A multivariate study of subordinate perceptions of and attitudes toward minority and majority managers.

Adams, Edward F.

doi:10.1037/0021-9010.63.3.277

Cited by 50 publications

(23 citation statements)

References 22 publications

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“…For example, King & Bass (1974), as cited in Bass (2008) argued that African American managers would be less directive and more considerate with their white employees. And, in fact, one study reported that white subordinates found black managers exhibited more consideration than did white managers (Adams, 1978;as cited in Bass, 2008). King & Bass (1974) also expected that white supervisors would be more directive with their black subordinates.…”

Section: Comparing White and Black Leadership Stylesmentioning

confidence: 94%

A critical review of race and ethnicity in the leadership literature: Surfacing context, power and the collective dimensions of leadership

Ospina

Foldy

2009

The Leadership Quarterly

212

203

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Section: Comparing White and Black Leadership Stylesmentioning

confidence: 94%

A critical review of race and ethnicity in the leadership literature: Surfacing context, power and the collective dimensions of leadership

Ospina

Foldy

2009

The Leadership Quarterly

212

203

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“…Second, career development and performance evaluation literatures indicate that women generally tend to be more concerned than men about interpersonal relationships, particularly in areas in which such relationships potentially impact their jobs and career development (Gallos, 1989;London & Wohlers, 1991). Third, power arguments emanating from structural-cultural theories suggest that interpersonal approaches might be more readily accepted by organizational members (Ragins & Sundstrom, 1989 (Adams, 1978;Bass & Avolio, 1997;Baird & Bradley, 1979;Camden & Witt, 1983). Accordingly, we hypothesize:…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 94%

Leadership and the Glass Ceiling: Gender and Ethnic Group Influences on Leader Behaviors at Middle and Executive Managerial Levels

Bartol

Martin

Kromkowski

2003

Journal of Leadership & Organizational Studies

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This study investigated influences of gender and ethnic group through the perspective of four leader behaviors deemed important by top managers and exhibited by 658 middle managers and executives in a large professional services business organization. As rated by subordinates, female and male executives were similar in that they generally engaged in greater amounts of the leader behaviors valued by top management than did male and female middle manager. However, both female middle managers and female executives were rated higher than males counterparts not only interpersonal, but also goals and task leader behaviors. Results support socialization and gender norms explanations. Few ethnic group differences were found, but areas for future research are identified.

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“…These experiences of discrimination and job stress sometimes occur as a function of differential attitudes and expectations that Whites have regarding the skills, authority, and leadership abilities of African American women in the workplace (Adams, 1978;Dumas, 1979;Parker, 1976;Richards & Jaffe, 1972 (Dumas, 1979;Mays, 1995), less structural and informational support for career advancement and upward mobility (Edwards, 1980), and lack of control over their work environment (Ford, 1982). As studies have suggested that women's career aspirations can be influenced by their beliefs and expectations of opportunity (Evans & Heir, 1991;Smith, 1981;Turner & Turner, 1975), perceptions of racial-ethnic discrimination by African American women could potentially influence their entry into the labor force.…”

Section: Nih-pa Author Manuscriptmentioning

confidence: 99%

“…These experiences of discrimination and job stress sometimes occur as a function of differential attitudes and expectations that Whites have regarding the skills, authority, and leadership abilities of African American women in the workplace (Adams, 1978;Dumas, 1979;Parker, 1976;Richards & Jaffe, 1972). Specifically identified job stressors of Black women include greater socioemotional demands (Dumas, 1979;Mays, 1995), less structural and informational support for career advancement and upward mobility (Edwards, 1980), and lack of control over their work environment (Ford, 1982).…”

mentioning

confidence: 99%

Perceived race-based discrimination, employment status, and job stress in a national sample of Black women: Implications for health outcomes.

Mays¹,

Coleman²,

Jackson³

1996

Journal of Occupational Health Psychology

104

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Previous research has not systematically examined the relationship of perceived race-based discriminations to labor force participation or job related stresses-problems experienced by Black women. The present study investigated the relative contributions of perceived race-based discriminations and sociodemographic characteristics to employment status and job stress in a national probability sample (the National Survey of Black Americans; J. S. Jackson, 1991) of Black women in the United States. Logit and polychotomous logistic regression analyses revealed that Black women's current employment status was best explained by sociodemographic measures. In contrast, the combination of perceived discrimination and sociodemographics differentially affects patterns of employment status and perceived job stress in the work environment of Black women. Implications of these findings for the health of African American women are discussed.As greater numbers of women maintain steady employment and move into nontraditional occupations, more attention is being paid to social and psychological effects resulting from their participation in the labor force. The impact of work on marriage, family, mental health status, life satisfaction, and, in particular, job-related stress has been an important area of study (Crohan, Antonnucci, Adelmann, & Coleman, 1989). Historically, Black 1 women have constituted a proportionally large share of the labor force (Evans & Herr, 1991;Malveaux & Wallace, 1987). Much of the research on working Black women, however, has concerned itself with objective labor market indices (e.g., rates of participation, occupation, and salary equity). Little research has examined the psychosocial aspects of perceptions of gender and race discrimination in the labor market experiences of Black women, particularly as they affect entry into the labor force, participation rates (employment status), and job stress in the work environment as a function of perceptions of racial-ethnic discrimination.Studies examining work and the quality of life consistently document the negative impact of work-related discrimination on women and ethnic group members (Ulbrich, Warheit, & Copyright 1996 by the Educational Publishing Foundation Correspondence concerning this article should be addressed to Vickie M. Mays, University of California, Los Angeles, 405 Hilgard Avenue, 1285 Franz Hall, Box 951563, Los Angeles, California 90095-1563. Electronic mail may be sent via Internet to mays@psych.sscnet.ucla.edu. 1 The terms African American and Black are used interchangeably throughout this article to refer to Americans who share a common ancestral descent from people historically indigenous to sub-Saharan Africa. NIH Public AccessAuthor Manuscript J Occup Health Psychol. Author manuscript; available in PMC 2013 June 13.Published in final edited form as:J Occup Health Psychol. 1996 July ; 1(3): 319-329. NIH-PA Author ManuscriptNIH-PA Author Manuscript NIH-PA Author Manuscript Zimmerman, 1989). Disparities between the occupational ...

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A multivariate study of subordinate perceptions of and attitudes toward minority and majority managers.

Cited by 50 publications

References 22 publications

A critical review of race and ethnicity in the leadership literature: Surfacing context, power and the collective dimensions of leadership

A critical review of race and ethnicity in the leadership literature: Surfacing context, power and the collective dimensions of leadership

Leadership and the Glass Ceiling: Gender and Ethnic Group Influences on Leader Behaviors at Middle and Executive Managerial Levels

Perceived race-based discrimination, employment status, and job stress in a national sample of Black women: Implications for health outcomes.

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