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Este estudio sociológico se centra en la figura del productor agrario valenciano y su comportamiento frente a la innovación. Adoptar una actitud que favorezca la innovación depende de múltiples factores que influyen en la gestión de la empresa agraria. Este estudio utiliza los datos procedentes de una encuesta a productores agrarios valencianos que profundiza en los factores socioeconómicos que pueden decantar al productor agrario hacia una postura favorable a la innovación. Posteriormente, el estudio se centra en obtener un perfil tipo que represente al productor según sus características y las de su explotación, según su actitud innovadora y la orientación hacia factores influyentes, como son la orientación al mercado y la orientación al aprendizaje. Se observa una asociación positiva entre la actitud innovadora y el nivel de formación del agricultor y su proximidad a zonas urbanas, donde existe más acceso a conocimiento y servicios. El artículo concluye con la descripción de unos tipos ideales weberianos sobre agricultores basándose en su orientación hacia la innovación.
Pau Pérez-Ledo; Mónica Segovia-Pérez. La presencia del factor innovador en el productor agrario en la Comunidad Valenciana. Herramientas para favorecer la innovación en la dialéctica rural-urbana. OBETS. Revista de Ciencias Sociales 2021, 16, 435 -448.
AMA StylePau Pérez-Ledo, Mónica Segovia-Pérez. La presencia del factor innovador en el productor agrario en la Comunidad Valenciana. Herramientas para favorecer la innovación en la dialéctica rural-urbana. OBETS. Revista de Ciencias Sociales. 2021; 16 (2):435-448.
Chicago/Turabian StylePau Pérez-Ledo; Mónica Segovia-Pérez. 2021. "La presencia del factor innovador en el productor agrario en la Comunidad Valenciana. Herramientas para favorecer la innovación en la dialéctica rural-urbana." OBETS. Revista de Ciencias Sociales 16, no. 2: 435-448.
The current study proposes a model to analyze the factors that facilitate or impede women’s access to management positions in the hospitality industry, including individual-level (perception of women’s leadership skills and experience), institutional-level (organizational misconceptions of women, stereotypes and organizational cultural barriers) and interactional-level (work-life balance). Data were collected from women managers in 261 hotels in Madrid and the headquarters of the top 25 Spanish hotel chains. The conceptual model was tested by partial least squares (SmartPLS 3.0). The results indicate the three levels of influence on women being promoted to management positions, institutional-level factors being the main barriers in discrimination.
Monica Segovia-Pérez; Luis Rubio-Andrada; Cristina Figueroa-Domecq; Concepcion De la Fuente-Cabrero. Facilitators and barriers to women’s access to top management positions in the hospitality industry. Journal of Human Resources in Hospitality & Tourism 2021, 20, 442 -471.
AMA StyleMonica Segovia-Pérez, Luis Rubio-Andrada, Cristina Figueroa-Domecq, Concepcion De la Fuente-Cabrero. Facilitators and barriers to women’s access to top management positions in the hospitality industry. Journal of Human Resources in Hospitality & Tourism. 2021; 20 (3):442-471.
Chicago/Turabian StyleMonica Segovia-Pérez; Luis Rubio-Andrada; Cristina Figueroa-Domecq; Concepcion De la Fuente-Cabrero. 2021. "Facilitators and barriers to women’s access to top management positions in the hospitality industry." Journal of Human Resources in Hospitality & Tourism 20, no. 3: 442-471.
Society recognizes the need to progress towards equal opportunities for leadership at all levels of political and economic decision-making for women and requires that companies work to reach that goal. Nevertheless, leadership education should begin in the educational stages. This research presents a collaborative model of leadership education for high-potential female undergraduate students carried out at the university level between 2017 and 2020, with 75 students. To be successful at improving student leadership skills, self-esteem, self-confidence, and personal inner transformation, this women’s leadership development program was based on four lines of innovation: (a) attracting external stakeholders to develop training jointly; (b) making an open program with multidisciplinary students in social sciences and STEM subjects tailored to the professional environment; (c) measuring the learning with all the participants: trainers, directors, managers, program staff and students, using a 360-degree evaluation; and (d) designing an ongoing research process to incorporate improvements from multiple stakeholder perspectives. A multi-source program assessment was used. The results not only show a positive impact on the students’ acquisition of leadership skills but also, on the increase in self-confidence and ambition. The study provides a pioneering model for women’s leadership education that could be used in other similar programs.
