Целью этой работы является исследование того, как присутствие женщин в менеджменте повышает ценность компании, и определение того, какие факторы влияют на присутствие женщин в высшем руководстве компаний, какие препятствия женщины встречаются на своем карьерном пути к высшим руководящим должностям, и как они их преодолевают. В этом исследовании основное внимание уделяется присутствию женщин топ-менеджеров в российских компаниях и штаб-квартирах ТНК в России, и оценивается ситуация в разных отраслях.

INTRODUCTION 8
CHAPTER 1. FACTORS INFLUENCING THE PRESENCE OF WOMEN IN TOP MANAGEMENT 9
1.1. Diversity theories 9
1.1.1. Diversity: a multidimensional concept 9
1.1.2. Variety of diversity dimensions 11
1.1.3. Benefits, obstacles and difficulties of managing diversity 11
1.2. Phenomenon of gender diversity 14
1.2.1. Sex and gender differences between men and women 15
1.2.2. Origins of the gender diversity 16
1.2.3. Influence of gender diversity on leadership and management 17
1.3. Career development of women in management 18
1.3.1. Concept of career development in literature 19
1.3.2. Women career development: global context 21
1.3.3. Female presence in management and company performance 24
1.3.4. Barriers to women career development 30
1.4. Career development of women in management: Russian context 37
CHAPTER 2. RESEARCH METHODOLOGY 43
2.1. Data collection 43
2.2. Respondent selection 45
2.2. Data analysis 46
CHAPTER 3. EMPIRICAL PART 47
3.1. Results of Data Analysis and Discussions 47
3.2. Research Findings 61
CHAPTER 4. CONCLUSIONS AND IMPLICATIONS 64
4.1. Conclusions 64
4.2. Theoretical Contribution 65
4.3. Managerial Relevance 66
4.4. Limitations and recommendations for further research 67
LIST OF REFERENCES 69
APPENDIX 1. INTERVIEW GUIDE IN ENGLISH LANGUAGE 82
APPENDIX 2. RESPONDENTS’ PROFILE 88

A modern woman and her position in the society and, especially on the labor market are now among one of the most debated topics. With the emancipation of women and their equal rights, women gradually began to penetrate into jobs which were previously held only by men, and this fact has not avoided observation. Increased attention is devoted to the question regarding gender equality, both in terms of equal working conditions and in terms of equal pay. Also, the subject of interest lately became the ratio of men and women in senior management positions. Despite the fact, that there are more women in management now than before, this rate is still incomparable with the number of men executives.
The topic of women’s representation in top management is no longer a purely egalitarian debate. Nowadays, a female presence in the highest business echelons has become imperative for an ever-growing number of companies. However, despite the wide scale of benefits gender diversity brings, statistics reveal that women are still underrepresented in the top corporate positions. For this reason, it is essential to raise awareness about the social and economic advantages of appointing women into high positions. Research on this topic not only offers theoretical but also practical value, seeing as it addresses the fundamental topic of the relationship between gender diversity and company operational outcomes.
Integrate consideration of gender aspects in the formation of social and economic policies is becoming an important condition for the harmonization of society, improving the quality of life and gender equality – overcoming the inequalities in the social positions of men and women. Earlier studies in the field of management were traditionally focused on a male manager. This was considered as a sort of a standard because at all times it was men who have dominated among the leaders. However, modern society cannot ignore the opportunities that are provided by skilled women leaders. Therefore, in recent decades, the impact of gender differences on the work and career has been the object of special research (Powell, 1990; Fenwick and Neal, 2011; Mendell and Pherwani, 2013).
The purpose of this thesis is to identify how the presence of female senior managers adds value to the company, and to determine what factors influence the presence of female members in top management, what are the opportunities and what obstacles women meet on their career path to the very top management, and how they overcome them. This paper focuses on the cases of Russian female managers on the top and the situation across different industries is assessed.

Abbott, L., Parker, S. and Presley, T. 2012. Female board presence and the likelihood of financial restatement. Accounting Horizons

Abele, A. and Spurk, D. 2015. The longitudinal impact of self-efficacy and career goals on objective and subjective career success. Journal of vocational behavior, 74(1), 53-62.

Acosta, A. S. 2004. A Diversity Perspective On Organizational Learning And A Learning Perspective On Organizational Diversity. Academy of Management Proceedings 2004 (1).

Adams R and Funk P. Beyond the glass ceiling: Does gender matter? Management Science (2012) 58(2):219–235

Adams, R. and Ferreira, D. 2014. Women in the boardroom and their impact on governance and performance. Journal of Financial Economics, 94, 291–309.

Ancona D, Caldwell D. 1992. Demography and design: Predictors of new product team performance. Organizational Science. 3(3):321–341

Apesteguia, J., Azmat, G. and Iriberri, N. 2012. The impact of gender composition on team performance and decision-making: Evidence from the field. Management Science, 58, 78–93.

