Gender, Interaction, and Leadership

Walker, Henry A.; Ilardi, Barbara C.; McMahon, Anne; Fennell, Mary L.

doi:10.2307/2787022

Cited by 53 publications

(48 citation statements)

References 57 publications

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“…Further, research evidence suggests that they often are more assertive. For instance, Walker et al (1996) found that males were ®ve times more likely than females to exercise opinion leadership in leaderless groups. In a study of mixed-sex groups with self-professed egalitarian gender-role expectations, males still participated more in group discussion and were more likely to be selected as leaders (Sapp et al, 1996).…”

Section: The Fourth Dimension Is Civic Virtuementioning

confidence: 97%

The good soldier: who is s(he)?

2001

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SummaryThis paper examines how perceptions of Organizational Citizenship Behaviors (OCBs) are affected by socially constructed gender roles. We argue that gender roles are important for the perception, categorization, and consequences of OCBs. We suggest that the dimensions of OCBs (altruism, courtesy, sportsmanship, and civic virtue) are related to gender stereotypes. Combining social identity theory with gender role theory suggests that the`gender' of these behaviors, the job, the job incumbent, and the gender identity of the observer interact, potentially broaden the breadth of requisite job behaviors de®ned as either in-or extra-role. Implications are discussed.

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Section: The Fourth Dimension Is Civic Virtuementioning

confidence: 97%

The good soldier: who is s(he)?

2001

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“…Our examination of studies published subsequent to the meta-analysis suggests that men's leadership advantage still predominates (Dobbins, Long, Dedrick, & Clemons, 1990; R. J. Hall et al, 1998;Hegstrom & Griffith, 1992;Malloy & Janowski, 1992;Sapp, Harrod, & Zhao, 1996;Walker et al, 1996), although three studies showed no sex difference (Kolb, 1997(Kolb, , 1999Moss & Kent, 1996) and one produced a difference in favor of women (Kent & Moss, 1994).…”

Section: Studies Of the Emergence Of Leadersmentioning

confidence: 99%

“…In general, the competent task contributions of women are more likely to be ignored or to evoke negative reactions than those of men (Altemeyer & Jones, 1974;Ridgeway, 1978Ridgeway, , 1981Ridgeway, , 1982. Also, women who genuinely exert influence are less likely to be liked or recognized as influential than men who exert influence (Butler & Geis, 1990;Walker et al, 1996).…”

Section: Less Favorable Evaluation Of Women's (Than Men's) Agentic Bementioning

confidence: 99%

“…Research has shown that in groups containing both sexes the relation of competent task contributions to gaining influence is stronger for men than for women (Walker, Ilardi, McMahon, & Fennell, 1996). In general, the competent task contributions of women are more likely to be ignored or to evoke negative reactions than those of men (Altemeyer & Jones, 1974;Ridgeway, 1978Ridgeway, , 1981Ridgeway, , 1982.…”

Section: Less Favorable Evaluation Of Women's (Than Men's) Agentic Bementioning

confidence: 99%

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Role congruity theory of prejudice toward female leaders.

Eagly¹,

Karau²

2002

Psychological Review

4,867

257

5,712

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A role congruity theory of prejudice toward female leaders proposes that perceived incongruity between the female gender role and leadership roles leads to 2 forms of prejudice: (a) perceiving women less favorably than men as potential occupants of leadership roles and (b) evaluating behavior that fulfills the prescriptions of a leader role less favorably when it is enacted by a woman. One consequence is that attitudes are less positive toward female than male leaders and potential leaders. Other consequences are that it is more difficult for women to become leaders and to achieve success in leadership roles. Evidence from varied research paradigms substantiates that these consequences occur, especially in situations that heighten perceptions of incongruity between the female gender role and leadership roles. Role Congruity Theory: How Gender Roles and LeaderRoles Produce Two Types of PrejudiceIn general, prejudice can arise from the relations that people perceive between the characteristics of members of a social group

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“…The structural account gains support from experiments on exchange, leadership, and conversation dynamics that show that women and men behave similarly when given equal levels of power and/or authority (e.g., Johnson 1993Johnson , 1994Molm and Hedley 1992;Walker et al 1996). Johnson's (1994) examination of behavior in a formal task group is illustrative.…”

Section: Structural Perspectivementioning

confidence: 94%

The Social Psychology of Gender Inequality

Kroska

2014

Handbook of the Social Psychology of Inequality

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Despite progress toward gender equality in several areas, gender inequality persists in the United States and throughout the world, and it persists across multiple institutions: education, employment, family, politics, and law. Despite a vast literature documenting these inequalities, questions remain about how they are created and maintained. Social psychology is uniquely positioned to explain those processes. The discipline includes a rich body of theories, including several multilevel theories, which give analysts the ideal tools for illuminating the production and reproduction of inequality across multiple contexts. I begin this chapter by briefly reviewing evidence of gender inequality, focusing on the United States. I then summarize social psychological theories that can be used to explain this inequality, highlighting the theoretical claims, findings, and limitations central to each account. I conclude with a discussion of the areas that warrant further attention. Gender Inequality in the United StatesAlthough women today receive a larger share of post-secondary degrees than men in the U.S., women are far less likely than men to receive degrees in the typically lucrative areas of science, math, and engineering (SME). The gap is especially pronounced in engineering and computer and information science, where women receive only 18 % of the bachelor degrees in both fields (National Center for Education Statistics 2011). This educational segregation creates similar forms of segregation in the labor market, where women are a minority in most SME sub-fields ( Women also earn less than men. In 2011, women's earnings were 77% of men's among full-time year-round workers ages 15 and over (U. S. Census Bureau 2012), a gap that is only a few percentage points smaller than it was in the mid-1990s when the decline in the gap began to slow substantially (Blau and Kahn 2006; U.S. Census Bureau 2012). Gaps persist within age and educational categories as well. For example, in 2011, women's earnings were 74% of men's among full-time year-round workers 25 and over with a bachelor's degree (U.S. Census Bureau A. Kroska ()

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Gender, Interaction, and Leadership

Cited by 53 publications

References 57 publications

The good soldier: who is s(he)?

The good soldier: who is s(he)?

Role congruity theory of prejudice toward female leaders.

The Social Psychology of Gender Inequality

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