Staff Profiles

Journal articles

• Levy O, Peiperl M, Bouquet C, Jonsen K, Humbert AL, 'Determinants of transnational social capital: an opportunity-investment-ability perspective'
  International Journal of Human Resource Management (2019)
  ISSN: 0958-5192 eISSN: 1466-4399
  Abstract

  This study suggests that it is critical for executives to develop transnational social capital (TSC), or professional relationships and ties that span national borders. We first provide a  conceptual framework and careful operationalization of TSC that differentiates between bonding and bridging forms of social capital. We then examine the effect of three key determinants—opportunity, investment, and ability—on the TSC of executives. Using detailed survey data on 227 executives, our analysis suggests that international experience, investment in communicating with cross-border ties, and cosmopolitan ability have direct effects on overall TSC. We further demonstrate that international experience and cosmopolitan ability affect both bridging and bonding, but that investment in cross-border communication only affects bridging social capital. The study proposes that social capital is becoming more and more transnational as connections, interactions, and transactions increasingly span national borders, which has implications for international business and human resource management (HRM). Given our findings, it would make sense for global organizations to pay more attention to these, if they would like their members to develop this resource. We point out benefits to organizations and individuals.
  

  Website 
• Humbert AL, Kelan EK, Clayton-Hathway K, 'A Rights-Based Approach to Board Quotas and How Hard Sanctions Work for Gender Equality'
  European Journal of Women's Studies (2019)
  ISSN: 1350-5068 eISSN: 1461-7420
  Abstract

  This article examines whether progress in women’s access to decision-making positions is best achieved through increased levels of development or targeted actions. Drawing on European data for the period 2006–2018, the article examines the association between how gender equal a country is and legislated measures such as board quotas with women’s representation on boards. The analysis then explores how this can be nuanced by differentiating between hard sanctions, soft sanctions and codes of governance. It shows that board quotas cannot be relied upon as instruments of progress independently of a contextual environment that is more gender equal. Furthermore, board quotas with hard sanctions work best, followed by codes of governance, particularly when associated with higher gender equality. However, board quotas with soft sanctions are associated with results that are only marginally better than not having any measure in place. The article concludes that for further and faster progress to be made, introducing legislated board quotas shows great potential, though only in combination with striving for a gender equal society and using hard sanctions. The results call for organizations not to lose focus on ‘rights’ at the expense of the more palatable ‘business case’ for board quotas when striving for equality on corporate boards.
  

  Website 
• Baruch Y, Point S, Humbert AL, 'Factors related to knowledge creation and career outcomes in French academia'
  Academy of Management Learning and Education (2019)
  ISSN: 1537-260X eISSN: 1944-9585
  Abstract

  In response to the increasing discourse on academic careers and knowledge creation, we develop and test a model predicting research performance in the field of management outside the Anglo-Saxon countries. Based on comprehensive data of French academics, we examine various factors – career-related and demographic factors like gender – that play a role in determining academic research performance in an increasingly global academia. The role of the English language is positively related to citations but not to the volume of papers or their global/national recognition. Higher institutional reputations were positively associated to number of papers, citations, and national recognition. Strikingly, there was no relationship with global recognition, suggesting that the reputation of institutions plays a role, but only insofar as the national context and without spillover into the global academic scene. Finally, men were over-performing in both publications’ quality and quantity. Career experience had a positive effect, although this reduced gradually over time. Our findings can help individuals’ career decision-making and institutional investment in human-capital. We offer an original contribution to facilitate the understanding of factors that may influence research performance outside the Anglo-Saxon academia by opening of the black box of knowledge development, exposing the role of academic publications and recognition.
  

