جستجوی مقالات مرتبط با کلیدواژه "female managers" در نشریات گروه "علوم انسانی"

The main purpose of this study is to determine the impact of female managers, the quality of financial reporting on auditing fees in the Tehran Stock Exchange. Today, in order to improve the quality of financial reporting in the market and obtain a sustainable competitive advantage, survival and progress, the monitoring mechanisms in the organization must be improved to prevent stagnation and destruction. The auditor, the board of directors and their type and behavior have been taken into consideration in order to align the interests so that the main goals of any corporate governance system, which is the accountability of the internal officials, are realized.

This research was conducted for a period of 5 years in the years 2018 to 2022. Sample data of the studied companies were analyzed by analyzing their availability by classifying them using Excel software and analyzing them using Ives software.

The research results showed; there is a positive relationship between the presence of women in the board of directors or the audit committee and the quality of financial reporting and this relationship is also significant. Also, the quality of financial reporting modulates the relationship between the presence of a woman on the board of directors or the audit committee and the audit fee, and the relationship is negative and significant.

Originality: 

Although due to the characteristics of women which is always associated with conservatism, and since the criterion for the quality of financial reporting is earnings management, so there was an expectation of a negative relationship between these two variables, but perhaps due to specific characteristics in the Tehran Stock Exchange. It became positive and significant.

One of the reports that companies are required to publish at the discretion of the Securities and Exchange Organization is the management interpretive report. Therefore, in this research, the relation between the presentation of management interpretative reports by companies and earnings management has been investigated. Also, considering the importance of the role of women in improving the financial reporting of companies, the effect of the presence of women in the board of directors on the aforementioned relation has been investigated. The statistical population of this research is the companies listed in the Tehran Stock Exchange and the Iranian Fara burse during the years 2011 to 2022. The hypotheses of this research have been tested using linear regression. The results of the research showed that the provision of interpretative management reports by companies has reduced earnings management. Also, the decrease in earnings management is more among companies that have used the presence of women among their board members.

In today's society, women's employment and their type of social participation have created changes in traditional stereotypical roles. Therefore, it is necessary to examine the needs of working women as mothers. In order to properly investigate the lived experience of women, a qualitative study was conducted with a descriptive phenomenological approach. The sampling method was purposeful and continued until data saturation was reached. A semi-structured interview has been used to collect data, which was achieved with 6 interviews, but the researchers continued up to 10 interviews to make sure. The participants included 10 women managers at high management levels in government organizations who had children under the age of 18. To measure the validity and reliability of qualitative data, continuous engagement, continuous observation, progressive mentality, and a steering committee were used to evaluate and implement the interview program. The theme analysis method was based on the Brown and Clark (2006) model. In the analysis stage, 4 main themes and 9 subcategories were obtained. The main themes include "individual needs", "structural needs", "in-group needs", "revision of rules". Sub-categories also include "Educational ability", "Getting advice", "Urban services", "Health services", "Organizational services", "Changes in the attitudes of community members", "Change in attitudes in the family", "Improvement in the implementation of laws", It is a "guarantee of law enforcement". According to the obtained results, the needs of working mothers should be seen both individually and at the structural level. Also, the needs should be seen among the membership groups of mothers, and on the other hand, it is necessary to revise the laws related to women's employment and design them more appropriately.

The purpose of this study was investigating the effect of proactive personality, cognitive abilities and emotional stability on subjective career success through mediating role of self-efficacy. The research method is correlation of structural equation modeling and statistical population was the female managers of governmental organizations in ahvaz that 120 managers were studied by available sampling method. Research tools include careers success questionnaire   (Gattiker & Larwood, 1986), proactive personality scale (Seibert et al., 1999), cognitive abilities questionnaire (nejati, 1392), emotional stability taken from Big Five Questionnaire (Caprara et al., 1993) and self-efficacy scale (Sherer et al., 1982). Data analysis was performed by structural equation modeling method. The findings showed that direct effect of proactive personality and self-efficacy on subjective career success and direct effect of proactive personality, cognitive abilities and emotional stability on self-efficacy were significant (p< 0/001). Also the indirect effect of proactive personality, cognitive abilities and emotional stability on subjective career success was significant with the mediating role of self-efficacy (p< 0/001). Based on this, it can be concluded that proactive personality, both directly and through self-efficacy, affects the subjective career success. In addition, cognitive abilities and emotional stability through mediating self-efficacy improve subjective career success.

