Skip to main content
SpringerLink
Log in

Attitudes towards women’s career advancement in Latin America: The moderating impact of perceived company international proactiveness

  • Original Article
  • Published:
Journal of International Business Studies Aims and scope Submit manuscript

Abstract

While companies operating in Latin America have witnessed increased female leadership participation, the region remains characterized by traditional gender role attitudes. This juxtaposition of traditional machismo attitudes towards women along with progress in women’s leadership participation make this setting ideal for examining a topic of continued worldwide debate: women’s career advancement. This study examines attitudes towards the career advancement of women—a historically marginalized group in Latin America. Building on the extant literature, we test the negative association between traditional gender role orientations and attitudes towards women’s career advancement, both directly and via a mediated relationship through acceptance of women in the workplace. We then theoretically and empirically extend this literature by examining an important context-related moderator—a company’s international proactiveness—which we contend serves as a mechanism for keeping traditional machismo attitudes from manifesting. We examine these relationships within a sample of 973 respondents within the Latin American countries of Argentina, Bolivia, Brazil, Chile, Colombia, Dominican Republic, Ecuador, Mexico, Panama, Peru, and Venezuela. Our findings support our hypotheses and provide practical insight into the important, yet generally not considered effects of a company’s internationalization efforts on attitudes towards the career advancement of women.

Résumé

Alors que les entreprises opérant en Amérique latine ont vu la participation accrue de femmes aux fonctions de direction, la région reste caractérisée par des attitudes traditionnelles associées au rôle des genres. Cette juxtaposition d’attitudes traditionnelles machistes envers les femmes et de progrès dans la participation des femmes aux fonctions de direction rend ce contexte idéal pour examiner un sujet continu de débat mondial : l’avancement professionnel des femmes. Cette étude examine les attitudes envers l’avancement professionnel des femmes — un groupe historiquement marginalisé en Amérique latine. S’appuyant sur la littérature existante, nous testons l’association négative entre les orientations sur le rôle traditionnel des genres et les attitudes envers l’avancement professionnel des femmes, tant directement que par une relation de médiation par l’acceptation des femmes sur le lieu de travail. Nous avons ensuite théoriquement et empiriquement prolongé cette littérature en examinant un important modérateur lié au contexte — la proactivité à l’international d’une entreprise — qui, pour nous, sert de mécanisme pour empêcher les attitudes machistes traditionnelles de se manifester. Nous étudions ces relations sur un échantillon de 973 personnes dans les pays d’Amérique latine d’Argentine, de Bolivie, du Brésil, du Chili, de Colombie, de République dominicaine, d’Equateur, du Mexique, du Panama, du Pérou et du Venezuela. Nos résultats confirment nos hypothèses et fournissent des éclairages utiles sur l’importance des effets, pourtant généralement non considérés, des efforts d’internationalisation d’une entreprise sur les attitudes envers l’avancement professionnel des femmes.

Resumen

Mientras que las empresas con operaciones en América Latina han sido testigo de aumento en la participación del liderazgo femenino, la región sigue caracterizándose por actitudes de roles tradicionales de género. Esta yuxtaposición de las actitudes machistas tradicionales hacia las mujeres junto con el progreso en la participación del liderazgo de las mujeres hacen este el escenario ideal para examinar un tema de debate que continua en todo el mudo: la promoción profesional de las mujeres. Este estudio examina actitudes hacia la promoción profesional de las mujeres –un grupo históricamente marginado en América Latina. Partiendo de la literatura existente, probamos una asociación negativa entre las orientaciones de roles de genero tradicional y las actitudes hacia la promoción profesional de las mujeres. Luego, extendemos teórica y empíricamente esta literatura examinando un moderador importante de contexto - la proactividad internacional de la empresa – la cual nosotros contendemos sirve como un mecanismo para controlar que las actitudes tradicionales machistas se manifiesten. Examinamos estas relaciones en una muestra de 973 encuestados en países Latinoamericanos de Argentina, Bolivia, Brasil, Chile, Colombia, República Dominicana, Ecuador, México, Perú y Venezuela. Nuestros resultados apoyan nuestra hipótesis y proveen reflexiones prácticas sobre la importancia, aunque generalmente no consideradas, de los efectos de las actividades de internacionalización de una empresa en las actitudes hacia la promoción de las mujeres.

Resumo

Embora as empresas que operam na América Latina tenham testemunhado o aumento da participação da liderança feminina, a região continua a ser caracterizada por atitudes tradicionais do papel do gênero. Essa justaposição de atitudes machistas tradicionais em relação às mulheres, juntamente com o progresso na participação das mulheres na liderança, tornam esse cenário ideal para examinar um tópico de contínuo debate no mundo: a progressão na carreira das mulheres. Este estudo analisa as atitudes em relação à progressão na carreira de mulheres - um grupo historicamente marginalizado na América Latina. Com base na literatura existente, testamos a associação negativa entre orientações e atitudes tradicionais do papel de gênero em relação à progressão na carreira das mulheres, quer diretamente, quer através de uma relação mediada por meio da aceitação de mulheres no local de trabalho. Em seguida, ampliamos teórica e empiricamente essa literatura examinando um importante moderador relacionado ao contexto - a proatividade internacional da empresa - que nós propomos servir como um mecanismo para evitar que atitudes machistas tradicionais se manifestem. Examinamos esses relacionamentos em uma amostra de 973 entrevistados nos países latino-americanos da Argentina, Bolívia, Brasil, Chile, Colômbia, República Dominicana, Equador, México, Panamá, Peru e Venezuela. Nossas descobertas apoiam as nossas hipóteses e fornecem uma percepão prática sobre os importantes efeitos, embora geralmente desconsiderados, de esforços de internacionalização de uma empresa sobre atitudes em relação à progressão na carreira das mulheres.