Arends-Tóth, J. and Fons J. R. Van De Vijver. 2008. Cultural and Gender Differences in Gender- Role Beliefs, Sharing Household Task and Child-Care Responsibilities, and Well-Being Among Immigrants and Majority Members in The Netherlands. Sex Roles, 58(11-12), 896- 896.

Arthur, M., Khapova, S. and Wilderom, C. 2010. Career Success in a Boundaryless Career World. Journal of Organizational Behavior, 26(2), 177-202.

Ayman, R., Korabik, K., and Morris, S. 2012. Is Transformational Leadership Always Perceived as Effective? Male Subordinates Devaluation of Female Transformational Leaders1. Journal of Applied Social Psychology, 39(4), 852-879.

Backes-Gellner, U. and Veen, S. 2009. The impact of aging and age diversity on company p erformance, mimeo, Institute for Strategy and Business Economics, University of Zurich.

Barber, Brad and Odean, 2013. The behavior of individual investors. Handbook of the Economics of Finance

Bear, S., Rahman, N. and Post, C. 2010. The impact of board diversity and gender composition on corporate social responsibility and firm reputation. Journal of Business Ethics, 97(2), 207– 221.

Bear, Stephen; Rahman, Noushi and Post, Corinne. 2010. The impact of board diversity and gender composition on corporate social responsibility and firm reputation. Journal of Business Ethics.
Becker, J., Ayman, R., and Korabik, K. 2012. Discrepancies in Self/Subordinates’ Perceptions of Leadership Behavior: Leader’s Gender, Organizational Context, and Leader’s Self-Monito ring. Group and Organization Management, 27, 226-244.

Bell, S., Villado, A., Lukasik, M., Belau, L. and Briggs, A. 2010. Getting Specific about Demographic Diversity Variable and Team Performance Relationships: A Meta-Analysis. Journal of Management, 37(3), 709-743.

Bernardi, Richard; Bosco, Susan and Vassill, Katie. 2006. Does Female Representation on Boards of Directors Associate With Fortune’s “100 Best Companies to Work For” List?. Business & Society Journal

Bertrand, M. 2013. Career, Family, and the Well-Being of College-Educated Women. American Economic Review, 103, 3, 244-250.

Blau, P., Kahn, L. M., & National Bureau of Economic Research. 2011. Understanding international differences in the gender pay gap.

Blau, P. 1997. Inequality and heterogeneity: A primitive theory of social structure (Vol. 7). New York: Free Press.

Borisova, Daria and Sterkhova, Olga. 2014. Women as a Valuable Asset. Moscow: McKinsey&Company

Brammer, S., Millington, A. and Pavelin, S. 2014. Corporate reputation and women on the board. British Journal of Management, 20, 17–29.

Bridger, S., Kay, R. and Pinnick, K. 2005. No more heroines? Russia, women and the market. Routledge. The International Journal of Human Resource Management, 20(2), 235-251.

Briggs, E., Jaramillo, F. and Weeks, W. 2012. Perceived barriers to career advancement and organizational commitment in sales. Journal of Business Research, 65(7), 937-943.

Brown, M. and Treviño, L. 2014. Do Role Models Matter? An Investigation of Role Modeling as an Antecedent of Perceived Ethical Leadership. Journal of Business Ethics, 122(4), 587- 598.

Budrina, I. 2013. Phenomenon of women-leaders in Romania and Russia: Equal gender opportunities in emerging markets. Revista De Management Comparat International, 13(5), 849-860.

Burke, R. and Vinnicombe, S. 2006. Supporting women’s career advancement. Women in Management Review, 21(1).

Burns, August. 1997. Where women have no doctor: a health guide for women. California:Hesperian Foundation pp. 82-83

Buss, D. (1995). Psychological Sex Differences: Origins through Sexual Selection. American Psychologist, 50(3): 164-68.
Buss, D. 1989. Sex Differences in Human Mate Preferences: Evolutionary Hypotheses Tested
in 37 Cultures. Behavioral and Brain Sciences 12(1):12-17

Bussey, K. and Maughan, B. 1982. Gender differences in moral reasoning. Journal of Personality and Social Psychology, 701-706.

Cabrera, S., Sauer, S. and Thomas‐Hunt, M. 2009. The evolving manager stereotype: The effects of industry gender typing on performance expectations for leaders and their teams. Psychology of Women Quarterly

Carrell, M. and Mann, E. 1993. Defining workforce diversity programs and practices in organizations. Labor Law Journal, 44: 755–764.

Carter, N. and Wagner, H. 2011.The Bottom Line: Corporate Performance and Women’s Representation on Boards. New York: Catalyst

Charness, G. and Gneezy, U. 2015. Strong evidence for gender differences in risk taking. Journal of Economic Behavior & Organization, 83, 50–58.

Childs, S. and Krook, M. 2009. Analysing women’s substantive representation: From critical mass to critical actors. Government and Opposition, 44(2), 125–145.