The presence of female managers at management board s has a remarkable and positive effect on the functions and an increase on company's values.Not only because of their special methods on making decisions but also their highly consideration about their responsibilities. So that female managers boost the supervision aspects of boards and help to lower opportunistic behaviour and improve the function and performance of boards as well. So the main goal of this research is investigating the effect of female managers ' performance at boards on comanys' social responsibilities. In order to measuring companies 'social responsibilities content analysis method has been used. sample of 129 companies listed in the Tehran Stock Exchange was tested during the period 2013-2021.The independent variable is the number women at board combination and the dependent variable is company 's social responsibilities. The conclusions reveal that the presence of female managers at management boards has a meaningful and direct relationship on companies' domestic and international responsibilities.

Background and

Increasing the presence of women in management positions can lead to good results, despite their lack of experience in management positions, it can create challenges for the organization. The purpose of this research is to design and validate the key competencies of female managers in the General Directorate of Cooperation, Labor and Social Welfare of Tehran Province.Research

The type of research was applied in terms of result and exploratory in terms of purpose. The statistical population of the research in the qualitative phase included 5 executive and academic experts who were selected by purposeful sampling, and the statistical population in the model test phase included all female managers working in the General Directorate of Cooperatives, Labor and Social Welfare of Tehran Province in the number of There were 100 people, based on simple random sampling, 80 people were selected as a sample using Cochran's formula. The content validity of the questionnaires was confirmed by experts and the reliability of the questionnaire was also confirmed using Cronbach's alpha. The data was analyzed by SPSS and Smart PLS software.

The findings showed that the competence model of female managers has four dimensions of knowledge and awareness, skill and ability, individual characteristics and values, and nine components of cognitive skill, female identity, protecting the rights of beneficiaries, belief in God, awareness It is intra-organizational, extra-organizational awareness, human and communication skills, technical and executive skills, and soft communication.

Paying attention to the dimensions and components of competence of women managers can be one of the ways to improve the quality of their management in the country's organizations.

Organizational behavior is of great importance regarding the state organizations personnel, particularly the hospital staff, who play a significant role in rendering service to people. Due to the stressful workload they have had during Covid-19 pandemic, this research is implemented to present a model of the antecedents and consequences of various organizational anti-citizenship behaviors against female managers in Tehran University of Medical Sciences. 

With regard to the purpose, this research was applied; its approach was both qualitative and exploratory, while it used thematic analysis method. The Data collection tool was semi-structured interviews with a sample of 14 female managers of Tehran University of Medical Sciences, who were selected through snowball sampling method. 

The network of themes developed in this research contains 226 basic items, 9 comprehensive items and 3 organizing items. The precedents of the organization's anti-citizenship behaviors against female managers include themes such as job factors, behaviors and mindset of managers; together with managerial levels, structural-organizational and socio-cultural-economic factors. Also, the consequences of the organization's anti-citizenship behaviors against female managers are the themes which include reduction in human-social capital, performance and organization's credibility. 

 The enriching value of this research lies in presenting a completely new model including antecedents and consequences of organizational anti-citizenship behaviors in medical organizations. On the one hand, such a model has not been presented in domestic research so far, and on the other, the directional approach of this model is based on the experiences of female managers in the medical field.

The aim of this paper is to develop a behavioral representation model by focusing on the moderating role of female managers on the relationship between risk-taking motivations and risk“systematic vs idiosyncratic” and performance outcomes.

This research has been carried out using annual data of companies accepted in Tehran Stock Exchange during the period of 2012-2018. For testing of research hypotheses, multivariate linear regression has been used based on panel data.

The results of the first hypothesis show that the effect of the interactive role of female managers on the relationship between delta and non-systematic risk is negative and significant compared to systematic risk relationships. The results of the second hypothesis also show that female managers have a direct impact on the relationship between voluntary incentives for managers (Delta) and company performance.

The results suggest a very conservative, risk-averse situation for female managers when they are given optional incentives for idiosyncratic (firm-specific) risk. Also, the results confirm that female managers are less likely to face areas of systematic risk, although more conservative, but lead to increased company performance.

