EVALUATING THE MEDIATING ROLE OF STRATEGIC CHANGE BETWEEN THE RELATIONSHIP OF GENDER DIVERSITY IN SENIOR MANAGEMENT AND FIRM PERFORMANCE IN PAKISTAN

Abstract

Recently in Pakistan, enough women have joined top leadership positions in the different organizations which prove that the gender diversity is at full boom in this sector. The existing study proposed the concept of gender diversity in the top management of the firms can be helpful in getting strategic change in non financial firms, especially under conditions that the gender diversity at senior management can have significant effects on the firm decisions and also it can be helpful in creating strategic change. The members education background, age, industry experience are also the significant factors. The study has used the pooled OLS model on the basis of diagnostic model i.e. chow test. The findings argued that senior management gender diversity is having positive association with the firm performance. The findings for the senior management gender diversity is having positive relationship with the firm value and argued that when the firm is having higher gender diversity on their senior management level will have positive effects on the firm market value. This gender diversity will transmit positive signals to the market investors and the investors will prefer to invest in the firm having higher gender diversity on their senior management level. The member educational background is having significant relationship with performance of the firm. The findings suggested that the female member having higher education background will be prefer to include in the board of senior management and this will show positive effects on the firm value.

Keywords

• Senior management,gender diversity,performance,non-financial

PAKİSTAN'DA ÜST YÖNETİMDEKİ CİNSİYET ÇEŞİTLİLİĞİ İLE FİRMA PERFORMANSI ARASINDAKİ İLİŞKİDE STRATEJİK DEĞİŞİMİN ARACILIK ROLÜ

Abstract

Son zamanlarda Pakistan’da bir çok kadın farklı cinsiyet farklılığı konusunda tam bir patlama yaşayan kar amaçsız örgütlerde liderlik pozisyonlarına gelmişlerdir. Bu çalışma, firmaların üst yönetimlerinde cinsiyet çeşitliliği kavramını ortaya koymak üzere yapılmıştır. Bu sayede, kar amacı gütmeyen, özellikle de üst yönetim kademesinde cinsiyet çeşitliliği olan örgütlerin stratejik değişim yaşamalarına veya bu değişimi ortaya koymalarına yardımcı olunabilir. Çalışmada ayrıca eğitim seviyeleri, yaş, sektör deneyimi önemli değişkenler olarak ele alınmıştır. Çalışmada chow test benzeri diagnostik temelli OLS model kullanılmıştır. Bulgular, üst kademe cinsiyet çeşitliliğinin örgüt performansı ile olumlu bir bağı olduğunu göstermiştir. Ayrıca, üst yönetim kademesindeki cinsiyet çeşitliliği firma değeri ile de olumlu yönde ilişkilidir, bu sonuç üst kademe yönetim seviyesinde cinsiyet çeşitliliğini arttırabilen örgütlerin piyasa değerlerinin de buna paralel şekilde arttığını ortaya koymaktadır. Cinsiyet çeşitliliği pazardaki potansiyel yatırımcılara olumlu sinyaller gönderecekler ve bu yatırımcılar da üst yönetim kademesinde daha fazla cinsiyet çeşitliliği olan firmalara yatırım yapmayı tercih edebileceklerdir. Çalışanların eğitim seviyeleri de örgütün performansı ile olumlu yönde ilişkili olarak görülmüştür. Sonuçlar, yüksek eğitim seviyesinde olan kadın çalışanların üst kademe yönetim seviyesi için tercih edilebileceğini, bu durumun da sonuçta örgütün piyasa değerine olumlu yönde katkı yapabileceğini ortaya koymuştur.

Keywords

• Üst Yönetim,Cinsiyet Çeşitliliği,Firma Performansı,Finansal Olmayan

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