Gender and Leadership Perceptions Among African Americans

Abstract

Guided by Eagly's (1987) social role theory and Fiske's (1993) model of status effects in dyads, we studied leadership perceptions within and between gender among African American college students engaged in a problem solving task. Variance components in leadership judgments replicated the pattern of findings reported by Malloy and Janowski (1992), and extended them by showing more consensus in leadership judgments of men by both men and women. Furthermore, there was more consensus in women's judgments of men than in men's judgments of women, and men more accurately predicted how they were judged by women than by men. Reliable self-other agreement of leadership judgments was only observed for men (self) when judged by women. Results revealed a gender bias in leadership perceptions among African Americans that is similar to that observed among European Americans, and were more consistent with a gender inequality model than with a gender equality model.A major assumption of the social-role interpretation of sex differences is that the perception of women as especially communal and men as especially agentic stems from the dif-

A Review and Critique of Partner Effect Research in Small Groups

“…The largest body of work to apply the SRM to zero-history groups focuses on interpersonal perceptions after minimal interaction. For instance, after only brief interactions group members were able to agree on target ratings of aggressiveness and interpersonal harm (Kenny et al, 2007; Lam, van der Vegt, Walter, & Huang, 2011), attachment (Mallinckrodt & Chen, 2004), cooperation and reliability (Greguras, Robie, & Born, 2001), effectiveness and talkativeness (Robins, Mendelsohn, Connell, & Kwan, 2004), embarrassment (Marcus, Wilson, & Miller, 1996), extroversion and conscientiousness (Campbell, Simpson, Stewart, & Manning, 2003; Levesque, 1997; Levesque & Kenny, 1993; Park & Judd, 1989; Park & Kraus, 1992), friendliness (Christensen & Kashy, 1998), hostility and submissiveness (Mallinckrodt & Chen, 2004; Marcus & Holahan, 1994), interpersonal liking (Krause, Back, Egloff, & Schmukle, 2014; Park & Flink, 1989; Sullivan & Reno, 1999; Swann, Kwan, Polzer, & Milton, 2003), leadership skills and ability (Albright & Forziati, 1995; Kenny & Livi, 2009; Kenny & Zaccaro, 1983; Livi, Kenny, Albright, & Pierro, 2008; Malloy & Janowski, 1992; Peters, Kinsey, & Malloy, 2004), levels of dominance and influence (Anderson & Kilduff, 2009; LeDoux, Gorman, & Woehr, 2012; Marcus, Lyons, & Guyton, 2000), memorability (Bond, Dorsky, & Kenny, 1992; Frey & Smith, 1993), narcissism (Küfner, Nestler, & Back, 2013; Lukowitsky & Pincus, 2013), perceived rivalry (Kenny, Kieffer, Smith, Ceplenski, & Kulo, 1996; Kilduff, Elfenbein, & Staw, 2010), self-esteem (Back et al, 2009), skill level of adolescents with learning disabilities (Scarpati, Malloy, & Fleming, 1996), social anxiety (Christensen & Stein, 2003; Marcus et al, 1996), status and power (Anderson, Srivastava, Beer, Spataro, ...…”

Gender Differences in Ethnocultural Empathy and Attitudes Toward Men and Women in Authority

“…However, because women are still members of a socially stigmatized group, they tend to be identified by social stereotypes. Therefore, it is possible that women may avoid leadership activities, and organizations need to recognize these social stereotypes to encourage women to take on leadership roles (Peters, Kinsey, & Malloy, 2004).…”

Leadership Attitudes and Beliefs of Incoming First-Year College Students

“…Societies' gender role expectations influence an individual's leadership attitudes and beliefs (Kezar & Moriarty, 2000;Peters, Kinsey, & Malloy, 2004;Chin 2004). Studies have found that descriptors such as cooperative, participatory, interpersonal, and relationship-oriented are thought of as primarily feminine styles of leadership.…”