Advancing international human resource management scholarship on paternalistic leadership and gender: the contribution of postcolonial feminism

This article aims to inspire international human resource management (IHRM) scholarship that incorporates postcolonial feminist theory, using the under-researched topic of paternalistic leadership and gender to illustrate the opportunities and challenges such an endeavour can present. Paternalistic leadership is utilised because it represents one of the most widely used indigenous frameworks for examining leadership in Chinese contexts. The principal theoretical contribution of this article centres on providing IHRM scholars with postcolonial feminist ideas, perspectives and sites of inquiry for cultivating future research on gender and paternalistic leadership. The salience of postcolonial feminism resides in its capacity to address the representation of non-western women in feminist theory as a universal, transhistorical category, to centralise cultural difference in theorising gender, to shatter binaries reproduced by colonialism and imperialism (e.g. ‘West/East’, 'Western/Third World Woman') and to generate indigenous, localised knowledge on non-western women. Three sites of inquiry are discussed: 1) Chinese feminisms and genders; 2) Chinese cultures and gender norms; 3) voice, agency and the subaltern woman. This article provides research propositions for IHRM scholars seeking to translate postcolonial feminist ideas into empirical research. The article concludes by outlining implications for practice and providing research questions to guide future IHRM scholarship.

This is an Accepted Manuscript of an article published by Taylor & Francis in International Journal of Human Resource Management on 26 Dec 2018, available online: http://www.tandfonline.com/10.1080/09585192.2018.1521862