Pilar Laguna-Sánchez; Mónica Segovia-Pérez; Concepción Fuente-Cabrero; Ana Vargas-Pérez. A Collaborative Model for Leadership Education in High-Potential University Women Students. Journal of Open Innovation: Technology, Market, and Complexity 2021, 7, 138 .
AMA StylePilar Laguna-Sánchez, Mónica Segovia-Pérez, Concepción Fuente-Cabrero, Ana Vargas-Pérez. A Collaborative Model for Leadership Education in High-Potential University Women Students. Journal of Open Innovation: Technology, Market, and Complexity. 2021; 7 (2):138.
Chicago/Turabian StylePilar Laguna-Sánchez; Mónica Segovia-Pérez; Concepción Fuente-Cabrero; Ana Vargas-Pérez. 2021. "A Collaborative Model for Leadership Education in High-Potential University Women Students." Journal of Open Innovation: Technology, Market, and Complexity 7, no. 2: 138.
Purpose This paper aims to present a conceptual model that identifies and relates the different approaches and thematic areas in the research area of tourism and gender. Design/methodology/approach The design of the conceptual model is based on a critical review of the literature and the evolution of feminist paradigms and theories. Findings The aforementioned theoretical frameworks are the basis for the further development of feminist studies and a gender perspective in the tourism industry research area, including research design, objectives, methodologies, analysis and result’s presentation. Research limitations/implications Based on literature review, is theoretical. Originality/value Presentation of a conceptual model around the gender perspective in tourism, that leads to the identification of important research opportunities in this area.
Cristina Figueroa-Domecq; Mónica Segovia. Application of a gender perspective in tourism research: a theoretical and practical approach. Journal of Tourism Analysis: Revista de Análisis Turístico 2020, 27, 251 -270.
AMA StyleCristina Figueroa-Domecq, Mónica Segovia. Application of a gender perspective in tourism research: a theoretical and practical approach. Journal of Tourism Analysis: Revista de Análisis Turístico. 2020; 27 (2):251-270.
Chicago/Turabian StyleCristina Figueroa-Domecq; Mónica Segovia. 2020. "Application of a gender perspective in tourism research: a theoretical and practical approach." Journal of Tourism Analysis: Revista de Análisis Turístico 27, no. 2: 251-270.
Some travellers “want to make a difference” and develop themselves while exploring the world through programmes offered by international volunteer organisations, such as the WWOOF initiative (WorldWide Opportunities on Organic Farms). This international network promotes organic farming and sustainable lifestyles by connecting hosts and volunteers who are willing to work for hosts in exchange for food, accommodation, and insight into organic farming. However, who are these WWOOFers? While researched mainly by qualitative studies in other countries (e.g. Australia, Hawaii, Japan, U.S.A.), this is the first cross-sectional study of WWOOFers in Europe. Data was collected by online questionnaires to WWOOFers registered at WWOOF Norway (n = 1184; response rate = 85%). These WWOOFers come from 77 countries, among which U.S.A., Germany, France, Italy, Spain, and the Netherlands dominates. They are mainly young, well-educated, well-travelled, urban people wanting to explore rural living. Some, but not all report lifestyles and behavioural intentions in line with the WWOOF philosophy. Age and gender differences apply. Through factor analyses, the study identified seven personal characteristics, including, in descending order Empathy, Goal-orientation, Outgoing, Reserved, Recognition seeking, Child-oriented, and Egoistic-materialistic. The study expands the current insights and partly contradicting previous research.