概要

在拉丁美洲运营的公司都目睹了女性领导力参与的增加,然而该地区仍以传统性别角色观念为特征。对待妇女的传统的大男子主义观念与女性领导力参与的进步的并行,成为研究持续的国际辩论话题的理想环境:女性的职业发展。本研究探讨对妇女职业发展的态度 — 历史上在拉丁美洲妇女是被边缘化的群体。基于现有文献,我们直接或间接地通过在工作场所妇女被接收的调解关系来测试传统性别角色定位和对妇女职业发展态度之间的负相关。我们然后通过审查与情境相联的一个重要调节因子,— 一个公司的国际主动性 — 我们认为它是使传统的大男子主义观念不易显现的机制,在理论和实证上拓展了文献。我们在阿根廷,玻利维亚,巴西,智利,哥伦比亚,多明尼加共和国,厄瓜多尔,墨西哥,巴拿马,秘鲁和委内瑞拉的拉美国家的973受访者样本中研究了这些关系。我们的研究结果支持我们的假设,并对重要的而一般还未被考虑到的公司国际化努力对妇女职业发展态度的影响提供了务实的洞察力。

This is a preview of subscription content, log in via an institution to check access.

Access this article

Log in via an institution

Price excludes VAT (USA)
Tax calculation will be finalised during checkout.

Instant access to the full article PDF.

Institutional subscriptions

Figure 1
Figure 2
Figure 3

Similar content being viewed by others

References

  • Abramo, L., & Valenzuela, M. E. 2005. Women’s labour force participation in Latin America. International Labor Review, 144(4): 369–399.

    Article  Google Scholar 

  • Adler, N. J. 1999. Global leaders: Women of influence. In G. N. Powell (Ed), Handbook of gender & work: 239–261. Thousand Oaks, CA: Sage.

    Chapter  Google Scholar 

  • Adler, N. J. 2002. Global managers: No longer men alone. International Journal of Human Resource Management, 13(5): 743–760.

    Article  Google Scholar 

  • Almond, P., & Ferner, A. 2006. American multinationals in Europe: Managing employment relations across national borders. Oxford: Oxford University Press.

    Book  Google Scholar 

  • Aycan, Z. 2004. Key success factors for women in management in Turkey. Applied Psychology: An International Review, 53(3): 453–477.

    Article  Google Scholar 

  • Baron, R. M., & Kenny, D. A. 1986. The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6): 1173–1182.

    Article  Google Scholar 

  • Barreto, M., & Ellemers, N. 2013. Sexism in contemporary societies: How it is expressed, perceived, confirmed and resisted. In M. K. Ryan, & N. R. Branscombe (Eds), The Sage Handbook of Gender and Psychology: 289–306. London: Sage.

    Chapter  Google Scholar 

  • Bauer, T. N., Morrison, E. W., & Callister, R. R. 1998. Organizational socialization: A review and directions for future research. In G. R. Ferris (Ed), Research in personnel and human resource management, Vol. 16: 149–214. Stamford, CT: JAI.

  • Beck, T., & Demirguc-Kunt, A. 2006. Small and medium-size enterprises: Access to finance as a growth constraint. Journal of Banking & Finance, 30(11): 2931–2943.

    Article  Google Scholar 

  • Bello, D., Kwok, L., Radebaugh, L., Tung, R. L., & Van Witteloostuijn, A. 2009. From the editors: Student samples in international business research. Journal of International Business Studies, 40(3): 361–364.

    Article  Google Scholar 

  • Bem, S. 1993. The lenses of gender: Transforming the debate on sexual inequality. New Haven, CT: Yale University Press.

    Google Scholar 

  • Beneria, L. 2001. Shifting the risk: New employment patterns, informalization, and women’s work. International Journal of Politics, Culture and Society, 15(1): 27–53.

    Article  Google Scholar 

  • Brannen, M. Y., Piekkari, R., & Tietze, S. 2014. The multifaceted role of language in international business: Unpacking the forms, functions and features of a critical challenge to MNC theory and performance. Journal of International Business Studies, 45(5): 495–507.

    Article  Google Scholar 

  • Brislin, R. W. 1980. Back-translation for cross-cultural research. Journal of Cross-Cultural Psychology, 1(3): 185–216.

    Article  Google Scholar 

  • Brown, E. R., Diekman, A. B., & Schneider, M. C. 2011. A change will do us good: Threats diminish typical preferences for male leaders. Personality and Social Psychology Bulletin, 37(7): 930–941.

    Article  Google Scholar 

  • Bullough, A. Kroeck, K. G., Newburry, W., Kundu, S. K., & Lowe, K. B. 2012. Women’s political leadership participation around the world: An institutional analysis. Leadership Quarterly, 23(3): 398–411.