Chrobot-Mason, D. and Aramovich, N. 2013. The psychological benefits of creating an affirming climate for workplace diversity. Group & Organisation Management, 38(6): 659-689.

Clair, J., Beatty, J. and MacLean, T. 2005. Out of sight but not out of mind: Managing invisible social identities in the workplace. Academy of Management Review, 30(1), 78–95.

Clements, B. 2012. A History of Women in Russia: From Earliest Times to the Present. Bloomington: Indiana University Press: 261-262.

Cochrane, K. 2010. Role models: someone to look up to. [Online] The Guardian: Guardian News and Media Limited.

Collier, P., Honohan, P. and Moene, K. 2001. Implications of Ethnic Diversity. Economic Policy, 16(32), 129-166.

Constable, M. 1996. The Regents on Race and Diversity: Representations and Reflections. Representations, (55), 92-97. doi:10.2307/3043739

Cook, A. and Glass C. 2011. Leadership change and shareholder value: How markets react to the appointments of women. New York: Wiley Periodicals, Inc.

Cox, T. H., and Blake, S. 1991. Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive, 5(3), 45–56.

Cox, T., and Beale, R. 1997. Developing Competency to Manage Diversity. In T. Cox, Developing Competency to Manage Diversity San Francisco: Berrett-Koehler Publishers, Inc. 
Credit Suisse. 2012. Gender Diversity and Corporate Performance. Geneva: Credit Suisse Research Institute

Credit Suisse. 2014. The CS Gender 3000: Women in Senior Management. Geneva: Credit Suisse Research Institute

Day, R. and Allen, T. (2004). The relationship between career motivation and self-efficacy with protégé career success. Journal of Vocational Behavior, 64(1), 72-91.

Daft, R. 2008. Developing Leadership. In R. Daft, The Leadership Experience (p. 333). Mason: Thomson South-Western.

Davidson, M. and Burke R. 2011. Women in management worldwide. Journal of Accounting and Economics, 51(3), 367-381.

Davidson, M. 2014. Women in management worldwide: Progress and prospects. Human Resource Management International Digest, 20(6).

Davis, M., Capobianco, S. and Kraus, L. 2010. Gender Differences in Responding to Conflict in the Workplace: Evidence from a Large Sample of Working Adults. Sex Roles: a Journal of Research, 63: 500-514.

Dawson, J., Kersley, R. and Natella, S. 2016. The CS Gender 3000: The Reward for Change. Geneva: Credit Suisse Research Institute

Deanne, Aguirre and Hoteit, Leila. 2012. Empowering the third billion: Women and the world of work. New York: PriceWaterhouse Coopers

Deaux, K. and Lewis, L. 1984. Structure of gender stereotypes: Interrelationships among components and gender label. Journal of Personality and Social Psychology, 46(5), 991- 1004.

DeBoer, K. 2004. Gender and Competition. How men and women approach work and play differently. Monterey: Coaches Choice

Delphy, C. 1993. Rethinking sex and gender. Womens Studies International Forum, 16(1), 1-9.

Desvaux, George; Devillard, Sandrine and Sancier-Sultan, Sandra. 2015. Women Matter 2015: Women at the top of corporations: Making it happen. Paris: McKinsey&Company.

Desvaux, Georges. et al. 2007. Women matter. Gender diversity, a corporate performance driver. Paris: McKinsey & Company.

Devillard, Sandrine, et al. 2016. Women Matter 2016: Reinventing the workplace to unlock the potential of gender diversity. Paris: McKinsey & Company.

Dezsö, C. and Ross, D. 2013. Does female representation in top management improve firm performance? A panel data investigation. trategic Management Journal, Vol. 33, No. 9. pp. 1072-1089
Dirani, K., Ardichvili, A., Cseh, M. and Zavyalova, E. 2015. Human resource management in Russia, Central and Eastern Europe. Handbook of Human Resource Management in Emerging Markets: 357-370.

Dow, D., Cuypers, I. and Ertug, G. 2008. The effects of within-country linguistic and religious diversity on foreign acquisitions. Journal of International Business Studies,47(3), 319-346.

Durska, M. 2009. Diversity management: key concepts. Warsaw: University of Warsaw.

Eagly, A. Carli, L. 2003. The female leadership advantage: An evaluation of the evidence. Leadership Quarterly, 14, 6, 807-834.

Eagly, A. and Wood, W. 1999. The origins of sex differences in human behavior: Evolved dispositions versus social roles. American Psychologist, 54(6), 408-423.

Eagly, A. H. 1995. The science and politics of comparing women and men. American Psychologist, 50(3), 145-158.

Eagly, A., Johannesen-Schmidt M., Van Engen M. 2003. Transformational, transactional, and laissez-faire leadership styles: a meta-analysis comparing women and men. Psychological bulletin, 2003, 129.4: 569.

Eagly, Alice and Carly, Linda. 2015. Through the Labyrinth: The Truth About How Women Become Leaders. Boston: Harvard Business School Press.

