marketing; international institutions, regulations, and policies; economic
development; and entrepreneurship.
Submissions of approximately 2,500 words (including minimal references,
figures and tables) should follow AIB Insights Editorial Policy:
<https://documents.aib.msu.edu/publications/insights/AIB_Insights_Editorial_
Policy.pdf>
https://documents.aib.msu.edu/publications/insights/AIB_Insights_Editorial_P
olicy.pdf. Please submit your manuscripts to
<https://meetings.aib.msu.edu/insights>
https://meetings.aib.msu.edu/insights. Submission deadline is August 15,
2019.
References
Bullough, A., Renko, M., & Abdelzaher, D. (2017). Women’s business
ownership: Operating within the context of institutional and in-group
collectivism. Journal of Management, 43(7): 2037–2064.
Catalyst (2000). 2000 Catalyst Census of Women Corporate Officers and Top
Earners of the Fortune 500. New York City.
<http://www.catalyst.org/knowledge/2000-catalyst-census-women-corporate-offi
cers-and-top-earners>
http://www.catalyst.org/knowledge/2000-catalyst-census-women-corporate-offic
ers-and-top-earners (Accessed: Nov. 11, 2016).
Catalyst (2019). Women CEOs of the S&P 500, (Accessed March 8, 2019).
Catalyst (2015). Women in the Workforce: India.
<http://www.catalyst.org/knowledge/women-workforce-india#footnote41_p1odb5c>
http://www.catalyst.org/knowledge/women-workforce-india#footnote41_p1odb5c
(Accessed: Nov. 11, 2016).
Catalyst. (2016). Statistical Overview of Women in the Workforce.
<http://www.catalyst.org/knowledge/statistical-overview-women-workforce>
http://www.catalyst.org/knowledge/statistical-overview-women-workforce
(Accessed: Nov. 11, 2016).
Hermans, M., Newburry, W., Alvarado-Vargas, M.J., Olivas-Lujan, M., Borda,
A., Ortiz Baldo, C.M., Durán-Zurita, E., Geleilate, J.M.G., Guerra, M.,
Lasio Morello, M.V., Madero, S. & Zwerg-Villegas, A.M. (2017). Attitudes
towards women's career advancement in Latin America: The moderating impact
of perceived company international proactiveness. Journal of International
Business Studies, 48(1): 90-112.
Kuschel, K., Lepeley, M-T., Espinosa, S., & Gutiérrez, S. (2017). Funding
challenges of Latin American women start-up founders in the technology
industry. Cross Cultural and Strategic Management, 24(2): 310-331.
Lee, H-J., Chua, C.H., Miska, C., & Stahl, G.K. (2017). Looking out or
looking up: Gender differences in expatriate turnover intentions. Cross
Cultural and Strategic Management, 24(2): 288-309.
Schwab K., Samans R., Zahidi S., Leopold T.A., Ratcheva V., Hausmann, R. &
Tyson, L. D. (2016). The Global Gender Gap Report 2016. World Economic
Forum, Switzerland.
<https://www.weforum.org/reports/the-global-gender-gap-report-2016/>
https://www.weforum.org/reports/the-global-gender-gap-report-2016/
(Accessed: Nov. 11, 2016).
Saeed, A., Yousaf, A., & Alharbi, J. (2017). Family and state ownership,
internationalization and corporate board-gender diversity: Evidence from
China and India. Cross Cultural and Strategic Management, 24(2): 251-270.
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AIB Insights Editorial Team
John Mezias, Editor
William Newburry, Associate Editor
Anne Hoekman, Managing Editor
Chei Hwee Chua, Communications Officer
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