    Article  Google Scholar 

  • Bunderson, J. S. 2003. Recognizing and utilizing expertise in work groups: A status characteristics perspective. Administrative Science Quarterly, 48(4): 557–591.

    Article  Google Scholar 

  • Cable, D. M., & Parsons, C. K. 2001. Socialization tactics and person-organization fit. Personnel Psychology, 54(1): 1–23.

    Article  Google Scholar 

  • Cárdenas, M. C., Eagly, A., Salgado, E., Goode., W., Heller, L. I., Jaúregui, K., Galarza Quirós, N., Gormaz, N., Bunse, S., Godoy, M. J., Rocha Sánchez, T. E., Navarro, M., Sosa, F., Aguilera, Y., Schulmeyer, M., Tanure, B., Naranjo, M., Soto, B. H., Darre, S., & Tunqui, R. C. 2014. Latin American female business executives: An interesting surprise. Gender in Management: An International Journal, 29(1): 2–24.

    Article  Google Scholar 

  • Castaño, N., Sully de Luque, M. F., Wernsing, T., Ogliastri, E., Gabel Shemueli, R., Fuchs, R. M., & Robles-Flores, J. A. 2015. El Jefe: Differences in expected leadership behaviors across Latin American countries. Journal of World Business, 50: 584–597.

    Article  Google Scholar 

  • Catalyst. 2015. Pyramid: Women in S&P 500 Companies. New York: Catalyst, www.catalyst.org/knowledge/women-sp-500-companies. Accessed January 8, 2016.

  • Chang, S. J., van Witteloostuijn, A., & Eden, L. 2010. Common method variance in international business research. Journal of International Business Studies, 41(2): 178–184.

    Article  Google Scholar 

  • Cohen, L.E., Broschak, J.P., & Haveman, H.A. 1998. And then there were more: The effect of organizational sex composition on the hiring and promotion of managers. American Sociological Review, 63(5): 711–727.

    Article  Google Scholar 

  • Contractor, F. J., Kundu, S. K., & Hsu, C. 2003. A three stage theory of international expansion: The link between multinationality and performance in the service sector. Journal of International Business Studies, 34(1): 5–18.

    Article  Google Scholar 

  • Correll, S. J., Benard, S., & Paik, I. 2007. Getting a job: Is there a motherhood penalty? American Journal of Sociology, 112(5): 1297–1339.

    Article  Google Scholar 

  • Cuervo-Cazurra, A., & Dao, L. 2009a. Structural reform and firm exports. Management International Review, 49(4): 479–507.

    Article  Google Scholar 

  • Cuervo-Cazurra, A., & Dao, L. 2009b. Promarket reforms and firm profitability in developing countries. Academy of Management Journal, 52(6): 1348–1368.

    Article  Google Scholar 

  • Deephouse, D. L. 1997. Does isomorphism legitimate? Academy of Management Journal, 39(4): 1024–1039.

    Article  Google Scholar 

  • Dencker, J.C. 2008. Corporate restructuring and sex difference in promotion. American Sociological Review, 73(3): 455–476.

    Article  Google Scholar 

  • Derks, B., van Laar, C., Ellemers, N., & de Groot, K. 2011. Gender-bias primes elicit queen-bee responses among senior policewomen. Psychological Science, 22(10): 1243–1249.

    Article  Google Scholar 

  • Dezso, C. L., & Ross, D. G. 2012. Does female representation in top management improve firm performance? A panel data investigation. Strategic Management Journal, 33(9): 1072–1089.

    Article  Google Scholar 

  • Dheer, R. J. S., Lenartowicz, T., & Peterson, M. J. 2015. Mapping India’s regional subcultures: Implications for international management. Journal of International Business Studies, 46: 443–467.

    Article  Google Scholar 

  • DiTomaso, N., Post, C., Smith, R. D., Farris, G. F., & Cordero, R. 2007 Effects of structural position on allocation and evaluation decisions for scientists and engineers in industrial R&D. Administrative Science Quarterly, 52(2): 175–207.

    Google Scholar 

  • Duguid, M. 2011. Female tokens in high-prestige work-groups: Catalysts or inhibitors of group diversification? Organizational Behavior and Human Decision Processes, 116(1): 104–115.

    Article  Google Scholar 

  • Eagly, A. H. 1987. Sex differences in social behavior: A social-role interpretation. Hillsdale, NJ: Erlbaum.

    Google Scholar 

  • Eagly, A. H., Diekman, A. B., Johannesen-Schmidt, M. C., & Koenig, A. M. 2004. Gender gaps in sociopolitical attitudes: A social psychological analysis. Journal of Personality and Social Psychology, 87(6): 796–816.

    Article  Google Scholar 

  • Eagly, A. H., & Karau, S. J. 1991. Gender and the emergence of leaders: A meta-analysis. Journal of Personality and Social Psychology, 60(5): 685–710.

    Article  Google Scholar 

  • Eagly, A. H., & Karau, S. J. 2002. Role congruity theory of prejudice toward female leaders, Psychological Bulletin, 109(3): 573–598.

    Google Scholar 

  • Eagly, A. H., & Mladinic, A. 1989. Gender stereotypes and attitudes toward women and men. Personality and Social Psychology Bulletin, 15(4): 543–558.