Eccles, J., Wigfield, A., Harold, R. D. and Blumenfeld, P. 1993. Age and Gender Differences in Childrens Self- and Task Perceptions during Elementary School. Child Development, 64(3), 830-847.

Endendijk, J. J., Groeneveld, M. G., Berkel, S. R., Hallers-Haalboom, E. T., Mesman, J., and Bakermans-Kranenburg, M. J. 2015. Gender Stereotypes in the Family Context: Mothers, Fathers, and Siblings. Sex Roles, 68, 577-590.

Ernst&Young. 2014. Women on boards: global approaches to advancing diversity. New York: Ernst&Young Point of View Series

European Commission. 2013. Cost and Effectivess of Diversity. Luxembourg: Office for Official Publications of the European Communities

Farrell, K. and Hersch, P. L. 2015. Additions to corporate boards: The effect of gender. Journal of Corporate Finance, 11, 85–106

Feingold, A. 1994. Gender Differences in Personality: A Meta-Analysis. Psychological Bulletin, 116(3): 429.

Fenwick, G. and Neal, D. J. 2011. Effect of gender composition on group performance. Gender, Work and Organization, 8(2), 205–225.

Fischlmayr, I. and Puchmüller, K. M. 2016. Married, mom and manager – how can this be combined with an international career?. International Journal of Human Resource Management, 27, 7, 744-765.

Flabbi, Luca, et al. 2016. Do female executives make a difference? The impact of female leadership on firm performance and gender gaps in wages and promotions. Ithaca: Cornell University Press.

Folkman and Zenger. 2015. A Study in Leadership: Women Do It Better Than Men. Utah: Zenger Folkman Inc.

Gardenswartz, Lee, and Anita Rowe. 2003. Diverse teams at work: capitalizing on the power of diversity. Alexandria, Va: Society for Human Resource Management.

Glaser, Connie. 2007. Gender Talk Works. 7 Steps for Cracking the Gender Code at Work. New York: Windsor Hall Press.

Global Protection Cluster. 2018. Age, Gender, Diversity. Retrieved from Global Protection Cluster: http://www.globalprotectioncluster.org/en/areas-of- responsibility/age- gender-diversity.html

Gneezy, U., Niederle, M. and Rustichini, A. 2003. Performance in Competitive Environments: Gender Differences. The Quarterly Journal of Economics, 118(3):1049-1074.

Goldberg, C., Lisa M. Finkelstein, Perry, E., & Konrad, A. 2004. Job and Industry Fit: The Effects of Age and Gender Matches on Career Progress Outcomes. Journal of Organizational Behavior, 25(7), 807-829.

Goldin, C. 2004. The Long Road to the Fast Track: Career and Family. The Annals of the American Academy of Political and Social Science, 596, 20-35.

Gorst, Isabel. 2015. Women in business: Gender and income equality in the Russian workplace. [Online] The Financial Times Limited.

Goudreau, Jenna. 2012. A New Obstacle for Professional Women: The Glass Escalator. [online] Forbes.com

Grant Thornton. 2014. Women in Business: From Classroom to Boardroom. London: Grant Thornton

Grant Thornton. 2017. Women in Business: New perspectives on risk and reward. London: Grant Thornton

Grosse, N., Riener, G. and Dertwinkel-Kalt, M. 2014. Explaining Gender Differences in Competitiveness: Testing a Theory on Gender-Task Stereotypes. Science Electronic Journal, 596, 20-35.

Gul, F. A., Srinidhi, B. and Ng, A. 2014. Does board gender diversity improve the informativeness of stock prices? Journal of Accounting and Economics, 51(3), 314-338.

Hafsi, Taïeb and Turgut, Gokhan. 2013. Boardroom diversity and its effect on social performance: Conceptualization and empirical evidence. Journal of Business Ethics, 463-479.

Hall, D., Briscoe, J. and DeMuth, R. (2006). Protean and boundaryless careers: An empirical exploration. Journal of Vocational Behavior, 69(1), 30-47.

Hamilton B, Nickerson J, and Owan H. 2012. Team incentives and worker heterogeneity: An empirical analysis of the impact of teams on productivity and participation. Journal of Political Economic (111(3):465–49

Harris, Phillip et al. 2014. Managing Cultural Differences: Global leadership strategies for the 21st century. London: Routledge: 242-243.

Heilman, M. 2008. Description and Prescription: How Gender Stereotypes Prevent Womens Ascent Up the Organizational Ladder. Journal of Social Issues, 57(4), 657-674.

Heitner, Keri L. 2006. Race, Ethnicity and Religion in the Workplace. Diversity and Inclusion in the Global Workplace. Palgrave Macmillan: 49-67.

Hicks, D. 2002. Spiritual and religious diversity in the workplace. The Leadership Quarterly, 13(4), 379-396.

