Justice and utility: Approval of gender quotas to increase gender balance in top‐level managements—lessons from Iceland
基于对冰岛244家大型企业504名管理者的调查，研究了管理者支持性别配额的正义与效用论点，发现社会正义和效用论点比个人正义论点更有说服力，而男性管理者的个人主义倾向可能阻碍组织性别平等。
Abstract Despite the adoption of board gender quotas in several countries, little is known about the views on quotas outside the boards. In this article, we expand the dialogue about gender quotas by examining managers' arguments (justice and utility) for quotas as a measure to increase gender balance in top‐level managements. Drawing on a survey of 504 men and women managers in 244 of Iceland's largest companies, we show that social‐justice arguments and utility arguments make a stronger case for gender quotas than individual‐justice arguments. By highlighting the gendered context of arguments and expectations for further influence of gender quotas, we show that men managers' emphasis on liberal individualism and the lack of approval of quotas may hinder more organizational gender equality. We argue for the need to focus on organizational factors and top managers' responsibilities to support further gender balance in top‐level managements.