  Website 
• Humbert AL, Kelan E, van den Brink M, 'The Perils of Gender Beliefs for Men Leaders as Change Agents for Gender Equality'
  European Management Review 16 (4) (2018) pp.1143-1157
  ISSN: 1740-4754 eISSN: 1740-4762
  Abstract This article examines the potentially damaging role that gender beliefs can play in hindering women’s equal representation in leadership positions. Based on a secondary analysis of a large-scale EU-wide survey (Eurobarometer 76.1), the article shows that essentialist gender beliefs lower support for equality interventions such as quotas or targets, particularly among men as leaders. The results show that discriminatory gender beliefs partially mediate this relationship and produce a more negative effect among men leaders. The paper contributes to understanding the role essentialist gender beliefs often lay the groundwork for gender discriminatory beliefs. Those in turn hinder support for effective gender equality measures. Gender essentialist beliefs can be held by everyone but are more prevalent among men leaders. We conclude that greater gender balance in leadership cannot be achieved without tackling underlying gender beliefs, particularly among men leaders since they are called upon to enact change. We thereby argue that simply asking for men to become change agents for gender equality is not an effective strategy if underlying gender beliefs are left unchallenged. Website 
• Humbert AL, Roomi MA, 'Prone to "care"? Relating motivations to economic and social performance among women social entrepreneurs in Europe'
  Social Enterprise Journal 14 (3) (2018) pp.312-327
  ISSN: 1750-8614 eISSN: 1750-8533
  Abstract Purpose. Little attention has been given specifically to the experience of women social entrepreneurs despite the assumption they are prone to ‘care’, and even less to their motivations or their selfperception of success. This article provides an insight into the relationship between motivations and social and economic performance among women social entrepreneurs in 10 EU countries. Design/methodology/approach. This article classifies the motivations of women social entrepreneurs, drawing on the results of a survey conducted (n=380) by the European Women’s Lobby. The article then examines how these motivations relate to self-perceptions of social and economic performance. Findings. In addition to being driven by self-interest and prosocial motivations, women social entrepreneurs also seek to develop alternative business models. Where a social mission is central, women are likely to feel successful in meeting their social aim; however, there is a strong negative relationship between self-interested motivations and revenue. Research limitations/implications. This analysis relies on perceptual and self-reported data; therefore, more objective measures should be considered for further research, possibly combined with a longitudinal design. Another limitation of this paper lies in the non-random sampling strategy employed to identify a hard-toreach population such as women social entrepreneurs. Practical implications. The findings provide a better understanding of the motivations of women social entrepreneurs. This may be useful in assisting funding or support organizations, as well as social investors, evaluate where to best invest resources. In addition, a more nuanced understanding of motivations among women social entrepreneurs can inform policies aimed at supporting women social entrepreneurs, without necessarily being bound by the expectation to maximise economic and/or social outcomes. Originality/value. This article demonstrates the centrality of the social mission for women social entrepreneurs. The results also identify ‘seeking an alternative business model’ as a key motivation among women social entrepreneurs, thereby breaking existing conceptualisations of entrepreneurial motivations on a binary spectrum as either ‘self-interested’ or ‘prosocial’. The article also shows that having other than prosocial motivations for becoming a social entrepreneur does not necessarily lead to higher economic revenue.Website 
• Baruch Y, Humbert AL, Wilson D, 'The moderating effects of single vs multiple-grounds of perceived-discrimination on work-attitudes: Protean careers and self-efficacy roles in explaining intention-to-stay'
  Equality Diversity and Inclusion: An International Journal 35 (3) (2016) pp.232-249
  ISSN: 2040-7149 eISSN: 2040-7157
  Abstract Purpose. Moving from a focus on a single aspect of diversity to multiple-diversity characteristics, the purpose of this paper is to develop and empirically test a model that examines whether self-efficacy (SE) and protean career (PC) measures relate to intention to stay (ITS), as a possible mediation of job satisfaction (JS). The authors then explored whether perceived discrimination – on single and multiple grounds – modify these relationships. Design/methodology/approach. A survey of 316 US managers, of which 95 reported perceived discrimination: 51 perceived discrimination on a single ground and a further 44 on multiple grounds. Findings. SE and PC are associated with increased ITS where there is higher JS. Furthermore, multiple discrimination results in more negative outcomes compared to a single source of perceived discrimination. Research limitations/implications. Employees with multiple diversities might be more prone to feelings of discrimination, which in an organizational context that lacks diversity awareness can generate negative implications on performance, esteem, working relationships, and ultimately ITS. Originality/value. The research provides valuable insights into the issue of diversity and discrimination relating to more than one single source of diversity.Website 