Higgs, M., Plewnia, U. and Ploch, J. 2005. Influence of team composition and task complexity on team performance. Team Performance Management: An International Journal

Hoffman, C. and Hurst, N. 1990. Gender stereotypes: Perception or rationalization? Journal of Personality and Social Psychology, 58(2), 197-208.

Hofstede, G. and Bonds, R. 1993. Cultural constraints in management theories. Academy of Management Perspectives. 7(1)

Hofstede, G. and Minkov, M. 2011. Cultures and Organizations: Software of the Mind, 3rd ed. New York : McGraw-Hill.

Holmes, Mary. 2007. What is gender? Sociological Approaches. London: Sage Publications

Homan, Astrid C., Daan Van Knippenberg, Gerben A. Van Kleef, and Carsten K. W. De Dreu. 2007. Interacting Dimensions of Diversity: Cross-Categorization and the Functioning of Diverse Work Groups.Group Dynamics: Theory, Research, and Practice 11 (2): 79–94.

Hoogendoorn, S., Oosterbeek, H. and Van Praag, M. 2013. The impact of gender diversity on the performance of business teams: Evidence from a field experiment. Management Science Journal

Hostager, T. and De Meuse, K. (2008). The Effects of a Diversity Learning Experience on Positive and Negative Diversity Perceptions. Journal of Business and Psychology, 23(3/4), 127- 139.

Hultin, M. (1998). Gender Differences in Workplace Authority: Discrimination and the Role of Organizational Leaders. Acta Sociologica, 41(2), 99-113.

Hunt, C. and Crozier, S. 2011. Women in management in Russia. Women in Management Worldwide, 143.

Ibarra, Herminia and Obodaru, Otilia. 2009. Women and the vision thing. Harvard business review

ILO. 2017. Women in business and management: gaining momentum. Geneva: International Labour Office Publications: 463-479

Ittonen, Kim; Miettinen, Johanna and Vähämaa, Sami. 2015. Does female representation on audit committees affect audit fees?. Quarterly Journal of Finance and Accounting: , 596, 20-35

Ishida, H. and Spilerman, S. 2014. Models of Career Advancement in Organizations. European Sociological Review, 18(2), 179-198.

Jehn, Karen; Northcraft, Gregory and Neale, Margaret. 1999. Why differences make a difference: A field study of diversity, conflict and performance in workgroups. Administrative science quarterly: 314-338

Jianakoplos, N. and Bernasek, A. 1998. Are women more risk averse? Economic Inquiry, 36, 620– 630.

Joecks, Jasmin; Pull, Kerstin and Vetter, Karin. 2013. Gender diversity in the boardroom and firm performance: What exactly constitutes a “critical mass?”. Journal of business ethics

Jones, M., Rowell C., Lopéz B., Hernalinda, Pablo García Alfonseca, Inocencia, Fidela, and Felipe. “Gender and Gender Roles.” Callaloo 27, no. 1 (2004): 81-85.

Joy, Lois. 2008. Advancing women leaders: The connection between women board directors and women corporate officers. New York: Catalyst

Kahn, L. 2006. The Gender Pay Gap: Going, Going . . . but Not Gone Declining Significance of Gender?. In Blau F., Brinton M., & Grusky D. (Eds.), Russell Sage Foundation: 37-66.

Kaplan, D., Wiley, J. and Maertz, C. 2011. The role of calculative attachment in the relationship between diversity climate and retention. Human Resource Management Journal.
 Korabik, K. and Ayman, R. 1992. Should women managers have to act like men? Journal of Management Development, 8, 23-32.

Kour, R. and Andotra, N. 2016. Leadership Styles and Job Satisfaction among Employees: A Study of Women Leaders in J&K Service Sectors. International Journal on Leadership, 4(1).

Lau, V. and Shaffer, M. 1999. Career success: The effects of personality. Career development international, 4(4), 225-231.

Lent, R., Brown, S. and Hackett, G. (2000). Contextual supports and barriers to career choice: A social cognitive analysis. Journal of counseling psychology, 47(1), 36.
Lent, R. 2015. A Social Cognitive View of Career Development and Counseling. Career development and counseling: Putting theory and research to work (pp. 101-127). Hoboken, NJ, US: John Wiley & Sons Inc.

Liff, S. and Ward, K. 2002) Distorted Views Through the Glass Ceiling: The Construction of Womens Understandings of Promotion and Senior Management Positions. Gender, Work and Organization, 8(1), 19-36.

London, M. 1983. Toward a Theory of Career Motivation. The Academy of Management Review, 8(4), 620-630.

Lounsbury, J., Loveland, J., Sundstrom, E., Gibson, L., Drost, A. and Hamrick, F. (2013). An investigation of personality traits in relation to career satisfaction. Journal of Career Assessment, 11(3), 287-307.

Lovett, D. and Lowry, C. 1994. “Good Old Boys” and “Good Old Girls” Clubs: Myth or Reality?. Journal of Sport Management, 8, 1, 27-35.