    Article  Google Scholar 

  • ECLAC—Economic Commission for Latin America and the Caribbean. 2014. Online statistics—Ratio of girls to boys in primary, secondary and tertiary education. http://estadisticas.cepal.org/cepalstat/WEB_CEPALSTAT/Portada.asp, Accessed May 4, 2014.

  • Edwards, J. R., & Lambert, L. S. 2007. Methods for integrating moderation and mediation: A general analytical framework using moderated path analysis. Psychological Methods, 12(1): 1–22.

    Article  Google Scholar 

  • Ellemers, N., Rink, F., Derks, B., & Ryan, M. K. 2012. Women in high places: When and why promoting women into top positions can harm them individually or as a group (and how to prevent this), Research in Organizational Behavior, 32: 163–187.

    Article  Google Scholar 

  • Ellemers, N., Van den Heuvel, H., De Gilder, D., Maass, A., & Bonvini, A. 2004. The underrepresentation of women in science: Differential commitment or the queen bee syndrome? British Journal of Social Psychology, 43(3): 315–338.

    Article  Google Scholar 

  • Ely, R. J. 1994. The effects of organizational demographics and social identity on relationships among professional women. Administrative Science Quarterly, 39(2): 203–238.

    Article  Google Scholar 

  • Ely, R. J., & Thomas, D. A. 2001. Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46(2): 229–273.

    Article  Google Scholar 

  • Fainshmidt, S., Judge, W. Q., Aguilera, R. V., & Smith, A. 2016. Varieties of institutional systems: A contextual taxonomy of understudied countries. Journal of World Business, doi:10.1016/j.jwb.2016.05.003.

  • Feldman, D. C. 1989. Careers in organizations: Recent trends and future directions. Journal of Management, 15(2): 135–156.

    Article  Google Scholar 

  • Ferner, A., Belanger, J., Tregaskis, O., Morley, M., & Quintanilla, J. 2013. US multinationals and the control of subsidiary employment policies. Industrial & Labor Relations Review, 66(3): 645–669.

    Article  Google Scholar 

  • Fletcher, J., & Bailyn, L. 2005. The equity imperative: Redesigning work for work–family integration. In E. Kossek, & S. J. Lambert (Eds), Work and life integration: Organizational, cultural, and individual perspectives: 171–189. Mahwah, NJ: Erlbaum.

    Google Scholar 

  • Fleury, A., & Fleury, M. T. L. 2011. Brazilian multinationals: Competences for internationalization. Cambridge University Press, Cambridge.

    Book  Google Scholar 

  • Flores, R., Aguilera, R. V., Mahdian, A., & Vaaler, P. M. 2013. How well do supranational regional grouping schemes fit international business research models? Journal of International Business Studies, 44(5): 451–474.

    Article  Google Scholar 

  • French, J. D., & James, D. 1997. The gendered worlds of Latin American women workers: From household and factory to the union hall and ballot box. Durham, NC: Duke University Press.

    Google Scholar 

  • Garcia-Retamero, R., & Lopez-Zafra, E. 2006. Prejudice against women in male-congenial environments: Perceptions of gender role congruity in leadership. Sex Roles, 55(1): 51–61.

    Article  Google Scholar 

  • Gelfand, M. J., Nishii, L., & Raver, J. 2006. On the nature and importance of cultural tightness-looseness. Journal of Applied Psychology, 91(6): 1225–1244.

    Article  Google Scholar 

  • George, E., & Chattopadhyay, P. 2002. Do differences matter? Understanding demography-related effects in organisations. Australian Journal of Management, 27(1): 47–57.

    Article  Google Scholar 

  • Gibson, C. B. 1995. An investigation of gender differences in leadership across four countries. Journal of International Business Studies, 26(2): 255.

    Article  Google Scholar 

  • Grant Thornton. 2013. Women in senior management: Setting the stage for growth. Grant Thornton International Business Report 2013.

  • Grant Thornton. 2014. Women in business: From classroom to boardroom. Grant Thornton International Business Report 2014.

  • Gutek, B. A., Searle, S., & Klepa, L. 1991. Rational versus gender role explanations for work–family conflict. Journal of Applied Psychology, 76(4): 560–568.

    Article  Google Scholar 

  • Haslam, S. A., & Ryan, M. K. 2008. The road to the glass cliff: Differences in the perceived suitability of men and women for leadership positions in succeeding and failing organizations. Leadership Quarterly, 19(5): 530–546.

    Article  Google Scholar 

  • Hausmann, R., Tyson, L. D., & Zahidi, S. 2011. The global gender gap report 2011. World Economic Forum: Geneva.

    Google Scholar 

  • Hayes, A. F. 2013. Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York, NY: Guilford Press.

    Google Scholar 

  • Hayes, A. F., & Preacher, K. J. 2013. Conditional process modeling: Using structural equation modeling to examine contingent causal processes. In G. R. Hancock, & R. O. Mueller (Eds), Structural equation modeling: A second course (2nd edn): 219–266. Greenwich, CT: Information Age Publishing.

    Google Scholar 

  • Hearn, J., Jyrkinen, M., Piekkari, R., & Oinonen, E. 2008. “Women home and away”: Transnational managerial work and gender relations. Journal of Business Ethics, 83(1): 41–54.

