The moderating role of leader and follower sex in dyads on the leadership behavior–leader effectiveness relationships

Douglas, Ceasar

doi:10.1016/j.leaqua.2011.11.013

Cited by 45 publications

(36 citation statements)

References 61 publications

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“…Second, based on the social role theory and the similarity‐attraction paradigm, the present study extends previous research on gender roles in the organization (e.g., Douglas, ; Carli & Eagly, ; Eagly & Carli, ; Eagly, Wood, and Diekman, ; Wang et al, ) by testing the moderating effect of supervisor gender on the relationship between SR‐HRM practices and female employees’ turnover intentions. Studies interested in the role of gender in employees’ turnover intentions put a focus on individual‐level determinants, such as employee satisfaction and commitment (Russ & McNeilly, ), perceived coworker and supervisor support (Ng & Sorensen, ), role stress (Kim, Murrmann, & Lee, ), and psychological contract (Blomme, Tromp, & van Rheede, ).…”

Section: Introductionsupporting

confidence: 52%

“…In addition, since previous studies have shown that supervisor gender has an important impact on employee outcomes (Douglas, ; Wang, Chiang, Tsai, Lin, & Cheng, ), we argue that supervisor gender has a moderating effect on the relationship between SR‐HRM practices and female employees’ turnover intentions. Previous research indicates that when the aim is to affect women's turnover intentions, the strength of female and male supervisors’ influence might be different (e.g., Douglas, ; Eagly & Carli, ; Lämsä & Piilola, ; Wang et al, ). To understand how supervisor gender alters the strength of the relationship between SR‐HRM practices and female employees’ turnover intentions, it is necessary to compare the effects of the same practices performed by both female and male supervisors.…”

Section: Introductionmentioning

confidence: 67%

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Effects of responsible human resource management practices on female employees’ turnover intentions

Nie

Lämsä

Pučėtaitė

2017

Business Ethics: A Eur Rev

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Funding information Academy of FinlandThis study focuses on the effects of socially responsible human resource management (SR-HRM) practices on female employees' turnover intentions and the moderating effect of supervisor gender on this relationship. With a sample of 212 female employees from eight different industries in Finland, the results indicate that SR-HRM practices promoting equal career opportunities and work-family integration play a significant role in reducing women's turnover intentions. The study adds to the academic discourse of corporate social responsibility by highlighting the impact of the organizational-level HRM determinants on the individual-level outcome. In addition, supervisor gender makes a difference in the studied relationship: female supervisors have a stronger and more significant impact on the relationship than male supervisors. Our findings suggest that organizational measures which support work-family integration should be taken seriously to decrease female employees' turnover intentions. Male supervisors could adopt some gender-incongruent leadership behaviors, such as individualized emotional concern and caring when dealing with female employees. In the future, other gender combinations in the supervisor-employee relationship would merit research.

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Section: Introductionsupporting

confidence: 52%

Section: Introductionmentioning

confidence: 67%

Effects of responsible human resource management practices on female employees’ turnover intentions

Nie

Lämsä

Pučėtaitė

2017

Business Ethics: A Eur Rev

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“…While neither one of them moderated the paths tested in our model, the relational demography literature (Somech, ; Wells & Aicher, ) suggests that leadership impact could well vary by leader‐follower demographic similarity (e.g. Douglas, ; Wang et al, ). Gender differences in leadership preferences (e.g.…”

Section: Discussionmentioning

confidence: 64%

“…Hence, we controlled for leaders' gender as well as for possible leader‐subordinate gender interactions, originating, for example, from male followers responding differently to TL as a function of leader gender (e.g. Douglas, ). Consistent with previous theory and research (e.g.…”

Section: Methodsmentioning

confidence: 99%

Transformational Leadership and Organisational Citizenship Behaviour: A Moderated Mediation Model of Leader‐Member‐Exchange and Subordinates' Gender

et al. 2018

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Transformational leadership (TL) enhances follower Organizational Citizenship Behavior (OCB) as mediated by leader‐member exchange (LMX). However, the strength of the positive associations among TL, LMX and OCB is subject to significant variability. Accordingly, we draw on several theories (self‐identity, role congruency, self‐concept, and social exchange) to propose that followers' gender moderates the relationships between all three of these variables. We argue differences in societal expectations and/or underlying motivation combine to make leadership of lesser importance to OCB among females than males. Using 202 supervisor‐subordinate dyads from Taiwan, a moderated mediation model of TL‐LMX‐OCB, with subordinate gender as a moderator, was tested. As hypothesised, each of the positive associations among TL, LMX and OCB were weaker for females than for males, thus accounting for some of the variability in the strength of the associations typically observed. Relatedly, although LMX fully mediated the TL‐OCB relationship in the entire sample, this effect was not observed among female subordinates. Further research is required to assess the degree to which these findings apply beyond the Confucian Asian societal cluster.

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“…The consequences may, in turn, increase the follower's intrinsic motivation, which is an important driver for employees' extra effort (e.g., Piccolo and Colquit 2006;Shamir et al 1993). Recently, Douglas (2012) found that transformational leaders who make clear communication, set the goals, and motivate employees, inspire followers to reach beyond their own self-interests and further encourage them to do more than one is expected.…”

Section: The Effect Of Leadership Styles On Follower's Outcomesmentioning

confidence: 99%

Assessing the Effects of Leadership Styles on Employees’ Outcomes in International Luxury Hotels

2014

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This study examines the effects of transformational, transactional, and non-transactional leadership on hotel employees' outcomes including extra effort, perceived efficiency, and satisfaction with managers. Employees from eleven 4-star hotels in Spain provided the collected data. A series of statistical analyses (1) identify the elements of three leadership styles using a multi-factor leadership questionnaire (MLQ-5X), (2) examine the effect of leadership styles on employees' outcomes. The results of this study indicate that "idealized attributes" of transformational leadership and "contingent reward" from transactional leadership are the most important factors that positively affect all three outcomes (i.e., extra effort, perceived efficiency and satisfaction), and (3) to assess the moderating effect of different types of ownership of hotel properties on the relationship between styles of leadership and outcomes of employees' activities Other than these two elements, the significant factors indicating positive or negative relationships vary depending on the types of individual outcomes as well as ownership of hotel properties. The discussion sections indicate theoretical and practical implications of the findings.

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The moderating role of leader and follower sex in dyads on the leadership behavior–leader effectiveness relationships

Cited by 45 publications

References 61 publications

Effects of responsible human resource management practices on female employees’ turnover intentions

Effects of responsible human resource management practices on female employees’ turnover intentions

Transformational Leadership and Organisational Citizenship Behaviour: A Moderated Mediation Model of Leader‐Member‐Exchange and Subordinates' Gender

Assessing the Effects of Leadership Styles on Employees’ Outcomes in International Luxury Hotels

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