• Kelan E, Humbert AL, 'Gender in Management Research [editorial]'
  British Journal of Management Virtual issue (2016)
  ISSN: 1045-3172 eISSN: 1467-8551
  Abstract http://onlinelibrary.wiley.com/store/10.1111/(ISSN)1467-8551/asset/homepages/Elisabeth_Kelan_s_Editorial_Gender_in_Management_Research.pdf?v=1&s=5979d97044abba1bcf8b21bf57f67d2de286c3ea&isAguDoi=falseWebsite 
• Humbert AL, Brindley C, 'Challenging the Concept of Risk in Relation to Women’s Entrepreneurship'
  Gender in Management: An International Journal 30 (1) (2015) pp.2-25
  ISSN: 1754-2413 eISSN: 1754-2421
  Abstract Purpose. This paper aims to challenge the myth of risk-averseness among women entrepreneurs and analyses risk in the context of gender. It explores risk perceptions and examines the relationship between the concept of risk and women’s socially attributed roles. Design/methodology/approach. This paper adopts a qualitative approach, where ten Irish women
  business owners were interviewed, that encouraged them to talk about their entrepreneurial
  experiences. The research design aimed to elicit data concerning how gender and the socio-economic context influenced risk. Findings. Risk is shown as a gendered concept which needs to be widened to suit the experiences of women entrepreneurs and the influences of the gendered expectations of care dictated by the socio-economic environment. Practical implications. Risk as a concept needs to be expanded to go beyond financial risk. The different types of risk encountered by women should be addressed by policy to promote a further growth of women-led enterprises and support those considering self-employment. Originality/value. The paper develops an understanding of risk among women entrepreneurs in their socio-economic context. It challenges the viewpoint of seeing women entrepreneurs as risk-averse and thus leading to low-growth prospects for their business ventures.Website 
• Herman C, Lewis S, Humbert AL, 'Women Scientists and Engineers in European Companies: Putting motherhood under the microscope'
  Gender, Work and Organization 20 (5) (2013) pp.467-478
  ISSN: 0968-6673 eISSN: 1468-0432
  Abstract Unlike the rise in women's participation in other professional sectors, women still form a minority of professional scientists and engineers, especially in multinational companies. Moreover, embedded gendered cultures in the science, engineering and technology (SET) sectors continue to affect the career progression of professional women, with few women reaching senior management positions and many leaving and failing to return. This article examines the experiences of women SET professionals in three European companies based in France, The Netherlands and Italy and illustrates how the careers of SET professionals in industry are shaped not only by corporate cultures and practices but also by the specific national contexts in which they live and work. In particular, we look at how motherhood rather than gender alone is constructed as problematic and propose a model of strategies that women adopt in doing motherhood and SET, including assimilation, cul-de-sac, breaking the mould and lying low.Website 
• Lyon F, Humbert AL, 'Gender Balance in the Governance of Social Enterprises'
  Local Economy 27 (8) (2012) pp.831-845
  ISSN: 0269-0942
  Abstract There are high expectations placed on social enterprises as alternative forms shaping local economies. However, little is known about how they are governed and their accountability to their local communities. The gender balance of their governing boards and representation of women is therefore an important issue. This article makes a contribution to examining the claims of greater equality proposed by social enterprises. The results draw on an analysis of a survey of 825 social enterprises and show there is a more equal gender balance in social enterprise governance compared to the private sector. The survey also finds that women are still under-represented on boards when considered as a proportion of the population or the proportion of women’s employment in social enterprises. There is also considerable sectoral concentration and a smaller proportion of women on boards of larger organisations. Social enterprises have the potential to be alternative spaces to encourage greater representation of women in the governance of local economies, but at present there continues to be an imbalance.Website 
• Drew E, Humbert AL, '"Men have careers, women have babies": Unequal parental care among Irish entrepreneurs'
  Community, Work and Family 15 (1) (2011) pp.49-67
  ISSN: 1366-8803 eISSN: 1469-3615