Ingeborg Nordbø; Mónica Segovia-Pérez; Reidar J. Mykletun. WWOOFers in Norway – who are they? Scandinavian Journal of Hospitality and Tourism 2020, 20, 419 -437.
AMA StyleIngeborg Nordbø, Mónica Segovia-Pérez, Reidar J. Mykletun. WWOOFers in Norway – who are they? Scandinavian Journal of Hospitality and Tourism. 2020; 20 (5):419-437.
Chicago/Turabian StyleIngeborg Nordbø; Mónica Segovia-Pérez; Reidar J. Mykletun. 2020. "WWOOFers in Norway – who are they?" Scandinavian Journal of Hospitality and Tourism 20, no. 5: 419-437.
Gender equality is one of the Sustainable Development Goals. Management is one of the jobs that more clearly needs a gender perspective. Women leaders have found a way around the labyrinth to get to the top, which might have developed their personal resources such as psychological capital. Women leaders experience an inter-role conflict when work and family demands are mutually incompatible, affecting negatively their well-being. This study aims to analyze the mediation role that work–family and family–work conflict plays between psychological capital and well-being (engagement and burnout) when moderated by the number of children. In total, 202 Spanish women leaders participated in the study. Results of the mediated moderation model using Model 14 of the macro PROCESS for SPSS software show that psychological capital buffers the negative effects that experiencing work–family conflict has on well-being when having children. The well-being of women leaders is not affected when dealing with family interfering work conflict and having children. As such, women leaders who have children rely on their psychological capital to successfully manage the family demands affecting their work and to reduce the negative effect of work–family conflict on their well-being. Theoretical and practical implications are discussed from the psychology of a sustainability perspective.
Laritza Machín-Rincón; Eva Cifre; Pilar Domínguez-Castillo; Mónica Segovia-Pérez. I Am a Leader, I Am a Mother, I Can Do This! The Moderated Mediation of Psychological Capital, Work–Family Conflict, and Having Children on Well-Being of Women Leaders. Sustainability 2020, 12, 2100 .
AMA StyleLaritza Machín-Rincón, Eva Cifre, Pilar Domínguez-Castillo, Mónica Segovia-Pérez. I Am a Leader, I Am a Mother, I Can Do This! The Moderated Mediation of Psychological Capital, Work–Family Conflict, and Having Children on Well-Being of Women Leaders. Sustainability. 2020; 12 (5):2100.
Chicago/Turabian StyleLaritza Machín-Rincón; Eva Cifre; Pilar Domínguez-Castillo; Mónica Segovia-Pérez. 2020. "I Am a Leader, I Am a Mother, I Can Do This! The Moderated Mediation of Psychological Capital, Work–Family Conflict, and Having Children on Well-Being of Women Leaders." Sustainability 12, no. 5: 2100.
The evolution of the Information and Communication Technologies (ICTs) continues generating paradigm-shifts in the tourism industry, and the incorporation of gender diversity in the managing bodies of hospitality and tourism firms can become a factor of critical success. Nevertheless, women’s under-representation on decision-making positions in ICT or high-tech organizations (double gender gap) in the tourism industry has been hardly evaluated. The aim of this paper is to extend the understanding of the impact of this double level of discrimination at a vertical and horizontal level. The impact of stereotypes, gender roles and gendered organizations become the theoretical framework on this study. The biggest multinationals in the tourism industry were classified according to Eurostat’s definition of high-tech services in three intensive technological levels (High-Tech Knowledge Intensive; Knowledge-Intensive and Less Knowledge-lntensive). The composition of their Board of Directors (BOD) and Management Teams (MT) was analysed, through their annual reports and online public related documents, and evaluated through Content Analysis. Based on a total of 55 tourism related firms, the results confirm the direct relationship between the technological level of the companies and the lower participation of women on MT and BOD. Results also show that Gender Diversity Programs promote women representation on the BOD and that this relation is bi-directional, i.e. more women on BOD imply more gender diversity programs.
