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Analysis of institutional authors

Gallo, Nuria AlonsoCorresponding AuthorLopez, Irene GutierrezCorresponding Author
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Gender and organizational culture in the European Union: situation and prospects

Publicated to:Frontiers In Psychology. 14 1164516- - 2023-04-25 14(), DOI: 10.3389/fpsyg.2023.1164516

Authors: Gallo, Nuria Alonso; Lopez, Irene Gutierrez

Affiliations

Complutense Univ Madrid UCM, Complutense Inst Int Studies ICEI, Madrid, Spain - Author
Rey Juan Carlos Univ URJC, Dept Business Econ, Madrid, Spain - Author
Rey Juan Carlos Univ URJC, Fac Law & Social Sci, Dept Appl Econ, Madrid, Spain - Author

Abstract

In recent decades, there has been a massive incorporation of women into the labor market. However, the belief that certain jobs or business functions can be performed better by people of one gender than the other has not allowed for widespread changes in the business culture to achieve effective equality between women and men in companies. Examples of this are unequal access to employment, vertical and horizontal segregation in occupations, wage discrimination, problems in reconciling personal and professional life, or difficulties in accessing management positions in companies (glass ceiling). Other determinants of gender inequalities have been long working hours, as well as the presence of employees, characteristic of European business culture. The progress achieved to date began with the incorporation of women into the labor market under unequal conditions that soon called for the need to establish a regulatory framework to try to eradicate them. The legal status of women in Europe has undoubtedly improved as a result of the development of European regulations, which have been binding in the development of business policies in the Member States and have succeeded in modifying the organizational climate through proposals such as the development of Equality Plans or salary audits. Examples of the most recent legislative initiatives of the European Union on equality that affect business practices are Directive 2022/2041/EC on adequate minimum wages in the European Union or Directive 2022/2381/EC on a better gender balance among directors of listed companies. This study attempts to systematize the changes in the legislation on effective equality between men and women in business and to analyze its effect on organizational culture through the information available in the statistics on gender equality-mainly from the European Union-which gather quantitative and qualitative information on the adaptation of business culture to the new legal framework and the overcoming of gender stereotypes that have been guiding business management in the last decade.

Keywords
European union lawGender equalityGender parity on boardsGlass ceilingOrganizational culture

Quality index

Bibliometric impact. Analysis of the contribution and dissemination channel

The work has been published in the journal Frontiers In Psychology due to its progression and the good impact it has achieved in recent years, according to the agency WoS (JCR), it has become a reference in its field. In the year of publication of the work, 2023, it was in position 56/219, thus managing to position itself as a Q2 (Segundo Cuartil), in the category Psychology, Multidisciplinary. Notably, the journal is positioned en el Cuartil Q2 para la agencia Scopus (SJR) en la categoría Psychology (Miscellaneous).

Independientemente del impacto esperado determinado por el canal de difusión, es importante destacar el impacto real observado de la propia aportación.

Según las diferentes agencias de indexación, el número de citas acumuladas por esta publicación hasta la fecha 2025-05-23:

  • Scopus: 3
  • OpenCitations: 2
Impact and social visibility

From the perspective of influence or social adoption, and based on metrics associated with mentions and interactions provided by agencies specializing in calculating the so-called "Alternative or Social Metrics," we can highlight as of 2025-05-23:

  • The use, from an academic perspective evidenced by the Altmetric agency indicator referring to aggregations made by the personal bibliographic manager Mendeley, gives us a total of: 46.
  • The use of this contribution in bookmarks, code forks, additions to favorite lists for recurrent reading, as well as general views, indicates that someone is using the publication as a basis for their current work. This may be a notable indicator of future more formal and academic citations. This claim is supported by the result of the "Capture" indicator, which yields a total of: 44 (PlumX).

With a more dissemination-oriented intent and targeting more general audiences, we can observe other more global scores such as:

  • The Total Score from Altmetric: 1.1.
  • The number of mentions on the social network X (formerly Twitter): 2 (Altmetric).

It is essential to present evidence supporting full alignment with institutional principles and guidelines on Open Science and the Conservation and Dissemination of Intellectual Heritage. A clear example of this is:

  • The work has been submitted to a journal whose editorial policy allows open Open Access publication.
Leadership analysis of institutional authors

There is a significant leadership presence as some of the institution’s authors appear as the first or last signer, detailed as follows: First Author (Alonso Gallo, Nuria) and Last Author (Gutiérrez López, Irene).

the authors responsible for correspondence tasks have been Alonso Gallo, Nuria and Gutiérrez López, Irene.