Brief review of the article: Hillman, Amy J., Shropshire, Christine, Cannella Jr., Albert A.2007.Organizational predictors Of Women on corporate boards .Academy of Management Journal,50(4):941-952

Organizational predictors of women on corporate postings(Hillman et al., 2007)

This recent article is one of the first attempts to explain: What organisational characteristics predict womanishs in the boardroom?

Recognizing these characteristics superpower help to understand, why do some firms have women on their board of directors and others dont? Later case exists although popular press and institutional investors do pressure for greater female directors on board (p.941) and observable diversity (e.g. sexual activity) on board is positively associated with improve financial performance (Erhardt et al 2003).

Earlier studies examined gender at work group level& angstrom unit; resource dependency scholars focus on how directors, far from gender, satisfy the necessarily of an organization. The authors considered early work, i.e. didnt start from scratch, by combining resource habituation with work group level diversity theories to detect capability benefits of female board representation then linking these benefits with organizational characteristics, hence, ancestry organizational predictors of gender diversity in the boardroom (p.942) and achieving their search objective.

Boards of directors form a link amongst an organization &external environment (p.942), and give gene linkage benefits to organizations like advice and counsel, legitimacy, channels of communications and access to resources (peffer & salancik, 1978).



Boards bang-up (human and relational) is the source of these benefits (Hillman & Dalziel, 2003).Female representations on boards add prise to these benefits. e.g., for advice &counsel by creativity ... (Hillman et al., 2007), for legitimacy by oppose to stakeholders pressure for gender diversity... (ibid: 944).Given these knowledge helped the authors to conduct a deductive research strategy, that gave them more time for analysis, whereby they set resource dependence theory, which suggests three benefits accrue to firms through boards, and outline four hypotheses, regarding the value added from female representation on these benefits, in which they detailed that female representation on board is positively associated...

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