Lv J. and Zhang G. 2015. The Mechanisms of Knowledge Heterogeneity on Creativity of Knowledge Teams: An Interactive Cognition Perspective. Acta Psychologica Sinica

Mahadeo, J. D., Soobaroyen, T. and Hanuman, V. O. (2016). Board composition and financial performance: Uncovering the effects of diversity in an emerging economy. Journal of Business Ethics, 105, 375–388.

Mandell, B. and Pherwani, S. 2013. Relationship between Emotional Intelligence and Transformational Leadership Style: A Gender Comparison. Journal of Business and Psychology, 17(3), 387-404. Retrieved from http://www.jstor.org/stable/25092828

Martins, L., Eddleston, K. and Veiga, J. 2002. Moderators of the Relationship between Work- Family Conflict and Career Satisfaction. The Academy of Management Journal, 45(2), 399-409.

Masella, P. 2013. National identity and ethnic diversity. Journal of Population Economics, 26(2), 437-454.

McCarthy, C., Rezai-Rashti, G. and Teasley, C. 2009. Race, Diversity, and Curriculum in the Era of Globalization. Curriculum Inquiry, 39(1), 75-96.

McDonald, S. 2011. What’s in the “old boys” network? Accessing social capital in gendered and racialized networks. Social Networks, 33, 4, 317-330.

McQuerrey, L. (2014). The Advantages of Diverse Ages in the Workplace. Retrieved April 22, 2018, from Small Business: http://smallbusiness.chron.com/advantages- diverse-ages- workplace-17928.html

Mctavish, Duncan and Miller, Karen. 2007. Women in Leadership and management (part: Collins J., Singh V.: Exploring tender leadership). Cheltenham: Edvard Elgar.

Meijers, F., Kuijpers, M. and Gundy, C. 2013. The relationship between career competencies, career identity, motivation and quality of choice. International Journal for Educational and Vocational Guidance, 13(1), 47-66.

Milliken, F. and Martins, L. 1996. Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups. The Academy of Management Review, 21(2), 402.

Millward, L. and Freeman, H. 2012. Role Expectations as Constraints to Innovation: The Case of Female Managers. Creativity Research Journal, 14(1), 93-109.

Mirvis, P., and D. Hall. 1999. Psychological Success and the Boundaryless Career. Journal of Organizational Behavior 15(4): 365-80.

Mitchell, M. 2015. The Dimensions of Diversity: Teaching Non-Western Works in Introductory Philosophy Courses. Dialogue, 57(2), 383-408.

Munjuri, M. 2011. Factors affecting career advancement. DBA Africa management review, 1(1), 93-117.

Murray, C. 2015. Barriers and Challenges Minority Men and Women Experienced With Senior Executive Service Advancement. Journal of Psychological Issues in Organizational Culture, 6(1):16-37.

Nafukho, F., Roessler, R, and Kacirek, K. 2014. Disability as a Diversity Factor: Implications for Human Resource Practices.

Nelson, J. A. 2015. Are Women Really More Risk-Averse Than Men? A Re-Analysis Of The Literature Using Expanded Methods. Journal of Economic Surveys, 29(3), 566-585.

Nielsen, B. and Nielsen, S. 2012. Top management team nationality diversity and firm performance: A multilevel study. Strategic Management Journal, 34(3): 73-382.

Niles, S., Amundson, N. and Neault, R. 2011. Career Flow: A Hope-Centered Approach to Career Development, 1e: 240-247

Noe, R., Noe, A. and Bachhuber, J. 1990. An investigation of the correlates of career motivation. Journal of Vocational Behavior, 37, 3, 340-356.

Onkvisit, Sak, and John J. Shaw. 2015. Personality as a Predictor Variable: Problems and Implications. Proceedings of the 1983 Academy of Marketing Science (AMS) Annual Conference Developments in Marketing Science: 104–9.

Ozanian, Michael. 2010. Girls Rule. Forbes [online].

Parrotta, Pierpaolo, and Smith, Nina. 2013. Female-Led Firms: Performance and Risk Attitudes. Bonn: IZA.

Patrick, H. and Kumar, V. 2013. Managing workplace diversity: Issues and challenges. Sage Open, 2(2): 215-220

Paul, Jr. Costa, Antonio Terracciano, and Robert R. Mccrae. 2001. “Gender Differences in Personality Traits across Cultures: Robust and Surprising Findings.” Journal of Personality and Social Psychology 81 (2): 322–31. doi:10.1037//0022-3514.81.2.322.

Powell, G. 1990. One More Time: Do Female and Male Managers Differ? The Executive, 4(3), 68-75. Retrieved from http://www.jstor.org/stable/4164966

Prasad, P., Pringle, J. and Konrad, A. 2006. Examining the contours of workplace diversity: Concepts, contexts and challenges. In A. M. Konrad, P. Prasad, & J. K. Pringle (Eds.), Handbook of workplace diversity, London: Sage: 1-22

Prat, A. 2011. Should a team be homogeneous? European Economic Review. 46(7):1187–1207

Price, K., Harrison, D., Gavin, J. and Florey, A. 2002. Time, Teams, And Task Performance: Changing Effects Of Surface- And Deep-Level Diversity On Group Functioning. Academy of Management Journal, 45(5), 1029-1045. doi:10.2307/3069328

Quigley, N. and Tymon. W. Jr. 2006. Toward an integrated model of intrinsic motivation and career self-management. Career Development International, 11(6), 522-543.