    Article  Google Scholar 

  • Heilman, M. E., & Okimoto, T. G. 2007. Averting penalties for women’s success: Rectifying the perceived communality deficiency. Journal of Applied Psychology, 92(1): 81–92.

    Article  Google Scholar 

  • Heilman, M. E., Wallen, A. S., Fuchs, D., & Tamkins, M. M. 2004. Penalties for success: Reactions to women who succeed at male gender-typed tasks. Journal of Applied Psychology, 89(3): 416–427.

    Article  Google Scholar 

  • Higgins, M. C., & Thomas, D. A. 2001. Constellations and careers: Toward understanding the effects of multiple developmental relationships. Journal of Organizational Behavior, 22(3): 223–247.

    Article  Google Scholar 

  • Hogg, M. A., & Terry, D. J. 2000. Social identity and self-categorization processes in organizational contexts. Academy of Management Review, 25(1): 121–140.

    Google Scholar 

  • Hoobler, J. M., Lemmon, G., & Wayne, S. J. 2014. Women’s managerial aspirations: An organizational development perspective. Journal of Management, 40(3): 703–730.

    Article  Google Scholar 

  • Hoobler, J. M., Wayne, S. J., & Lemmon, G. 2009. Bosses’ perceptions of family–work conflict and women’s promotability: Glass ceiling effects. Academy of Management Journal, 52(5): 939–957.

    Article  Google Scholar 

  • House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. 2004. Culture, leadership and organizations: The GLOBE study of 62 societies. Thousand Oaks, CA: Sage.

    Google Scholar 

  • Hultin, M., & Szulkin, R. 1999. Wages and unequal access to organizational power: An empirical test of gender discrimination. Administrative Science Quarterly, 44(3): 453–472.

    Article  Google Scholar 

  • Jones, G. R. 1986. Socialization tactics, self-efficacy, and newcomers’ adjustments to organizations. Academy of Management Journal, 29(2): 262–279.

    Article  Google Scholar 

  • Judge, T. A., & Livingston, B. A. 2008. Is the gap more than gender? A longitudinal analysis of gender, gender role orientation, and earnings. Journal of Applied Psychology, 93(5): 994–1012.

    Article  Google Scholar 

  • Jurik, N. 1985. An officer and a lady: Organizational barriers to women working as correctional officers in men’s prisons. Social Problems, 32, 375–388.

    Article  Google Scholar 

  • Kanter, R. M. 1978. Men and women of the corporation. New York: Basic Books.

    Google Scholar 

  • Kent, R. L., & Moss, S. E. 1994. Effects of sex and gender role on leader emergence. Academy of Management Journal, 37(5): 1335–1346.

    Article  Google Scholar 

  • Kirka, A. H., Hult, G. T. M., Roth, K., Cavusgil, S. T., Perry, M., Akdeniz, M. B., Deligonul, S., Mena, J. A., Pollitte, W. A., Hoppner, J. J., Miller, J. C., & White, R. C. 2011. Firm-specific assets, multinationality, and financial performance: A meta-analytic review and theoretical integration. Academy of Management Journal, 54(1): 47–72.

    Article  Google Scholar 

  • Klein, A., & Moosbrugger, H. 2000. Maximum likelihood estimation of latent interaction effects with the LMS method. Psychometrika, 65(4): 457–474.

    Article  Google Scholar 

  • Kostova, T., & Roth, K. 2002. Adoption of an organizational practice by subsidiaries of multinational corporations: Institutional and relational effects. Academy of Management Journal, 45(1): 215–233.

    Article  Google Scholar 

  • Lenartowicz, T., & Johnson, J. P. 2003. A cross-national assessment of the values of Latin American managers: Contrasting hues or shades of gray? Journal of International Business Studies, 34(3): 266–281.

    Article  Google Scholar 

  • Levy, O., Taylor, S., Boyacigiller, N. A., Bodner, T. E., Peiperl, M. A., & Beechler, S. 2015. Perceived senior leadership opportunities in MNCs: The effect of social hierarchy and capital. Journal of International Business Studies, 46(3): 285–307.

    Article  Google Scholar 

  • Louis, M. R. 1980. Surprise and sense making: What newcomers experience in entering unfamiliar organizational settings. Administrative Science Quarterly, 25(2): 226–251.

    Article  Google Scholar 

  • Lu, J. W., & Beamish, P. W. 2004. International diversification and firm performance: The S-curve hypothesis. Academy of Management Journal, 47(4): 598–609.

    Article  Google Scholar 

  • MacKinnon, D. P., Lockwood, C. M., Hoffman, J. M., West, S. G., & Sheets, V. 2002. A comparison of methods to test mediation and other intervening variable effects. Psychological Methods, 7(1): 83–104.

    Article  Google Scholar 

  • Makela, K., Kalla, H. K., & Piekkari, R. 2007. Interpersonal similarity as a driver of knowledge sharing within multinational corporations. International Business Review, 16(3): 1–22.

    Article  Google Scholar 

  • ManpowerGroup. 2015. 2015 Talent Shortage Survey. www.manpowergroup.com/wps/wcm/connect/manpowergroup-en/home/thought-leadership/research-insights/talent-shortage-2015/talent+shortage+results. Accessed July 14, 2016.

  • Martin, P. Y. 1985. Group sex composition in work organizations: A structural-normative model. Research in the Sociology of Organizations, 4: 311–349.

