Review of The Article: Cannella Jr., Albert A.2007.Organizational Predictors of Women on Corporate Boards .Academy of Management Journal,50(4):941-952

A summarizing critique of Organizational predictors of women on embodied be ons(Hillman et al., 2007)

This recent article is one of the commencement exercise attempts to explain: What organizational characteristics predict distaffs in the boardroom?

Recognizing these characteristics might help to understand, why do somewhat firms have women on their board of directors and others dont? Later case exists although best-selling(predicate) press and institutional investors do pressure for greater female directors on board (p.941) and observable assortment (e.g. gender) on board is positively associated with improved financial performance (Erhardt et al 2003).

Earlier studies examined gender at work group take aim& resource dependence scholars focus on how directors, farthermost from gender, satisfy the needs of an organization. The authors considered early work, i.e. didnt start from scratch, by combining resource dependence with work group level diversity theories to detect potential benefits of female board representation thence linking these benefits with organizational characteristics, hence, deriving organizational predictors of gender diversity in the boardroom (p.942) and achieving their research objective.

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



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

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