Leadership and gender advantage

Vecchio, Robert P.

doi:10.1016/s1048-9843(02)00156-x

Cited by 257 publications

(208 citation statements)

References 115 publications

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“…In general, the traits associated with men have been more highly valued for leadership positions. However, different authors indicate that effective leadership requires a combination of characteristics associated with both men and women, such as emotional intelligence, risk-taking, empathy, integrity or the capacity to persuade, motivate and inspire people, among others (Eagly & Carli, 2003;2007;Fernández Palacín et al, 2010;Hoyt, 2010;Powell, 1990;Vecchio, 2002).…”

Section: Gender Differencesmentioning

confidence: 99%

Women and leadership: Gender barriers to senior management positions

Rincón

González

Barrero

2017

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Purpose: The purpose of this research is to show the representation of women in corporate leadership positions. It also aims to identify the key factors that determine the lower presence of women in senior management, as well as policies to achieve gender balance in decisionmaking positions. Originality/value:The research assesses the magnitude of the gender imbalance still present in leadership positions today. It also highlights the need for short-and long-term measures.

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Section: Gender Differencesmentioning

confidence: 99%

Women and leadership: Gender barriers to senior management positions

Rincón

González

Barrero

2017

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“…The authors based their proposition on the inherent feminine characteristics of women, which, among others, emphasise interpersonal cooperation rather than competition on the one hand, and equality rather than a superior-subordinate authoritative relationship on the other hand. However, the basis of the position adopted by this school of thought has been criticised by some academic researchers as too "simplistic and offers a stereotype view that largely ignores the importance of contextual contingencies" (Eagly & Carli, 2003a;Vecchio, 2002).…”

Section: Introductionmentioning

confidence: 99%

“…In order to achieve this broad objective, we hypothesised as follows: The outcome of this study provided an empirical and methodological explanation to the recommendation by Eagly and Carli (2003a) and Vecchio (2002) that gender-role leadership studies should be contextualised using scientific methodology. This outcome thus represents an incremental contribution to the existing body of literature in organisational leadership and gender study, particularly within the context of South Africa.…”

Section: Introductionmentioning

confidence: 99%

Analysis of gender and leadership role competencies, perceptions and stereotypes in an organisational context

Samuel

Mokoaleli

2017

SAJBM

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Powell (1990) contended that the differences between women and men leadership style is mostly based on perception and stereotype and concluded that there are "no differences" between men and women managers. This article evaluated causal linkages between employees' perception of both managerial and functional competencies and stereotype of male and female managers using a conglomerate in South Africa. The study adopted survey strategy using quantitative research design. Respondents comprised of 383 conveniently sampled lower and middle level managers using the non-probability sampling technique. Using structural equation modelling (SEM) (AMOS) and inferential statistics, our analysis showed a positive association to establish that male managers are more competent than female managers (t = 21.01, p<01), while the SEM path between perceptions and managerial competence was found to be significant (t = 001<.05). We found a non-significant path between perceptions and functional competence (t = .10, p>.05). Similarly, the path between perceptions and stereotyping was found to be non-significant (t = .07>.05). This findings further extend contemporary literature on gender and leadership roles and perhaps provided some insights regarding the continued underrepresentation of women in executive and top management positions in various organisations.

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“…However, Leona, Gloria and Diane may be representative of a complementary notion of successful ageing as independence, deferred retirement and a period of continued, fulfi lling work for women. Moreover, the three characters may be regarded as representative of a growing societal tendency for women to occupy CEO positions (e.g., Vecchio, 2002;Eagly & Carli, 2003;Lips & Hastings, 2012), and for this group, the question of retirement may not be as pertinent, for example, as for white-collar workers. Anne Jerslev Article: Th e look of aging: Agelessness as post-feminist cool?…”

Section: Th E Seriesmentioning

confidence: 99%