Quintana-García C. and Marta, M. E. 2017. The Effect of the External Labor Market on the Gender Pay Gap among Executives. Ilr Review, 70, 1, 132-159.

Riggs, F. 2002. Globalization, Ethnic Diversity, and Nationalism: The Challenge for Democracies. The Annals of the American Academy of Political and Social Science, 581, 35-47.

Rose, M. and Lowery, C. R. 1992. Gender differences in moral reasoning: a comparison of the use of justice and care orientations. Psychology of Gender / Edited by Carol Nagy Jacklin.

Rosenbloom, J., Ash, A., Dupont, B. and Coder, L. 2008. Why are there so few women in charge? Assessing the role of personality in career choices. Journal of Economic Psychology, 29(4), 543-554.

Salomon, M. Schork, J. 2013. Turn diversity to your advantage. Research Technology Management, 46(4), 37-44.

Sandberg, S. 2015. Women in the Workplace – 2015. Paris: McKinsey&Company

Santuzzi, A. and Waltz, P. R. 2016. Disability in the workplace: A unique and variable identity. Journal of Management, 42(5), 1111–1135.

Sätre Åhlander, A. 2010. Women and the social economy in transitional Russia. Annals of Public and Cooperative Economics, 71(3), 441-465.

Schein, E. 1996. Career anchors revisited: Implications for career development in the 21st century. The Academy of Management Executive, 10(4), 80-88.

Seibert, S. and Kraimer, M. (2001). The five-factor model of personality and career success. Journal of vocational behavior, 58(1), 1-21.

Shields, S. 1982. The Variability Hypothesis: The History of a Biological Model of Sex Differences in Intelligence. Signs, 7(4), 769-797.

Singh, V., Vinnicombe, S. and Turnbull, K. 2011. Constructing a professional identity: how young female managers use role models. Emerald Group Publishing Limited.

Smith, R.2015). Money, Benefits, and Power: A Test of the Glass Ceiling and Glass Escalator Hypotheses. The Annals of the American Academy of Political and Social Science, 639, 149-172.

Snowdon, Graham. 2017. Women still face a glass ceiling. [Online] The Guardian: Guardian News and Media Limited.

Snyder, K. and Green, A. 2008. Revisiting the Glass Escalator: The Case of Gender Segregation in a Female Dominated Occupation. Social Problems, 55(2), 271-299.

Soares, Rachel; Marquis, Christopher and Lee, Matthew. Gender and corporate social responsibility: it’sa matter of sustainability. New York: Catalyst

Sperling, V. 1999. Organizing women in contemporary Russia: Engendering transition. Cambridge University Press.

Stanford Insights. 2016. Diversity and Work Group Performance. [online]. Stanford Graduate School of Business

Super, D. 1990. A life-span, life-space approach to career development. Journal of vocational behavior, 16(3), 282-298.

Swanson, J., Daniels, K. and Tokar, D. (1996). Assessing perceptions of career-related barriers: The Career Barriers Inventory. Journal of Career Assessment, 4(2), 219-244.

Taket, A. 1998. “Diversity Management: Triple Loop Learning.” Journal of the Operational Research Society 49 (3): 293–97.

Taylor, S., Bogdan, R. and DeVault, M. 2015. Introduction to qualitative research methods: A guidebook and resource. John Wiley & Sons.

Terjesen, Siri and Singh, Val. 2008. Female presence on corporate boards: A multi-country study of environmental context. Journal of business ethics

Tharenou, P. 1997. Explanations of managerial career advancement. Australian Psychologist, 32(1), 19-28.

Trifilova, A., Iakovleva, T., Doszhan, R. and Ermekbayeva, B. 2014. Women entrepreneurs and types of innovation: Cases of Russia and Kazakhstan. Handbook of Human Resource Management in Emerging Markets, 10-14.

Wajcman, J. 1996. Desperately Seeking Differences: Is Management Style Gendered? British Journal of Industrial Relations, 34(3), 333-349.

Wajcman, J. 2013. Managing Like a Man: Women and Men in Corporate Management. New York: John Wiley & Sons.

Williams-Whitt, K. and Taras, D. 2010. Disability and the performance paradox: Can social capital bridge the divide? British Journal of Industrial Relations, 48(3), 534–559.

Wilson, N. and Altanlar, A.. 2009. Director characteristics, gender balance and insolvency risk: an empirical study.Gender Balance and Insolvency Risk: An Empirical.

Wirth, Linda, 2001. Breaking through the glass ceiling. Geneva: International Labour Office.

