Female Representation on the Board of Directors :: womens studies, business

Hillman, Shropshire and Cannella (2007) seeks to answer the question of why do some organizations remove wo custody on their display panel of directors while others do not? This review bequeath seek to identify the objective of the study basic assumptions and theories deployed identify the guess and research methodologies used in testing the assumptions, and discuss the results before stint a conclusion.The research question is appropriate because it focused on the characteristics organisations contract that be likely pointers to the level of female representation on its board. introductory research looked at female representations ground on work pigeonholing level (e.g Cox & Nkomo, 1991 Milliken & Martins, 1996) or on an individual level. In addition, contempt the several agitations and literatures that show the accrued benefits of having more women on board( e.g Blackman, 2004 Browder, 1995 Gasparino &Boyce, 1998), recent statistics shows that men still hold a greater n umber of seats on boards of US firms. Schnake et al (200631). What could be the reason for this? What are the common attributes/characteristics of these organisations where there are women on their boards? These were referred to as organisational predictors.According to Hillman et al, focusing on organisational characteristics that are predictive of women on corporate boards allows us to systematically search under what conditions a firms board is more likely to include female directors (2007941). This represents the underlying objective of this study. In achieving this, references were made to vivacious theory and hypotheses were developed and tested.The resource dependence theory was used as the theoretical framework in the search to answers for these questions. It examines the interdependence between organizations and entities in their outside(a) environment. Pfeffer, Pfeffer & Salancik, cited in Hillman et al (2007942). The Resource dependence theory is also, hinged on the f act that no organisation can succeed without the derived benefits they get from external entities. This remains a crucial factor in board enlisting and female board members can provide such benefits to their organisations.The article is based on deductive research, which entails testing of hypotheses derived from existing theories and concept (Gummesson as cited in University of Leicester 2008187). The hypotheses tested were as follows1.Organisational size is positively associated with female representation on a board of directors2.Firms in industries with greater female employment bases are positively associated with female representation on boards of directors3.A firms level of diversification is positively associated with female representation on its board of directors