    Google Scholar 

  • Maxfield, S. 2005. Modifying best practices in women’s advancement for the Latin American context. Women in Management Review, 20(4): 249–261.

    Article  Google Scholar 

  • McGinn, K. L., & Milkman, K. L. 2013. Looking up and looking out: Career mobility effects of demographic similarity among professionals. Organization Science, 24(4): 1041–1060.

    Article  Google Scholar 

  • Metcalfe, B. D. 2007. Gender and human resource management in the Middle East. International Journal of Human Resource Management, 18(1): 54–74.

    Article  Google Scholar 

  • Meyer, K. E., & Sinani, E., 2009. When and where does foreign direct investment generate positive spillovers? A meta-analysis. Journal of International Business Studies, 40: 1075–1094.

    Article  Google Scholar 

  • Muller, H. J., & Rowell, M. 1997. Mexican women managers: An emerging profile. Human Resource Management, 36(4): 425–435.

    Article  Google Scholar 

  • Murtha, T. P., Lenway, S. A., & Bagozzi, R. P. 1998. Global mind-sets and cognitive shift in a complex multinational corporation. Strategic Management Journal, 19(2): 97–114.

    Article  Google Scholar 

  • Napier, N. K., & Taylor, S. 2002. Experiences of women professionals abroad: Comparisons across Japan, China and Turkey. International Journal of Human Resource Management, 13(5): 837–851.

    Article  Google Scholar 

  • Newburry, W. 2001. MNC interdependence and local embeddedness influences on perceptions of career benefits from global integration. Journal of International Business Studies, 32(3): 497–507.

    Article  Google Scholar 

  • Newburry, W., Belkin, L., & Ansari, P. 2008. Perceived career opportunities from globalization: Influences of globalization capabilities and attitudes towards women in Iran and the US. Journal of International Business Studies, 39(5): 814–832.

    Article  Google Scholar 

  • Newburry, W., Gardberg, N., & Sanchez, J. 2014. Employer attractiveness in Latin America: The association among foreignness, internationalization and talent recruitment. Journal of International Management, 20(3): 327–344.

    Article  Google Scholar 

  • Ng, C. W., & Chiu, W. C. K. 2001. Managing equal opportunities for women: Sorting the friends from the foes. Human Resource Management Journal, 11(1): 75–88.

    Article  Google Scholar 

  • Nicholls-Nixon, C. L., Davila Castilla, J. A., Sanchez Garcia, J., & Rivera Pesquera, M. 2011. Latin America management research: Review, synthesis, and extension. Journal of Management, 37(4): 1178–1228.

    Article  Google Scholar 

  • Ñopo, H. 2012. New century, old disparities: Gender and ethnic earnings gaps in Latin America and the Caribbean. Washington, DC: World Bank.

    Book  Google Scholar 

  • Nummela, N., Saarenketo, S., & Puumalainen, K. 2004. A global mindset: A prerequisite for successful internationalization? Canadian Journal of Administrative Sciences, 21(1): 51–64.

    Article  Google Scholar 

  • Olivas-Lujan, M. R., Monserrat, S. I., Ruiz-Gutierrez, J. A., Greenwood, R. A., Madero Gomez, S., Murphy Jr., E. F., & Santos, N. M. B. F. 2009. Values and attitudes toward women in Argentina, Brazil, Colombia, and Mexico. Employee Relations, 31(3): 227–244.

    Article  Google Scholar 

  • Parboteeah, K. P., Hoegl, M., & Cullen, J. B. 2008. Manager’s gender role attitudes: A country institutional profile approach. Journal of International Business Studies, 39(5): 795–813.

    Article  Google Scholar 

  • Paustian-Underdahl, S. C., & Halbesleben, J. R. B. 2014. Examining the influence of climate, supervisor guidance, and behavioral integrity on work–family conflict: A demands and resources approach. Journal of Organizational Behavior, 35(4): 447–463.

    Article  Google Scholar 

  • Paustian-Underdahl, S. C., Walker, L. S., & Woehr, D. J. 2014. Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators. Journal of Applied Psychology, 99(6): 1129–1145.

    Article  Google Scholar 

  • Peres, W., & Stumpo, G. 2000. Small and medium-sized manufacturing enterprises in Latin America and the Caribbean under the new economic model. World Development, 28(9): 1643–1655.

    Article  Google Scholar 

  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. 2003. Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5): 879–903.

    Article  Google Scholar 

  • Powell, G. N., & Butterfield, D. A. 1994. Investigating the “glass ceiling” phenomenon: An empirical study of actual promotions to top management. Academy of Management Journal, 37(1): 68–86.

    Article  Google Scholar 

  • Powell, G. N., Butterfield, D. A., & Parent, J. D. 2002. Gender and managerial stereotypes: Have the times changed? Journal of Management, 28(2): 177–193.

    Article  Google Scholar 

  • Ragins, B. R., & Sundstrom, E. 1990. Gender and perceived power in manager-subordinate relations. Journal of Occupational Psychology, 63(4): 273–287.

    Article  Google Scholar 

  • Reicher, S. D., Haslam, S. A., & Hopkins, N. 2005. Social identity and the dynamics of leadership: Leaders and followers as collaborative agents in the transformation of social reality. Leadership Quarterly, 16(4), 547–568.