Cristina Figueroa-Domecq; Jesús Palomo; Mª Dolores Flecha-Barrio; Mónica Segovia-Pérez. Technology double gender gap in tourism business leadership. Information Technology & Tourism 2020, 22, 75 -106.
AMA StyleCristina Figueroa-Domecq, Jesús Palomo, Mª Dolores Flecha-Barrio, Mónica Segovia-Pérez. Technology double gender gap in tourism business leadership. Information Technology & Tourism. 2020; 22 (1):75-106.
Chicago/Turabian StyleCristina Figueroa-Domecq; Jesús Palomo; Mª Dolores Flecha-Barrio; Mónica Segovia-Pérez. 2020. "Technology double gender gap in tourism business leadership." Information Technology & Tourism 22, no. 1: 75-106.
The relevance and future prospects of blockchain technology in the tourism industry are not backed up by an important research corpus. Furthermore, the concept of blockchain is still blurred, not fully understood, and there is limited information around the knowledge and implementation level of blockchain in the hospitality industry. Consequently, the aim of this article is to identify the current gap in blockchain implementation in the hotel industry. Through a survey to managers in the Spanish hospitality industry, one of the most important tourist destinations in the world, the study shows the very low level of implementation and knowledge concerning blockchain and, hence, room for improvement in the future. Finally, professional and managers in the hospitality industry confirm that blockchain is an emerging technology with tremendous implications for the tourism industry.
Ma Dolores Flecha-Barrio; Jesús Palomo; Cristina Figueroa-Domecq; Mónica Segovia-Perez. Blockchain Implementation in Hotel Management. Information and Communication Technologies in Tourism 2020 2019, 255 -266.
AMA StyleMa Dolores Flecha-Barrio, Jesús Palomo, Cristina Figueroa-Domecq, Mónica Segovia-Perez. Blockchain Implementation in Hotel Management. Information and Communication Technologies in Tourism 2020. 2019; ():255-266.
Chicago/Turabian StyleMa Dolores Flecha-Barrio; Jesús Palomo; Cristina Figueroa-Domecq; Mónica Segovia-Perez. 2019. "Blockchain Implementation in Hotel Management." Information and Communication Technologies in Tourism 2020 , no. : 255-266.
Education is imperative to driving sustainability and gender equity. Moreover, it is extremely important to develop initiatives in sustainable leadership education for women in order for them to acquire skills and competencies in leadership and to improve their self-perception of their capabilities. The purpose of this study was to assess a Women’s Leadership Program for university students. The sample consisted of 50 students enrolled in the program. A mixed-method approach was applied. Quantitative methods with a survey were conducted to evaluate the training and attainment of leadership skills. In the data analysis, a descriptive statistics variance analysis, using a Welch statistic and T2 Dunnett test, was applied. Qualitative research methods were conducted through three focus groups to evaluate changes in their perceptions of themselves and their self-confidence. The results suggest that the female students in the program obtained a level of leadership knowledge with practical tools for their future. The program inspired them and confirmed changes in their self-confidence and view of their personal capacities, including reflection on facing challenges in the work environment. The findings support the effectiveness of specific education in breaking two barriers, identified in the literature, for women in managerial positions: lack of training and self-confidence.
Mónica Segovia-Pérez; Pilar Laguna-Sánchez; Concepción De La Fuente-Cabrero. Education for Sustainable Leadership: Fostering Women’s Empowerment at the University Level. Sustainability 2019, 11, 5555 .
AMA StyleMónica Segovia-Pérez, Pilar Laguna-Sánchez, Concepción De La Fuente-Cabrero. Education for Sustainable Leadership: Fostering Women’s Empowerment at the University Level. Sustainability. 2019; 11 (20):5555.
Chicago/Turabian StyleMónica Segovia-Pérez; Pilar Laguna-Sánchez; Concepción De La Fuente-Cabrero. 2019. "Education for Sustainable Leadership: Fostering Women’s Empowerment at the University Level." Sustainability 11, no. 20: 5555.
