This study examines the promotion of paternity leave by focusing on the role of female directors on boards. Drawing on insights from the literature on the upper echelons theory and strategic leadership, we argue that efforts to break gender stereotypes in upper‐echelon positions, particularly through female representation on boards, can promote paternity leave. Analyzing data from 633 Japanese firms between 2017 and 2021 with pooled regression models revealed that a high proportion of female directors promoted paternity leave. Additionally, it implied that the proportion of female department managers can strengthen the positive effects of female directors on paternity leave promotions. Our results contribute to the theory and practice of gender equality in organizations by providing implications for promoting crucial management practices that may be hindered by gender stereotypes.

中文翻译：

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打破管理实践中的性别陈规定型观念：推广陪产假

本研究通过关注女性董事在董事会中的角色来探讨陪产假的推广情况。根据有关高层理论和战略领导力的文献中的见解，我们认为，打破高层职位性别陈规定型观念的努力，特别是通过董事会中的女性代表，可以促进陪产假。通过汇总回归模型分析 2017 年至 2021 年间 633 家日本公司的数据，发现很大比例的女性董事提倡休陪产假。此外，这还意味着女性部门经理的比例可以增强女性董事对陪产假晋升的积极影响。我们的研究结果为促进可能受到性别陈规定型观念阻碍的关键管理实践提供了启示，从而为组织中性别平等的理论和实践做出了贡献。