    Article  Google Scholar 

  • Ridgeway, C. L., & Smith-Lovin, L. 1999. The gender system and interaction. Annual Review of Sociology, 25: 191–216.

    Article  Google Scholar 

  • Rosenzweig, P. M., & Nohria, N. 1994. Influences on human resource management practices in multinational corporations. Journal of International Business Studies, 25(2): 229–251.

    Article  Google Scholar 

  • Rugman, A. M., & Verbeke, A. 2004. A perspective on regional and global strategies of multinational enterprises. Journal of International Business Studies, 35(1): 3–18.

    Article  Google Scholar 

  • Ruiz-Gutierrez, J. A., Murphy Jr., E. F., Greenwood, R. A., Monserrat, S. I., Olivas-Lujan, M. R., Madero, S., Santos, N. M. B. F., & Uy, A. O. O. 2012. Work, family and values in four Latin-American countries, Management Research: The Journal of the Iberoamerican Academy of Management, 10(1): 29–42.

    Google Scholar 

  • Rustad, M. 1982. Women in khaki: The American enlisted woman. New York: Praeger.

    Google Scholar 

  • Ryan, M. K., & Haslam, S. A. 2005. The glass cliff: Evidence that women are over-represented in precarious leadership positions. British Journal of Management, 16(2): 81–90.

    Article  Google Scholar 

  • Ryan, M. K., & Haslam, S. A. 2007. The glass cliff: Exploring the dynamics surrounding women’s appointment to precarious leadership positions. Academy of Management Review, 32(5): 549–572.

    Article  Google Scholar 

  • Ryan, M. K., Haslam, S, Hersby, M., & Bongiorno R. 2011. Think crisis–think female: The glass cliff and contextual variation in the think manager–think male stereotype. Journal of Applied Psychology, 96(3): 470–484.

    Article  Google Scholar 

  • Santacreu-Vasut, E., Shenkar, O., & Shoham, A. 2014. Linguistic gender marking and its international business ramifications. Journal of International Business Studies, 45(9): 1170–1178.

    Article  Google Scholar 

  • Schein, V. E. 2001. A global look at psychological barriers to women’s progress in management. Journal of Social Issues, 57(4), 675–688.

    Article  Google Scholar 

  • Schein, E. H., & Ott, J. S. 1962. The legitimacy of organizational influence. American Journal of Sociology, 67(6): 682–689.

    Article  Google Scholar 

  • Schmitz, K., & Diefenthaler, S. 1998. An examination of traditional gender roles among men and women in Mexico and the United States. Journal of Undergraduate Studies, 1(1): 139–143.

    Google Scholar 

  • Scott, W. R. 1995. Institutions and organizations. Thousand Oaks: Sage.

    Google Scholar 

  • Seibert, S. E., Kraimer, M. L., & Liden, R. C. 2001. A social capital theory of career success. Academy of Management Journal, 44(2): 219–237.

    Article  Google Scholar 

  • Shaffer, M. A., Reiche, B. S., Dimitrova, M., Lazarova, M., Chen, S., Westman, M., & Wurtz, O. 2016. Work- and family-role adjustment of different types of global professionals: Scale development and validation. Journal of International Business Studies, 47: 113–139.

    Article  Google Scholar 

  • Siegel, J., Pyun, L., & Cheon, V. Y. 2013. Multinational firms, labor market discrimination, and the capture of competitive advantage by exploiting the social divide. HBS Working Paper 11-011 (version March 27, 2013).

  • Sullivan, D. 1994. Measuring the degree of internationalization of a firm. Journal of International Business Studies, 25: 325–342.

    Article  Google Scholar 

  • Sutton, A. W., Baldwin, S. P., Wood, L., & Hoffman, B. J. 2013. A meta-analysis of the relationship between rater liking and performance ratings. Human Performance, 26(5): 409–429.

    Article  Google Scholar 

  • Tajfel, H. 1981. Human groups and social categories. Cambridge: Cambridge University Press.

    Google Scholar 

  • Tajfel, H., & Turner, J. C. 1979. An integrative theory of intergroup conflict. In W. G. Austin, & S. Worchell (Eds), The social psychology of intergroup relations: 33–47. Monterey, CA: Brooks-Cole.

    Google Scholar 

  • Van Maanen, J., & Schein, E. H. 1979. Toward a theory of organizational socialization. In B. M. Staw (Ed), Research in organizational behavior, Vol. 1: 209–264. Greenwich, CT: JAI Press.

  • Vassolo, R. S., De Castro, J. O., & Gomez-Mejia, R. 2011. Managing in Latin America: Common issues and a research agenda. Academy of Management Perspectives, 25(4): 17–31.

    Article  Google Scholar 

  • Vecchio, R. P. 2002. Leadership and gender advantage. Leadership Quarterly, 13(6): 643–671.

    Article  Google Scholar 

  • Vives, A. 2006. Social and environmental responsibility in small and medium enterprises in Latin America. Journal of Corporate Citizenship, 21: 39–50.

    Article  Google Scholar 

  • Wan, W. W. N., Luk, C.-L., & Chow, C. W. C. 2014. Consumer responses to sexual advertising: The intersection of modernization, evolution, and international marketing. Journal of International Business Studies, 45: 751–782.

