Íslenska þjóðfélagið


Íslenska þjóðfélagið - 23.12.2021, Qupperneq 18

Íslenska þjóðfélagið - 23.12.2021, Qupperneq 18
„Þessi veröld sem við búum í var skrifuð af körlum, um karla og fyrir karla“ 18 .. Heimildaskrá Adams, R. B. og Ferreira, D. (2009). Women in the boardroom and their impat on governance and performance, Journal of financial economics, 94, 291-309. Akpinar-Sposito, C. (2013). Career barriers for women excecutives and the Glass Ceiling Syndrome: the case study comparison between French and Turkish women excecutives, Procedia-Social and Behavioral Sciences, 75, 488-497. Allen, M. og Castleman, T. (2001). Fighting the Pipeline Fallacy. Í Ann Brooks og Alison Machinnon (ritstj.), Gender and the Restructured University: Changing Management and Culture in Higher Education. Buckingham: The Society for Research into Higher Education & Open University Press, 151-165. Andersen, M. og Hysock, D. (2009). Thinking about Women. Boston: Pearson Educations. Auður Arna Arnardóttir og Þröstur Olaf Sigurjónsson. (2015). Val á stjórnarmönnum á tíma kynjakvóta. Kynning á helstu niðurstöðum rannsóknar á ráðstefnunni Gender Diversity on corporate boards and in leadership positions. Reykjavík: Háskólinn í Reykjavík. Axelsdóttir, L. og Einarsdóttir, Þ. (2017). The realization of gender quotas in post-collapse Iceland. NORA-Nordic Journal of Feminist and Gender Research, 25(1), 48-61 Bertrand, M., Black, S. E. og Jensen, S. (2014). Breaking the glass ceiling? The effect of bord quotas on female labour market outcomes in Norway. Oslo: Norwegian School of Economics. Broome, L. L., Conley, J. M. og Krawiec, K. D. (2011). Does critical mass matter? Views from the boardroom, 34 Seattle University Law Review, 1049. Sótt 28. sept. 2018 af: https://digitalcommons.law.seattleu.edu/sulr/vol34/iss4/5/ Childs, S. og Krook, M. L. (2008). Critical mass theory and women´s political representation, Political Studies Associ- ation, 56, 725–736. Childs, S. og Krook, M. L. (2009). Analysing women’s substantive representation: From critical mass to critical ac- tors. Government and opposition, 44(2), 125-145. Creditinfo (2009), Hlutdeild kvenna í íslensku atvinnulífi, Reykjavík, Creditinfo Ísland, sótt þann 22.okt..2018 af http:// www.vinnumarkadur.outcome.is/files/CI%20%20Hlutdeild%20kvenna%20%C3%AD%20%C3%ADslensku%20at- vinnul%C3 %ADfi_1606926578.pdf. Creswell, J. W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches. Thousand Oaks, CA: Sage Publications. Dahlerup, D. (1988). From a small to a large minority: Women in scandinavian politics, Scandinavian political studies, 11(4), 275-298. de Cabo, R. M., Terjesen,S., Escot, L. og Gimeno, R. (2019). Do ‘soft law‘ board gender quotas work? Evidence from a natural experiment. European Management Journal, 37, 611-624. Doi:10.1016/j.emj.2019.01.004 Durbin, S. (2011). Creating knowledge through networks: A gender perspective. Gender, Work & Organization, 18(1), 90-112 Einarsdóttir, Þ. J., Rafnsdóttir, G. L. og Valdimarsdóttir, M. (2019). Structural Hindrances or Less Driven Women? Mana- gers’ Views on Corporate Quotas. Politics & Gender, 1-29. DOI: 10.1017/S1743923X1800106X European Institute for gender Equality (2020). Quotas to remedy gender inequality can bring big change in politics and business. Sótt 2. okt. 2020 af https://eige.europa.eu/news/quotas-remedy-gender-inequality-can-bring-big-change- politics-and-business European parliament. (2011). Report on women and business leadership. Sótt 22. okt. 2018 af http://www.europarl.europa. eu/sides/getDoc.do?pubRef=-//EP// TEXT+REPORT+A7-2011-0210+0+DOC+XML+V0//EN#top(2010/2115(INI). Guðbjörg Linda Rafnsdóttir og Margrét Þorvaldsdóttir. (2012). Kynjakvótar og mögulegar hindranir á leið kvenna til æðstu stjórnunar, Íslenska þjóðfélagið: Félagsfræðingafélag Íslands, 3, 57-76. Guðbjörg L. Rafnsdóttir, Laufey Axelsdóttir, Sunna Diðriksdóttir og Þorgerður Einarsdóttir. (2015). Konur og karlar í forystu atvinnulífs á Íslandi. Akureyri: Jafnréttisstofa. Hagstofa Íslands (2020 a). Atvinnuþátttaka, atvinnuleysi 1991-2019. Sótt 20. September 2020 af: https://hagstofa.is/ leita?q=atvinnu%C3%BE%C3%A1tttaka+kvenna Hagstofa Íslands (2020 b). Mannfjöldi eftir menntunarstöðu samkvæmt ISCED 2003-2019. Sótt 20. september 2020 af: https://hagstofa.is/leita?q=Mannfj%C3%B6ldi+eftir+menntunarst%C3%B6%C3%B0u+samkv%C3%A6mt+ISCED Hagstofa Íslands (6. maí 2020). Konur 34,7% stjórnarmanna í fyrirtækjum með 50 launþega eða fleiri. Sótt af: https://hag- stofa.is/utgafur/frettasafn/fyrirtaeki/stjornir-og-framkvaemdastjorar-fyrirtaekja-2019/ Johnson, R. B. og Onwuegbuzie, A. J. (2004). Mixed methods research: A research paradigm whose time has come. Educational Researcher, 33, 14-26. Kanter, R. M. (1977). Men and women of the Corporation. New York: Basic Books. Klein, K. (2017). Does gender diversity on boards really boost company performance. Wharton University of Penn- sylvanya. Sótt þann 23.8. 2018 af http://knowledge.wharton.upenn.edu/article/will-gender-diversity-boards-reallybo- ost-company-performance/ Linehan, M. og Scullion, H. (2008). The development of female global managers: The role of mentoring and networking. Journal of business ethics, 83(1), 29-40 Lög um breytingu á lögum nr. 129/1997, um skyldutryggingu lífeyrisréttinda og starfsemi lífeyrissjóða, með síðari breyt- ingum nr. 122/2011. Lög um breytingu á lögum um hlutafélög og lögum um einkahlutafélög nr. 13/2010.
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