Wittenberg-Cox, A. 2010. How women mean business. England: John Wiley & Sons Ltd.

Wolfers, J. 2006. Diagnosing Discrimination: Stock Returns and CEO Gender. Journal of the European Economic Association, 4(2-3), 531-541.

Wrohlich, Katharina. 2015. Gender pay gap varies greatly by occupation. Berlin: Deutsches Institut für Wirtschaftsforschung

Xue, Y., Bradley, J. and Liang, H. 2011. Team climate, empowering leadership, and knowledge sharing. Journal of Knowledge Management, 15, 2, 299-312

Заказать новую

Лучшие эксперты сервиса ждут твоего задания

от 5 000 ₽

Не подошла эта работа?

Закажи новую работу, сделанную по твоим требованиям

Последние выполненные заказы

Хочешь уникальную работу?

Больше 3 000 экспертов уже готовы начать работу над твоим проектом!

Наличие красного диплома УрГЮУ по специальности юрист. Опыт работы в профессии - сфера банкротства. Уровень выполняемых работ - до магистерских диссертаций. Написан... Читать все

Наличие красного диплома УрГЮУ по специальности юрист. Опыт работы в профессии - сфера банкротства. Уровень выполняемых работ - до магистерских диссертаций. Написание письменных работ для меня в удовольствие.Всегда качественно.

#Кандидатские #Магистерские

60 Выполненных работ

Добрый день, работаю в сфере написания студенческих работ более 7 лет. Всегда довожу своих студентов до защиты с хорошими и отличными баллами (дипломы, магистерские ди... Читать все

Добрый день, работаю в сфере написания студенческих работ более 7 лет. Всегда довожу своих студентов до защиты с хорошими и отличными баллами (дипломы, магистерские диссертации, курсовые работы средний балл - 4,5). Всегда на связи!

#Кандидатские #Магистерские

138 Выполненных работ

Закончила ГУУ с отличием "Бухгалтерский учет, анализ и аудит". Выполнить разные работы: от рефератов до диссертаций. Также пишу доклады, делаю презентации, повышаю уни... Читать все

Закончила ГУУ с отличием "Бухгалтерский учет, анализ и аудит". Выполнить разные работы: от рефератов до диссертаций. Также пишу доклады, делаю презентации, повышаю уникальности с нуля. Все работы оформляю в соответствии с ГОСТ.

#Кандидатские #Магистерские

0 Выполненных работ

Более 5 лет помогаю в написании работ от простых учебных заданий и магистерских диссертаций до реальных бизнес-планов и проектов для открытия своего дела. Имею два об... Читать все

Более 5 лет помогаю в написании работ от простых учебных заданий и магистерских диссертаций до реальных бизнес-планов и проектов для открытия своего дела. Имею два образования: экономист-менеджер и маркетолог. Буду рада помочь и Вам.

#Кандидатские #Магистерские

55 Выполненных работ

Мне нравится изучать все новое, постоянно развиваюсь. Могу написать и диссертацию и кандидатскую. Есть опыт в различных сфера деятельности (туризм, экономика, бухучет... Читать все

Мне нравится изучать все новое, постоянно развиваюсь. Могу написать и диссертацию и кандидатскую. Есть опыт в различных сфера деятельности (туризм, экономика, бухучет, реклама, журналистика, педагогика, право)

#Кандидатские #Магистерские

39 Выполненных работ

Здравствуйте. Занимаюсь выполнением работ более 14 лет. Очень большой опыт. Более 400 успешно защищенных дипломов и диссертаций. Берусь только со 100% уверенностью. Ск... Читать все

Здравствуйте. Занимаюсь выполнением работ более 14 лет. Очень большой опыт. Более 400 успешно защищенных дипломов и диссертаций. Берусь только со 100% уверенностью. Скорее всего Ваш заказ будет выполнен раньше срока.

#Кандидатские #Магистерские

694 Выполненных работы

Серьезно отношусь к тренировке собственного интеллекта, поэтому постоянно учусь сама и с удовольствием пишу для других. За 15 лет работы выполнила более 600 дипломов и... Читать все

Серьезно отношусь к тренировке собственного интеллекта, поэтому постоянно учусь сама и с удовольствием пишу для других. За 15 лет работы выполнила более 600 дипломов и диссертаций, Есть любимые темы - они дешевле обойдутся, ибо в радость)

#Кандидатские #Магистерские

76 Выполненных работ

Специальность "Государственное и муниципальное управление" Кандидатскую диссертацию защитил в 2006 г. Дополнительное образование: Оценка стоимости (бизнеса) и госфин... Читать все

Специальность "Государственное и муниципальное управление" Кандидатскую диссертацию защитил в 2006 г. Дополнительное образование: Оценка стоимости (бизнеса) и госфинансы (Казначейство). Работаю в финансовой сфере более 10 лет. Банки,риски

#Кандидатские #Магистерские

123 Выполненных работы