  Abstract This paper examines how entrepreneurial parents in Ireland negotiate their work and family roles, drawing upon a national survey of women and men entrepreneurs, to ascertain the degree to which entrepreneurship facilitates a more equitable sharing of domestic and caring tasks. Relatively few studies have examined familial and domestic task allocation in the context of entrepreneurship, as opposed to employment. The results suggest that mothers (and not fathers) adopted flexible working strategies; took on a disproportionate responsibility for caring and domestic labour; and experienced greater role conflict. Far from contradicting the prevailing findings of gender and employment issues, the study validates the gendered patterns of divergence between men and women and illustrates how they extend into entrepreneurship. Fathers worked significantly longer hours; their career trajectories were typically continuous, in full-time work, while mothers had more fragmented working patterns, reflecting absences for caring and adjustments such as part-time or working from home. It is still mothers, rather than fathers, who feel responsible for childcare arrangements and this imposes time constraints on their pursuit of entrepreneurship. The study points to the need for policy interventions to encourage entrepreneurship alongside co-parenting through childcare provision/subsidies and equal treatment in access to family-related leave.Website 
• Humbert AL, Drew E, 'Gender, entrepreneurship and motivational factors in an Irish context'
  International Journal of Gender and Entrepreneurship 2 (2) (2010) pp.173-196
  ISSN: 1756-6266
  Abstract Purpose. The purpose of this paper is to explore and critically analyse the relationship between
  gender and entrepreneurial motivations theories in an Irish context. The paper examines potential
  differences in motivational factors for entering entrepreneurship between men and women, with a
  particular emphasis on the distinction between push and pull factors, but also with respect to other
  social factors such as being a parent, marital status or age. Design/methodology/approach. The paper draws upon data obtained from a national survey of 832 entrepreneurs undertaken in Ireland in 2003/2004. This survey is based on a sample of 3,498 Irish entrepreneurs, which was predominantly constructed using the Kompass Directory 2001 and the majority of the city and county enterprise boards throughout Ireland. The analysis relies on ordinal logistic modelling to examine the impact of gender and other social factors on entrepreneurial motivations. Findings. The paper shows that there is a strong gender effect on some motivational factors, but that gender itself needs to be examined along with other social factors in order to understand differences in motivations. In particular, marital status, being a parent and/or age, as well as their
  interaction with gender, are useful in explaining differences in pathways into entrepreneurship for
  men and women. Originality/value. Motivations and gender have been widely debated in the international literature on entrepreneurship, but relatively little is known about gender and entrepreneurship in an Irish context. This paper seeks to address this gap. The results will be useful to other researchers in the field of gender and entrepreneurship, as well as practitioners and business support agencies.Website 
• Lewis S, Humbert AL, 'Discourse or Reality? : “Work-life balance”, flexibility and the gendered organization'
  Equality Diversity and Inclusion: An International Journal 29 (3) (2010) pp.239-254
  ISSN: 2040-7149 eISSN: 2040-7157
  Abstract Purpose. The purpose of this paper is to examine the impact of flexible working arrangements (FWAs) and particularly reduced hours working arrangements on a Dual Agenda of gender equity and workplace effectiveness, in a case study organization employing a relatively high proportion of women scientists. Design/methodology/approach. In‐depth interviews based on the initial stages of collaborative interactive action research (CIAR) are used within a case‐study approach. The interviews explored working practices, the assumptions underpinning them and their un/intended consequences. Findings.  The main form of FWA used in the organization, four days a week, is double edged and complex in its effects. It supports mothers, but at a cost because of gendered assumptions. Despite a commitment to flexibility and “work‐life balance”, the gendered construction of the ideal worker and ideas of competence conflated with hegemonic masculinity, remain powerful. This, together with a prevalent “good mother” ideology, undermines both gender equity and workplace effectiveness. Practical implications. This paper is of value to both researchers and policy makers. It shows that highly developed work‐life balance or flexible working polices are not sufficient to enhance gender equity and points to the importance of surfacing and challenging gender assumptions in science, engineering and technology. It emphasizes the need to move forward from policy to practice. Originality/value. This paper contributes to a growing body of work using initial stages of the CIAR methodology and showcases the theoretical insights gained by such an approach.Website 