    Article  Google Scholar 

  • Wanous, J. P. 1980. Organizational entry: Recruitment, selection, and socialization of newcomers. Reading, MA: Addison-Wesley.

    Google Scholar 

  • Williams, C. L. 1992. The glass escalator: Hidden advantages for men in “female” professions. Social Problems, 39: 253–267.

    Article  Google Scholar 

  • Yoder, J. D., Adams, J., & Prince, H. T. 1983. The price of a token. Journal of Political and Military Sociology, 11: 325–337.

    Google Scholar 

  • Zaheer, S. 1995. Overcoming the liability of foreignness, Academy of Management Journal, 38(2): 341–363.

    Article  Google Scholar 

  • Zanakis, S. H., Newburry, W., & Taras, V. 2016. Global social tolerance index and multi-method country rankings sensitivity. Journal of International Business Studies, 47(4): 480–497.

    Article  Google Scholar 

Download references

Acknowledgements

The authors gratefully acknowledge the valuable suggestions and insightful extensive comments, provided by the Editor and the anonymous reviewers, which led to substantial changes and improvements in this article. Any errors remaining are the responsibility of the authors. We would like to thank Angela Langevin-Heavy, Samantha Paustian-Underdal and Stav Fainshmidt at Florida International University for their feedback on earlier versions of the manuscript. Also, we are thankful for the comments and suggestions received at the Ibero-American Academy of Management Meeting in Sao Paulo.

Author information

Author notes

    Authors and Affiliations

    1. Department of Organizational Behavior and Human Resource Management, IAE Business School – Austral University, Mariano Acosta s/n y Ruta 8, Pilar, Prov. de Buenos Aires, Argentina

      Michel Hermans

    2. College of Business, Florida International University, Miami, FL, USA

      William Newburry

    3. College of Business and Innovation, University of Toledo, Toledo, OH, USA

      Marcelo J. Alvarado-Vargas

    4. Everett Dobson School of Business and Technology, Southwestern Oklahoma State University, Weatherford, OK, USA

      Carlos M. Baldo

    5. ESAN Graduate School of Business, ESAN University, Lima, Peru

      Armando Borda

    6. Universidad Privada Boliviana, Cochabamba, Bolivia

      Edwin G. Durán-Zurita

    7. Manning School of Business, University of Massachusetts Lowell, Lowell, MA, USA

      José Maurício Galli Geleilate

    8. Facultad de Negocios y Economia, Universidad del Desarrollo, Las Condes, Chile

      Massiel Guerra

    9. ESPAE Graduate School of Management, Escuela Superior Politécnica del Litoral, Guayaquil, Ecuador

      Maria Virginia Lasio Morello

    10. School of Business, Social Science and Humanities, Tecnologico de Monterrey, Monterrey, Nuevo León, Mexico

      Sergio M. Madero-Gómez

    11. College of Business Administration and Information Sciences, Clarion University of Pennsylvania, Clarion, PA, USA

      Miguel R. Olivas-Lujan

    12. Escuela Internacional de Ciencias Económicas y Administrativas, Universidad de La Sabana, Chía, Cundinamarca, Colombia

      Anne Marie Zwerg-Villegas

    Authors
    1. Michel Hermans
      View author publications

      You can also search for this author in PubMed Google Scholar

    2. William Newburry
      View author publications

      You can also search for this author in PubMed Google Scholar

    3. Marcelo J. Alvarado-Vargas
      View author publications

      You can also search for this author in PubMed Google Scholar

    4. Carlos M. Baldo
      View author publications

      You can also search for this author in PubMed Google Scholar

    5. Armando Borda
      View author publications

      You can also search for this author in PubMed Google Scholar

    6. Edwin G. Durán-Zurita
      View author publications

      You can also search for this author in PubMed Google Scholar

    7. José Maurício Galli Geleilate
      View author publications

      You can also search for this author in PubMed Google Scholar

    8. Massiel Guerra
      View author publications

      You can also search for this author in PubMed Google Scholar

    9. Maria Virginia Lasio Morello
      View author publications

      You can also search for this author in PubMed Google Scholar

    10. Sergio M. Madero-Gómez
      View author publications

      You can also search for this author in PubMed Google Scholar

    11. Miguel R. Olivas-Lujan
      View author publications

      You can also search for this author in PubMed Google Scholar

    12. Anne Marie Zwerg-Villegas
      View author publications

      You can also search for this author in PubMed Google Scholar

    Corresponding author

    Correspondence to Michel Hermans.

    Additional information

    Accepted by Paula Caligiuri, Area Editor, on 8 September 2016. This article has been with the authors for two revisions.

    First four authors are sorted according to their contribution to the study. The remaining authors are listed alphabetically.

    Rights and permissions

    Reprints and permissions

    About this article

    Check for updates. Verify currency and authenticity via CrossMark

    Cite this article

    Hermans, M., Newburry, W., Alvarado-Vargas, M.J. et al. Attitudes towards women’s career advancement in Latin America: The moderating impact of perceived company international proactiveness. J Int Bus Stud 48, 90–112 (2017). https://doi.org/10.1057/s41267-016-0039-7

    Download citation

    • Received:

    • Revised:

    • Accepted:

    • Published:

    • Issue Date:

    • DOI: https://doi.org/10.1057/s41267-016-0039-7

    Keywords

    Search

    Navigation