Does Leader Character Have a Gender?

Abstract

Virtues and character strengths are often assumed to be universal, considered equally important to individuals across cultures, religions, racial-ethnic groups, and genders. The results of our surveys and laboratory studies, however, bring to light subtle yet consistent gender differences in the importance attributed to character in leadership: women considered character to be more important to successful leadership in business than did men, and women had higher expectations that individuals should demonstrate character in a new leadership role. Further, the gender of the research participant affected character ratings such that male respondents viewed a female leader who exhibited agentic behaviors in a professionally challenging situation less positively than a male leader who displayed the same agentic behaviors. The data also showed that male participants rated almost every dimension of character displayed by the female leader lower than did female participants. Our findings suggest that the question as to what extent gender differences may bias the assessment of virtues and character strengths is an important one, and one for which the practical implications for individuals in organizations need to be studied in more detail.

Leadership in heels: Women on boards and sustainability in times of COVID‐19

“…However, most of these approaches suppose a juxtaposition based on the existence of two conflicting and incongruous roles that women either adopt a masculine role to access positions of power and exercise as leaders or else assume a traditional female role linked to gender stereotypes (Becker et al, 2002), which is negatively affected by cognitive biases related to a greater interest in inclusion and solidarity and low motivation to access leadership positions and achieve a dominant presence (Hernandez Bark et al, 2016), perhaps due to the female difficulties in fitting into the dynamics of traditional corporate structures (Mavin & Grandy, 2016). So, gender stereotypes currently in force as previously indicated (OECD, 2019(OECD, , 2020 entail essential beliefs and values in today's world (concerned about the social and business impacts of organizations), which turn women into role models for their transformational leadership (Nekhili et al, 2016) determined by the cognitive dimensions of their gender (Mohan et al, 2022). Specifically, their presence brings unique capabilities and resources to companies (Nielsen & Huse, 2010), as it is accompanied by a more participatory, empathic, and creative decision-making style (Christensen et al, 2014;Javidan et al, 2016), and greater solidarity and sensitivity to social problems (Williams, 2003).…”

“…So, gender stereotypes currently in force as previously indicated (OECD, 2019, 2020) entail essential beliefs and values in today's world (concerned about the social and business impacts of organizations), which turn women into role models for their transformational leadership (Nekhili et al, 2016) determined by the cognitive dimensions of their gender (Mohan et al, 2022). Specifically, their presence brings unique capabilities and resources to companies (Nielsen & Huse, 2010), as it is accompanied by a more participatory, empathic, and creative decision‐making style (Christensen et al, 2014; Javidan et al, 2016), and greater solidarity and sensitivity to social problems (Williams, 2003).…”

“…More precisely, the objective of this study is focused on expanding the knowledge of the effect that capacities, competencies, and other cognitive traits related to the gender of the directors (Akhmetshin et al, 2018; Ferramosca & Verona, 2020; Mohan et al, 2022) can have with respect to the decisions that companies have made regarding sustainability in 2020, a year of economic slowdown, health vulnerability, and increased social inequality. Based on the theory of social identity, we argue that those boards with a greater number of seats occupied by women will have been more favorable to maintaining sustainability initiatives to face the new demands resulting from the COVID‐19 pandemic.…”

Measurement invariance and psychometric properties of a German-language Conformity to Masculine Norms Inventory among cisgender sexual minority and heterosexually identified women and men.

“…Women might also adhere to norms and standards described by masculinity ideologies (García-Sánchez et al, 2018; Zamarripa et al, 2003). For instance, women might display behaviors that are defined in part by masculinity ideologies (e.g., being results-oriented, speaking assertively, expressing confidence in oneself, showing determination), especially in male-dominated workplaces (Galea & Chappell, 2022) and when taking leadership positions (Mohan et al, 2022; Zinn & Hofmeister, 2022). Women who display certain behaviors associated with masculinity ideologies, even in workplaces where such behaviors are often expected and favored, face devaluation (Mohan et al, 2022; Zinn & Hofmeister, 2022), and are in conflict with femininity ideologies, that is, culturally defined standards and norms of how women are expected to be or behave (Eagly & Karau, 2002; Hamilton et al, 2019; Heilman & Okimoto, 2007; Vink et al, 2022).…”

“…For instance, women might display behaviors that are defined in part by masculinity ideologies (e.g., being results-oriented, speaking assertively, expressing confidence in oneself, showing determination), especially in male-dominated workplaces (Galea & Chappell, 2022) and when taking leadership positions (Mohan et al, 2022; Zinn & Hofmeister, 2022). Women who display certain behaviors associated with masculinity ideologies, even in workplaces where such behaviors are often expected and favored, face devaluation (Mohan et al, 2022; Zinn & Hofmeister, 2022), and are in conflict with femininity ideologies, that is, culturally defined standards and norms of how women are expected to be or behave (Eagly & Karau, 2002; Hamilton et al, 2019; Heilman & Okimoto, 2007; Vink et al, 2022). In order to understand the degree to which women conform to masculinity ideologies and may consequently face devaluation or disadvantage (Hamilton et al, 2019), instruments for the assessment of conformity to masculinity ideologies need to be validated in women in addition to men and people with another gender.…”