One of the obstacles to the presence of women in managerial positions is the existence of stereotyped attitudes. In this regard, the present study to evaluate stereotyped attitudes toward the presence of women in managerial positions in the sports industry was formed as an applied study on the survey methodology. The Statistical population includes physical education and sport management students in Tehran's high-ranked universities, which leads to a sample of 324 cases with an 80% response rate using four data collectors. The research tool was Women as Managers Scale (WAMS) questionnaire introduced by Mihail (2006). Content and facial validity are scrutinized by 13 experts while Cronbach’s alpha about 0.87 ensures reliability. Data analysis enjoys factor analysis, analysis of variance, and Tukey test. Findings illustrate that students’ attitudes toward women's managerial roles are stereotypical, especially by men reflected in women’s tendency and feminine barriers respectively. However, there were no other significant differences in the attitudes of these students concerning other characteristics such as education, employment, and job status. Therefore, it will be very useful to develop mechanisms to measure the stereotypes of people before entering and correcting them after entering the sports industry. Also, setting policies that increase women's desire to hold managerial positions and remove the barriers created for them by the role of housekeeping, will help to alleviate this stereotypical attitude.

These days, the personal and professional lives of people are closely related to each other. Hence, improvement of theoretical knowledge in the field of interactions and complex relationships between these two fields, in relation to the phenomenon of work-life relations, seems quite essential. This research is intended to investigate the lived experience of eight female faculty members holding managerial positions in a research institute in relation to the their arrangement of their work lives and everyday lives. The Dahlberg’s reflective world life of descriptive phenomenological method was used for this purpose. The reason for employing this approach was to achieve a general structure of the phenomenon depending on all individual changes made in the data, and not for the generalization of the findings. In-depth interviews were conducted with these eight female faculty members who held managerial positions. Three methods of peer questioning, negative case analysis and research originality were used for the confirmation of the reliability of the analyses and the findings. The results of data analysis revealed that, "family background", " perception of self-efficacy", "capacity to adapt to circumstances", "ambition and courage to face adversities", and "family support and care" contained the positive aspects of work-life relationships. On the other hand, "preventive comparisons", "indoctrination of gender stereotypes", "perception of failure in life", "dogmatic thinking" and "the demands of work life" composed the main negative experience of confronting these two areas.

Along the presence of women in organizations, based on The Sixth Development Plan, 30% of management positions in Iranian government agencies, must be occupied by women. However, the path of women's advancement in organizations faces many challenges. One of these challenges is the "derailment" phenomenon. Leadership and managerial derailment, has become a pervasive organizational phenomenon, which will have negative consequences for the individual and the organization. This study attempts to identify barriers of derailment, and the mental pattern of successful female managers in public agencies of these barriers. In this study, using Q methodology, all barriers of derailment were collected from the subject literature. These barriers, formed the Q-concourse. Then by selecting a sample of 15 successful female managers in Iranian public agencies, the dominant mental model of these managers was identified, by Q-sorting. The results indicate that having specialized knowledge, effective communication, and having a personal and long-term perspective, are the most important barriers of derailment of female managers in Iranian public agencies. The results also indicate that successful women in public sector of Iran, In addition to maintaining their feminine and delicate spirit, do not consider childbearing and the responsibility of raising a child as an obstacle to their growth and development. In contrast, by strengthening the mentality of independence and perfectionism, they strengthen professional growth and learning, and lead their career path.

The aim of this study was to identify the dimensions and components of empowerment of managerial skills of female school principals in the data theory paradigm of the foundation..

The present study was a qualitatively and quantitatively mixed method, applied in terms of purpose and descriptive in nature and method. The qualitative statistical population according to the saturation limit consisted of 12 female managers who had postgraduate education and executive experience in Mazandaran province. Semi-structured interviews were used to collect data. The statistical population included a small number of female school principals of all levels of education and female experts and female professional principals of the city and regions of the Education Organization of Mazandaran Province. 307 women were selected by cluster sampling method. The data collection tool was developed in a quantitative stage of the questionnaire whose dimensions and components were obtained in the qualitative stage of the research. The validity and reliability of the questionnaire was confirmed based on Cronbachchr('39')s alpha coefficient using face validity and construct validity. Data analysis was performed using structural equation model test and software used by Lisrel and Pls software.