Education is an imperative key to driving sustainability and gender equity. In addition to addressing well-known female deficiencies in leadership training, it is really important to develop initiatives in sustainable leadership education for women to acquire skills, competencies and tools on leadership and to increase their self-perceptions. The purpose of this study is to assess a Women’s Leadership Program for university students. The sample consisted of 50 students enrolled in the program. A mixed-method approach was applied. Quantitative methods with a survey were conducted to evaluate the training and the achievement of leadership skills. In the data analysis, a descriptive statistics variance analysis, using a Welch statistic and T2 Dunnett test, was applied. Qualitative research methods were conducted through three focus groups to evaluate personal changes in their own-perceptions and self-confidence. Results suggest that the female students in the program reached a level of leadership knowledge with practical tools for their future. The program inspired them and confirmed changes in their personal capacities or self-confidence, including reflection about facing challenges in the work environment. The findings support the effectiveness of the specific education in breaking two barriers shown by the literature for women to getting a managerial position: lack of training and female self-confidence.
Mónica Segovia-Pérez; Pilar Laguna-Sánchez; Concepción De La Fuente-Cabrero. Education for Sustainable Leadership: Raising Women’s Capacities. 2019, 1 .
AMA StyleMónica Segovia-Pérez, Pilar Laguna-Sánchez, Concepción De La Fuente-Cabrero. Education for Sustainable Leadership: Raising Women’s Capacities. . 2019; ():1.
Chicago/Turabian StyleMónica Segovia-Pérez; Pilar Laguna-Sánchez; Concepción De La Fuente-Cabrero. 2019. "Education for Sustainable Leadership: Raising Women’s Capacities." , no. : 1.
Mónica Segovia‐Pérez; Rosa Belén Castro Núñez; Rosa Santero Sánchez; Pilar Laguna Sánchez. Being a woman in an ICT job: an analysis of the gender pay gap and discrimination in Spain. New Technology, Work and Employment 2019, 35, 20 -39.
AMA StyleMónica Segovia‐Pérez, Rosa Belén Castro Núñez, Rosa Santero Sánchez, Pilar Laguna Sánchez. Being a woman in an ICT job: an analysis of the gender pay gap and discrimination in Spain. New Technology, Work and Employment. 2019; 35 (1):20-39.
Chicago/Turabian StyleMónica Segovia‐Pérez; Rosa Belén Castro Núñez; Rosa Santero Sánchez; Pilar Laguna Sánchez. 2019. "Being a woman in an ICT job: an analysis of the gender pay gap and discrimination in Spain." New Technology, Work and Employment 35, no. 1: 20-39.
Mónica Segovia-Pérez; Rosa Santero; Cristina Figueroa-Domecq; Belén Castro. Caracterización de la brecha salarial en el turismo rural español: una comparativa con el entorno laboral turístico urbano. 2019, 7 -34.
AMA StyleMónica Segovia-Pérez, Rosa Santero, Cristina Figueroa-Domecq, Belén Castro. Caracterización de la brecha salarial en el turismo rural español: una comparativa con el entorno laboral turístico urbano. . 2019; (26):7-34.
Chicago/Turabian StyleMónica Segovia-Pérez; Rosa Santero; Cristina Figueroa-Domecq; Belén Castro. 2019. "Caracterización de la brecha salarial en el turismo rural español: una comparativa con el entorno laboral turístico urbano." , no. 26: 7-34.
Mónica Segovia-Pérez; Cristina Figueroa-Domecq; Laura Fuentes-Moraleda; Ana Muñoz-Mazón. Incorporating a gender approach in the hospitality industry: Female executives’ perceptions. International Journal of Hospitality Management 2019, 76, 184 -193.
AMA StyleMónica Segovia-Pérez, Cristina Figueroa-Domecq, Laura Fuentes-Moraleda, Ana Muñoz-Mazón. Incorporating a gender approach in the hospitality industry: Female executives’ perceptions. International Journal of Hospitality Management. 2019; 76 ():184-193.
