DO WOMEN FARE BETTER IN FEMALE-OWNED BUSINESSES?

Pat Roberson-Saunders (), Raymond D. Smith and Rajni Goel
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Pat Roberson-Saunders: Howard University School of Business, 2600 Sixth Street, NW, Washington, DC 20059, USA
Raymond D. Smith: Howard University School of Business, 2600 Sixth Street, NW, Washington, DC 20059, USA
Rajni Goel: Howard University School of Business, 2600 Sixth Street, NW, Washington, DC 20059, USA

Journal of Developmental Entrepreneurship (JDE), 2014, vol. 19, issue 03, 1-20

Abstract: Numerous studies have chronicled the problems women experience in seeking to be hired and subsequently break through the glass ceiling in corporate America. These studies have been approached from the traditional perspective of male-dominated organizations. However, using a human resource management (HRM) framework, this article explores the possibility of further extending to female-owned businesses Kanter's homosocial reproduction thesis that increased numbers of women in positions of management would increase hiring and advancement of women in corporate America. Results show that, at each step in the HRM process, female business owners in this study fulfill expectations by hiring, promoting and retaining significantly more women than male business owner counterparts. In addition, there were significant differences between minority and non-minority female business owners in the proportion of co-racial managers. Moreover, Whites and Blacks showed a significant preference for co-racial managers, while Hispanics and Asians did not.

Keywords: Female-owned businesses; homosocial reproduction; minority female-owned businesses; hiring females; hiring female managers; retaining female managers; hiring co-racial managers (search for similar items in EconPapers)
Date: 2014
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DOI: 10.1142/S1084946714500174

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