 The results showed that to empower 5 dimensions and 13 components with the titles: individual empowerment with two subcategories (mental and behavioral empowerment), cultural empowerment with two subcategories (belief in womenchr('39')s management and culture-building interactions) Empowerment of new technology skills with three sub-categories (creating the ground for innovation, sense of competence and job development), empowerment of education with three sub-categories (pre-work training with specialized knowledge approach) and (short-term in-service training with skill approach Practical) and (long-term training with soft skills approach) and empowerment of work in a male environment with the categories (ability in meetings and ability in communication) and 58 indicators were identified.

The results showed that applying the dimensions and components of empowerment of managerial skills of female principals in schools can improve school productivity in order to fulfill the assigned missions and tasks.

The purpose of this study was to investigate the effect of aerobic exercises on family- work conflict and psychological well-being in female managers. The statistical population of the study included all female managers in Ahvaz during the academic year of 2019-2020. The sample subsumed 30 female managers who were selected by purposive sampling procedure and randomly allocated in to two experimental and control group; 15 participants each. The design of the study was a quasi-experimental with pre-test, post-test and a control group. The Meyer (1996) Work-Conflict Conflict Questionnaire and Reef Psychological Well-Being Questionnaire were used to collect data. The experimental group was exposed to 12 sessions of 60 minutes’ aerobic exercise. The control group received none. multivariate analysis of covariance(MANCOVA) and analysis of covariance (ANCOVA) was performed to analyzed data. The results showed that aerobic exercises had significant effect on family- work conflict and psychological well-being in female managers .

The purpose of this study was to present The Role of Women in Sport Management in the Country with Future Research Approach. The method of research in terms of level is strategic, in terms of type is qualitative, in terms of strategy is processed, in terms of purpose is practical and in terms of time is prospective. The statistical population consisted of two sections: human society (18 people) and information society (39 copies). The research tool consists of three methods of library study, interview and Delphi method. The validity of the tools was evaluated based on the scientific and legal validity of the statistical sample, content evaluation of the experts and the agreement coefficients between the eligible experts. Coding and conceptual systematic analysis methods were used to analyze the findings. The results showed that the general framework of the future of women's management strategy in sport includes four layers of future opportunism, bottleneck analysis, prospective approach, and implementation and review that each separated output layer has respectively, key factors, roadmap and performance in terms of topics. Future studies' perspectives of women's management in country's sport were investigated in three perspectives of past, present and future, and two theoretical and executive aspects. Finally, a prospective model based on the actions and considerations necessary to improve women's Place in the management of sport in five levels of challenge, capability, strategy, performance, and outcome was developed. Based on the findings, it can be said that the future role of women in sport management in the country is simultaneously influenced by the internal and external factors and actions of sport. This framework has a holistic, systematic, and long-term view of the management of women in the field of sports and seeks to guide managers' action in the distant future and wider areas of administration.

The present study aimed to explore the relationship between social capital and occupational hardiness of female managers in selected universities. The research method is descriptive and correlational. The statistical population is all female managers in selected universities and the sampling method was convenience. The sample size is 150 female managers in years 2012-2017 in selected universities. Data were collected using occupational hardiness questionnaire by Moreno James et al. (2014) and the revised social capital questionnaire by Moghtadaie (2011) whose reliability were 0.88 and 0.87 respectively. SPSS and PLS software were used to analyze the data. To analyze the model, "structural equation modeling" method has been used with partial least squares approach. The results showed that the conceptual model of research has desirable fit. Moreover the research findings indicated that there is a positive and significant relationship between social capital and occupational hardiness; that is, female managers' occupational hardiness will increase by the increase in their social capital. The findings of this study would help female managers to acquire the necessary knowledge in their job, which promotes their occupational hardiness.

