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AbstractResearch Question/IssueThe paper aims to understand the factors hindering and facilitating women's access to top management teams (TMTs) and boards of directors. It provides a systematic review of extant scholarly work on the antecedents of TMT and board gender diversity.Research Findings/InsightsReviewing and integrating research from over 200 journal publications, I develop an integrative review of the antecedents of gender diversity for two types of research contexts—TMT and board—at three levels: person centered, situation centered, and social‐system centered. I also identify knowledge gaps and suggest areas for future research.Theoretical/Academic ImplicationsThis comprehensive review of extant research simultaneously considers antecedents of TMT gender diversity and board gender diversity, providing insights into divergent trends of TMT and board gender diversity while highlighting understudied areas. Hopefully, the review will inspire more research to advance knowledge of the antecedents of TMT and board gender diversity, areas that have received relatively little attention compared with extensive research on the consequences of gender diversity.Practitioner/Policy ImplicationsGender diversity in corporate leadership is a topic of great interest. The growth in board gender diversity is unprecedented, but growth in TMT gender diversity has been stagnant. I offer a synthesis of extant literature to understand the social, situational, and individual drivers of TMT and board gender diversity, providing valuable insights for policymakers, investors, executives, and directors who seek to improve corporate leadership gender diversity.

Purpose of this study was to provide the necessary information for an improved physical education of female workers in the Chinese textile industry. 1035 women at 52 textile factories were furnished with questionnaires. The findings of the survey show that the respondents are interested and hope to participate in a broad range of physical activities. However, the extent of actual involvement in the various activities does not match the interest expressed, as it only amounts to 4.44%. Seven factors were ascertained that negatively affect involvement in physical activities.

Overview of the Personnel System for Talent Development in Taiwan -- The Study of Human Resource Development in National Higher Educa-tion Institutions in Taiwan: Faculty Appointments and Merit-based In-centive Payment System -- The Part-time Personnel System: Regulations and Practices for Pro-fessors with Concurrent Administrative Positions at Taiwan's Nation-al Universities -- Constructing and Analyzing Policy Issues for Budgeting Staff Man-agement at Taiwan's National Universities and Colleges: Technical, Organizational, and Individual Perspectives -- Personnel Systems in Higher Education Institutions in Selected Countries -- Professor Salary System in American Universities and Implications -- Respect and Trust: A Case Study of the UK Higher Education Person-nel System and Its Implications for the Recruitment of Academic Talent -- An Analysis of Faculty Pay Scale Structures and Part-Time Work Pol-icies: The Competitive Global Advantage of Higher Education in Sin-gapore and South Korean Universities -- Reforms in the Personnel and Compensation Systems of National Uni-versities in Japan: Take National University Corporations as Example.

Repatronage intentions towards Taiwanese health centers that had received patient complaints and implemented service recovery were investigated. Valid samples (N = 168) were collected from the complaint behavior of patients resulting from their experiences of service failures
in health centers. Results indicate that perceptions of distributive fairness and procedural fairness in health centers were related to repatronage intentions. In contrast, interactional fairness did not have the anticipated relationship with repatronage intentions. Consequently, health centers
personnel should identify themselves with patients' concerns and take a caring and sympathetic attitude towards them so as to encourage people to revisit the health centers.