Chicago/Turabian StyleMónica Segovia-Pérez; Cristina Figueroa-Domecq; Laura Fuentes-Moraleda; Ana Muñoz-Mazón. 2019. "Incorporating a gender approach in the hospitality industry: Female executives’ perceptions." International Journal of Hospitality Management 76, no. : 184-193.
The actuality of the double gender gap, that confirms the under-representation in both decision-making and technological positions, has been hardly analysed in the tourism industry. Therefore, the aim of this paper is to identify women’s position in top management positions in some of the most important tourism-high technological organisations and to evaluate these organisations’ actions towards the improvement of women’s participation. The analysis combines NASDAQ corporation data with content analysis on annual reports and corporate websites. Results confirm a low participation of women in NASDAQ tourism-technology board of director’s corporations and companies increasing steps towards women incorporation in decision making positions. Results show that though there are important disparities among organisations, there is a direct relationship between the implementation of specific programs to increase women’s participation in the organisation’s decisions and the percentage of women on Board of Directors, the highest decision-making level.
Cristina Figueroa-Domecq; Jesus Palomo; Ma Dolores Flecha-Barrio; Mónica Segovia. Double Gender Gap in Tourism High-Technology Organisations: Results and Corporate Actions. Information and Communication Technologies in Tourism 2019 2018, 383 -395.
AMA StyleCristina Figueroa-Domecq, Jesus Palomo, Ma Dolores Flecha-Barrio, Mónica Segovia. Double Gender Gap in Tourism High-Technology Organisations: Results and Corporate Actions. Information and Communication Technologies in Tourism 2019. 2018; ():383-395.
Chicago/Turabian StyleCristina Figueroa-Domecq; Jesus Palomo; Ma Dolores Flecha-Barrio; Mónica Segovia. 2018. "Double Gender Gap in Tourism High-Technology Organisations: Results and Corporate Actions." Information and Communication Technologies in Tourism 2019 , no. : 383-395.
Rosa Santero; Mónica Segovia; Rosa Belén Castro Núñez; Cristina Figueroa-Domecq; Pilar Talón-Ballestero. Gender differences in the hospitality industry: A Job quality index. Tourism Management 2015, 51, 234 -246.
AMA StyleRosa Santero, Mónica Segovia, Rosa Belén Castro Núñez, Cristina Figueroa-Domecq, Pilar Talón-Ballestero. Gender differences in the hospitality industry: A Job quality index. Tourism Management. 2015; 51 ():234-246.
Chicago/Turabian StyleRosa Santero; Mónica Segovia; Rosa Belén Castro Núñez; Cristina Figueroa-Domecq; Pilar Talón-Ballestero. 2015. "Gender differences in the hospitality industry: A Job quality index." Tourism Management 51, no. : 234-246.
Cristina Figueroa-Domecq; Annette Pritchard; Mónica Segovia-Pérez; Nigel Morgan; Teresa Villacé-Molinero. Tourism gender research: A critical accounting. Annals of Tourism Research 2015, 52, 87 -103.
AMA StyleCristina Figueroa-Domecq, Annette Pritchard, Mónica Segovia-Pérez, Nigel Morgan, Teresa Villacé-Molinero. Tourism gender research: A critical accounting. Annals of Tourism Research. 2015; 52 ():87-103.
Chicago/Turabian StyleCristina Figueroa-Domecq; Annette Pritchard; Mónica Segovia-Pérez; Nigel Morgan; Teresa Villacé-Molinero. 2015. "Tourism gender research: A critical accounting." Annals of Tourism Research 52, no. : 87-103.
Mónica Segovia-Pérez. Social tourism. Perspectives and potential. Journal of Tourism and Cultural Change 2013, 11, 332 -333.
AMA StyleMónica Segovia-Pérez. Social tourism. Perspectives and potential. Journal of Tourism and Cultural Change. 2013; 11 (4):332-333.
Chicago/Turabian StyleMónica Segovia-Pérez. 2013. "Social tourism. Perspectives and potential." Journal of Tourism and Cultural Change 11, no. 4: 332-333.