Division of governance at various levels has led to proliferation of decision making arenas in different countries. Thus, proportion of women in areas of decision making divisions expanded in micro and macro levels of governance. Participation and role - playing of women in local level of governance had begun and developed in the most of the world including developed and developing countries in recent years. According to experts, this kind of governance in terms of ease of access and availability, closing to daily life, less competition, high probability of success and low risk of failure is considered as a field of making decisions which is suitable for women. Because of reasons above, female role – playing and participation in local government has been more than national level in most countries.
According to researches which are carried out about rural community of Iran, traditional gender relations and stereotypes defines women’s behaviors and actions. So, a kind of gender division of labor has been formed which determines strict norms and unchangeable gender roles. It means that in one hand, presence and role-playing of women in private and limited sectors such as family has been established, therefore rural community accepts it completely. On the other hand, participation of women in making important decisions of family is doubtful. So, there are various stereotypes which protect remaining women in a low level of role – playing and also condemned effective participation. In addition other findings about female participation in rural public affairs demonstrate that due to persistent gender stereotypes in rural culture, female participation in public arena is prohibited, so men are prioritized to obtain important positions of rural management.
In Iran, Dehyari is a kind of local governance which controls villages or rural regions. They are managed by both Dehrayr and Islamic rural council. So, they are considered as a field of participation of women in public decision making in rural regions. Since has been established, except Qom, most of them managed by a significant number of women in all provinces of Iran. Female participation as a head of rural management in the context of rural conservative culture is a noteworthy issue which is studied in case of experience and concerns of female Dehyars in Isfahan province.
According to census, numbers of female dehyars has been increased during 4 past election of Islamic rural council. Numbers of women in the first election (2005) was 150 out of 11.000 in the country with the share of 1.4%. In the second election (2008) it rises to 400 out of 21.000 in all provinces. In third election (2012) 888 female dehyar have participated out of 24.627 in total. And in the last period (2014) 1554 women out of 29.792 have attended in all rural regions in Iran. Therefore, statistics demonstrate a rising trend of presence of women in rural management.
This event is important in 3 dimensions. At first, Dehyaris as a kind of local government can be considered as a progressive way which can lead women to upper levels of governance such as parliament in national level. After that in rural context, presence of volunteer women for candidacy and their tendency to entre to public arena shows increasing the confidence of rural women. At last electing women as an executive director by the rural council who is considered as representative of rural society is another aspect of importance. It means that rural community admits that filling managerial positions by women.
The main purpose of this research is observation this phenomenon directly in a natural field. So, this research seeks to benefit from qualitative research method in the context of grounded theory be directly assessed. Sampling includes 2 parts. The main sample of the study consists of 8 female dehyars who 4 persons of them were the first female Dehyar in their own regions. In addition, Complementary sample includes 11 members of the Islamic rural council in 4 rural regions.
Findings demonstrate that experience of being manager or dehyar for women has formed in context of male pattern work in rural culture. Therefore women have to work in a male patterns of work. In this situation, Despite, gradual institutionalization of female management in rural areas during long time, the unprecedented experience of them is not recognized by rural community. As a result experience of being dehyar for women is known as a conflicting experience both by community and women. So, the status of women as a powerful managers is spending a period of transition which is located between acceptance and rejection.

Nowadays, the concept of sustainable development has found a global application and attracted many parts andbasis of any community. Among many factors affecting sustainable developments, educational system is remarkably effective in many ways. The effectiveness of the system is also a function of various factors and components. The managers and their management are one of the components playing a significant role in all education systems. Therefore, by considering many female managers working in education system of the country, this paper is firstly to identify the factors increasing the productivity of the male and female managers and then use Kano model creatively to classify and compare the factors affecting the productivity of male and female managers. The results obtained by this study indicate 23 elements are identified as effective elements of productivity of male and female managers. For female managers, one factor is essential, 16 factors are one-dimensional and 3 factors are attractive. Also, in the case of male managers, 4 factors are one-dimensional and 13 factors essential but no attractive factor detected. The ranking of these elements is also presented at the end.

Nowadays the concept of sustainable development finds a global application and involves many of the pillars and sections of any community. Among the many factors that affect the sustainable development، educational system is effective in many ways in remarkable levels. Effectiveness of this system is dependent to various factors and components. Managers and their management are one of the components that have significant role in the teaching and training systems. Therefore considering the significant number of woman managers in our country teaching and training system، this paper is trying to identify factors that help to increase the productivity of woman managers. We، in an initiative act، and considering that using Kano model can help to categorize factors and characteristics qualitatively and has been used for measuring satisfaction customer، use it for categorizing the productivity of female managers in the teaching and training system. The result obtained from this study show that among 23 elements identified as effective elements in productivity of female managers، 1 factor is necessary، 16 factors are one-dimensional and 3 factors are attractive. Finally the rating of these elements is also presented.