Book chapters

• Griffiths H, Marshall Y, Humbert AL, 'Equilar Gender Diversity Index (EGDI)' in Eddy Ng (Dalhousie), Christine Stamper (Western Michigan), Alain Klarsfeld (Toulouse Business School) (ed.), Handbook on Diversity and Inclusion Indices: A Research Compendium, Edward Elgar (2021)
  Abstract

  The objective of this chapter is to provide a comprehensive review of the Equilar Gender Diversity Index (EGDI). The EGDI highlights the prevalence of women within the Russell 3000 company board of directors as a response to increasing calls for diversity from investors and other stakeholders. We begin by providing an overview of Equilar as an organisation, before outlining the purpose of the EGDI. We then move on to investigate how the EGDI is structured and the methodology used to construct it. Although the EGDI has a modest usage and awareness, we discuss a handful of academic papers, media articles and a high profile campaign that Equilar and its data are used and cited in before moving on to analyse the strengths and weaknesses of the EGDI. We conclude the article by making suggestions for future uses and how the EGDI can be improved. 

• Guenther E, Humbert AL, Kelan E, 'Gender vs Sex' in Oxford Research Encyclopedia of Business and Management, OUP (2018)
  Abstract Gender research goes beyond adding sex as an independent, explanatory category. To conduct gender research in the field of business and management, therefore, it is important to apply a more sophisticated understanding of gender that resonates with contemporary gender theory. This entails taking the social construction of gender and its implications for research into consideration. Seeing gender as a social construct means that the perception of “women” and “men,” of “femininity/ties” and “masculinity/ties,” is the outcome of an embodied social practice. Gender research is commonly sensitive to notions of how power is reproduced and challenges concepts such as “hegemonic masculinity” and “heteronormativity.” The first highlights power relations between gender groups, as well as the different types of existing masculinities. The latter emphasizes the pressure to rely on a binary concept of “women” and “men” and how this is related to heterosexuality, desire, and the body. Gender research needs to avoid the pitfalls of a narrow, essentialist concept of “women” and “men” that draws on this binary understanding of gender. It is also important to notice that not all women (or men) share the same experiences. The critique of Black feminists and scholars from the global South promoted the idea of intersectionality and postcolonialism within gender research. Intersectionality addresses the entanglement of gender with other social categories, such as age, class, disability, race, or religion, while postcolonial approaches criticize the neglect of theory and methodology originating in the global South and question the prevalence of concepts from the global North. Various insights from gender theory inform business and management research in various ways. Concepts such as the “gendered organization” or “inequality regime” can be seen as substantial contributions of gender theory to organization theory. Analyzing different forms of masculinities and exploring ways in which gender is undone within organizations (or whether a supposedly gender-neutral organization promotes a masculine norm) can offer thought-provoking insights into organizational processes. Embracing queer theory, intersectionality, and postcolonial approaches in designing research allows for a broader image of the complex social reality. Altogether management studies benefit from sound, theoretically well-grounded gender research.Website