Do Women Fare Better in Women-Owned Businesses? An Exploratory Study
Vol. Volume 19, Number 3 September/2014
Pat Roberson-Saunders, Raymond D. Smith and Rajini Goel
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 women-owned businesses Kanter’s 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, women business owners in this study fulfill Kanter’s expectation 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.
Women-Owned Businesses, Minority Women-Owned Businesses, Hiring Females, Hiring Female Managers, Retaining Female Managers & Hiring Co-Racial Managers