The communality-bonus effect for male transformational leaders – leadership style, gender, and promotability

Hentschel, Tanja; Braun, Susanne; Peus, Claudia; Frey, Dieter

doi:10.1080/1359432x.2017.1402759

Cited by 60 publications

(74 citation statements)

References 63 publications

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“…than women coordinators. This finding supports earlier research showing that men receive a bonus for showing communal behaviors incongruent to their gender role stereotype (e.g., Heilman & Chen, 2005;Hentschel et al, 2018). On the other hand, our results concur with previous studies that there is no comparable bonus for women showing agentic behavior.…”

Section: Discussionsupporting

confidence: 93%

“…In addition, we studied the influence the gender of the volunteer coordinator has on volunteers' evaluation of their coordinators leader behavior. In doing so, we contrasted the idea of a female leadership advantage (Eagly & Carli, 2003;Paustian-Underdahl et al, 2014) with the notion of a communality-bonus effect for men (Hentschel et al, 2018). Notes.…”

Section: Discussionmentioning

confidence: 99%

“…Indeed, research offers support for the notion of a communality-bonus effect for men (Hentschel et al, 2018). For example, men benefit more than women from helping colleagues and being verbally considerate in the workplace, which are communal behaviors (Heilman & Chen, 2005;Mohr & Wolfram, 2008).…”

Section: Gender Of the Leadermentioning

confidence: 99%

“…Communal leader behavior has recently garnered favorable attention in modern organizational structures. On the other hand, a communality-bonus effect for men has been proposed arguing that men breaking their role stereotype by showing communal behavior will be viewed beneficially (Hentschel, Braun, Peus, & Frey, 2018;Loughlin, Arnold, & Crawford, 2011).…”

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Leading volunteers: Investigating volunteers' perceptions of leaders' behavior and gender

Schreiner

Trent

Prange

et al. 2018

Nonprofit Mgmnt & Ldrshp

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Volunteer coordinators' leadership plays a central role in the efforts to retain volunteers and increase their commitment to an organization; however, research on volunteers' perceptions of their leaders is scarce. Given the challenges of leading volunteers, we present two studies to investigate the effectiveness of consideration and initiating structure for volunteer coordinators. First, we theorized and tested how well findings from the business and government sectors fit today's volunteer domain by studying volunteers' perceptions of their current coordinators' leadership. Using a sample of volunteers across the nonprofit sector, we found that consideration and initiating structure were related to different criteria. Initiating structure was positively related to volunteers' feelings of competence and to role clarity, while consideration was negatively related to burnout. Both leader behaviors were positively related to volunteers' satisfaction with their coordinator. In our second study, using a different sample of volunteers in nonprofit organizations, we employ a vignette study design to show how the gender of the coordinator influences the perception of his or her behavior. By manipulating the coordinators' gender via vignette descriptions, we found evidence of the communality‐bonus effect for men as men coordinators' leadership effectiveness was rated higher than women coordinators' effectiveness when displaying gender stereotype incongruent consideration behaviors. On the other hand, there was no difference between leaders' genders regarding initiating structure. Volunteers' satisfaction with their coordinator did not differ significantly based on coordinators' gender. We share several practical and theoretical implications of these findings for leaders of volunteers.

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Section: Discussionsupporting

confidence: 93%

Section: Discussionmentioning

confidence: 99%

Section: Gender Of the Leadermentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Leading volunteers: Investigating volunteers' perceptions of leaders' behavior and gender

Schreiner

Trent

Prange

et al. 2018

Nonprofit Mgmnt & Ldrshp

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“…However, stereotypes also can induce faulty assessments of people – i.e., assessments based on generalization from beliefs about a group that do not correspond to a person’s unique qualities. These faulty assessments can negatively or positively affect expectations about performance, and bias consequent decisions that impact opportunities and work outcomes for both men and women (e.g., Heilman, 2012; Heilman et al, 2015; Hentschel et al, 2018). Stereotypes about gender are especially influential because gender is an aspect of a person that is readily noticed and remembered (Fiske et al, 1991).…”

Section: Introductionmentioning

confidence: 99%

The Multiple Dimensions of Gender Stereotypes: A Current Look at Men’s and Women’s Characterizations of Others and Themselves

2019

Self Cite

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We used a multi-dimensional framework to assess current stereotypes of men and women. Specifically, we sought to determine (1) how men and women are characterized by male and female raters, (2) how men and women characterize themselves, and (3) the degree of convergence between self-characterizations and charcterizations of one’s gender group. In an experimental study, 628 U.S. male and female raters described men, women, or themselves on scales representing multiple dimensions of the two defining features of gender stereotypes, agency and communality: assertiveness, independence, instrumental competence, leadership competence (agency dimensions), and concern for others, sociability and emotional sensitivity (communality dimensions). Results indicated that stereotypes about communality persist and were equally prevalent for male and female raters, but agency characterizations were more complex. Male raters generally descibed women as being less agentic than men and as less agentic than female raters described them. However, female raters differentiated among agency dimensions and described women as less assertive than men but as equally independent and leadership competent. Both male and female raters rated men and women equally high on instrumental competence. Gender stereotypes were also evident in self-characterizations, with female raters rating themselves as less agentic than male raters and male raters rating themselves as less communal than female raters, although there were exceptions (no differences in instrumental competence, independence, and sociability self-ratings for men and women). Comparisons of self-ratings and ratings of men and women in general indicated that women tended to characterize themselves in more stereotypic terms – as less assertive and less competent in leadership – than they characterized others in their gender group. Men, in contrast, characterized themselves in less stereotypic terms – as more communal. Overall, our results show that a focus on facets of agency and communality can provide deeper insights about stereotype content than a focus on overall agency and communality.

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Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness

Hentschel

Braun

Peus

et al. 2020

Human Resource Management

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Following calls for research to increase gender equality, we investigated women's intentions to pursue career opportunities, in the form of career development programs. We built on lack of fit and signaling theory to argue that women's but not men's pursuit of career opportunities would be influenced by recruiter gender and gender-stereotypical wording in recruitment advertisements. We conducted two studies in Germany. In Study 1 (video-based experiment with 329 university students), we found that when a male recruiter used stereotypically masculine compared to feminine wording, female students anticipated lower belongingness, expected lower success of an application, and indicated lower application intentions for career opportunities. These differences in female students' evaluations disappeared when the recruiter was female. While Study 2 (experimental vignette study with 545 employees) replicates the negative effects of masculine wording for female employees; the buffering effect of female recruiters was only replicated for younger, but not for older female employees. Women's anticipated belongingness mediated the relationship between advertisement wording and application intentions when the recruiter was male. Recruiter gender and wording had no effects on men. Our work contributes to a better understanding of when and why contextual characteristics in the recruitment process influence women's pursuit of career opportunities.

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The communality-bonus effect for male transformational leaders – leadership style, gender, and promotability

Cited by 60 publications

References 63 publications

Leading volunteers: Investigating volunteers' perceptions of leaders' behavior and gender

Leading volunteers: Investigating volunteers' perceptions of leaders' behavior and gender

The Multiple Dimensions of Gender Stereotypes: A Current Look at Men’s and Women’s Characterizations of Others and Themselves

Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness

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