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Dr. Manuel M. Molina-López is an Assistant Professor in Business Economics at CEU San Pablo University in Madrid (Spain), where he is the Vice Dean of the School of Business and Economics. He holds the accreditation by the Spanish National Agency for Quality Assessment and Accreditation (Agencia Nacional de Evaluación de la Calidad y Acreditación). He has been a visiting researcher at Teachers College (Columbia University) and at the American University (Washington DC). His research interests include economics of education, educational leadership and gender differences in management, having published in leading journals in these fields.
Companies are vital agents in achieving the United Nations’ Sustainable Development Goals. One key role that businesses can play in achieving the 5th Sustainable Development Goal on gender equality is implementing training programs for their women executives so they can reach top corporate leadership positions. In this paper, we test the effectiveness of an Authentic Leadership Development (ALD) program for women executives. By interviewing 32 participants from this ALD program and building on authentic leadership theory, we find that this program lifts women participants’ self-efficacy perception, as well as their self-resolution to take control of their careers. The driver for both results is a reflective thinking process elicited during the program that leads women to abandon the stereotype of a low status role and lack of self-direction over time. Through the relational authenticity developed during the program, women participants develop leadership styles that are more congenial with their gender group, yet highly accepted by the in-group leader members, which enhances their social capital. After the program, the women participants flourished as authentic leaders, were able to activate and foster their self-esteem and social capital, and enhanced their agency in career advancement, increasing their likelihood of breaking the glass ceiling.
Miryam Martínez-Martínez; Manuel Molina-López; Ruth Mateos de Cabo; Patricia Gabaldón; Susana González-Pérez; Gregorio Izquierdo. Awakenings: An Authentic Leadership Development Program to Break the Glass Ceiling. Sustainability 2021, 13, 7476 .
AMA StyleMiryam Martínez-Martínez, Manuel Molina-López, Ruth Mateos de Cabo, Patricia Gabaldón, Susana González-Pérez, Gregorio Izquierdo. Awakenings: An Authentic Leadership Development Program to Break the Glass Ceiling. Sustainability. 2021; 13 (13):7476.
Chicago/Turabian StyleMiryam Martínez-Martínez; Manuel Molina-López; Ruth Mateos de Cabo; Patricia Gabaldón; Susana González-Pérez; Gregorio Izquierdo. 2021. "Awakenings: An Authentic Leadership Development Program to Break the Glass Ceiling." Sustainability 13, no. 13: 7476.
El presente estudio centra su atención en un tipo particular de emprendimiento: el emprendimiento digital iniciado por mujeres. Este tipo de creación de empresas tiene un interés particular por su alto impacto en el desarrollo económico y la dinamización de las economías desarrolladas; y en muchos casos además por su intensa orientación social. Aquí resulta especialmente relevante encontrar una paridad entre hombres y mujeres a la hora de emprender, ya que, de lo contrario, no se obtendría un desarrollo inclusivo, ni se explotaría todo el potencial emprendedor de una sociedad. Tras una descripción de las características particulares tanto del emprendimiento digital, como del femenino, se revisan las barreras a las que comúnmente se enfrenta cada uno de ellos. Mediante un estudio empírico, que logró recopilar la respuesta de 161 emprendedoras digitales en España, se procede a contrastar las barreras identificadas en la literatura con la realidad empresarial. Se pueden confirmar las dificultades que comúnmente enfrentan emprendimientos digitales, al igual que femeninos, en lo referente a las dificultades para encontrar financiación. Sin embargo, otras barreras, tales como el rol de la mujer en la familia, parecen tener menor relevancia en este tipo de emprendimientos. Finalmente, se ofrecen conclusiones generales, en las que se destacan los puntos de actuación para posibles políticas de fomento del emprendimiento digital femenino.
Manuel Tejeiro Koller; Manuel María Molina López; Juan Carlos García Villalobos. Emprendimiento digital femenino para el desarrollo social y económico: características y barreras en España. REVESCO. Revista de Estudios Cooperativos 2021, 138, e75561 -e75561.
AMA StyleManuel Tejeiro Koller, Manuel María Molina López, Juan Carlos García Villalobos. Emprendimiento digital femenino para el desarrollo social y económico: características y barreras en España. REVESCO. Revista de Estudios Cooperativos. 2021; 138 ():e75561-e75561.
Chicago/Turabian StyleManuel Tejeiro Koller; Manuel María Molina López; Juan Carlos García Villalobos. 2021. "Emprendimiento digital femenino para el desarrollo social y económico: características y barreras en España." REVESCO. Revista de Estudios Cooperativos 138, no. : e75561-e75561.
This study sheds light on the underrepresentation of women as school principals by analysing which model (organisational or individual) is most identified with the gender differences in the quality of management found in favour of women principals. To do so, this study presents a model for the appointment of school heads in a two-sided market: demand and supply. On the demand side (organisational model), the presence of double standards, with respect to the promotion of women, would imply that higher bars are set for the evaluation of women. Alternatively, on the supply side (individual model), a potential lower self-efficacy perception among women could lead them to self-exclude from managerial positions. In both cases, the findings reveal only highly-skilled females as principals and a gender gap in principal positions. By using the World Management Survey (WMS), data indicate that female principals are associated with higher management quality, which confirms the presence of barriers to female promotion. Exploration of the market side responsible for these barriers found that only the demand side is significant, which signals the double-standard argument. This supports the argument that changes in the principal selection process should be implemented for the maximisation of the available pool of talent.
Miryam Martínez Martínez; Manuel M Molina-López; Ruth Mateos de Cabo. Explaining the gender gap in school principalship: A tale of two sides. Educational Management Administration & Leadership 2020, 1 .
AMA StyleMiryam Martínez Martínez, Manuel M Molina-López, Ruth Mateos de Cabo. Explaining the gender gap in school principalship: A tale of two sides. Educational Management Administration & Leadership. 2020; ():1.
Chicago/Turabian StyleMiryam Martínez Martínez; Manuel M Molina-López; Ruth Mateos de Cabo. 2020. "Explaining the gender gap in school principalship: A tale of two sides." Educational Management Administration & Leadership , no. : 1.