Gregory R. Thrasher, Cort W. Rudolph, Michelle M. Hammond
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引用次数: 0
摘要
在过去的几十年里,西方劳动力经历了两个显著的人口变化:女性担任领导角色的比例有所增加,劳动力正在老龄化。同时考虑到这两种趋势,我们可以很直观地看到,未来的劳动力将由年龄和性别日益多样化的领导者群体来定义。然而,尽管女性领导者的总体比例有所增加,但在高层领导和行政职位上,这一比例急剧下降。目前关于女性领导力提升障碍的理论包含相互矛盾的主张,并且在很大程度上孤立于其他因素(即年龄刻板印象)来研究性别问题。我们的目标是通过研究交叉角色一致性偏见作为年龄和性别不同个体职业发展障碍的预测因子,在年龄和性别为基础的领导者原型的文献中建立共识。我们将角色一致性理论中的基本命题整合到一个交叉框架中,以研究基于年龄和性别的代理-社区角色规范对领导力评估的共同影响。通过在两项研究(N 1 = 163, N 2 = 466)中应用实验小插图方法,我们的结果表明(a)年龄对女性领导原型的积极影响减弱,(b)与女性领导相关的传统偏见依赖于年龄,以及(c)男性领导者在表现出性别非典型社区行为时获得一致且年龄相关的评分奖励。讨论了对实践和研究的启示。
The Intersectional Role-(In) Congruity Effects of Age and Gender on Leadership Evaluations
Over the past decades, the Western workforce has experienced two notable demographic shifts: there has been an increase in the percentage of women occupying leadership roles and the workforce is aging. Considering these two trends in unison, it would be intuitive that the future workforce will be defined by an increasingly age and gender-diverse group of leaders. However, although the general percentage of female leaders has increased, this percentage decreases sharply in upper leadership and executive roles. The current theory on barriers to female leadership ascension contains conflicting propositions and has largely examined gender issues in isolation from other factors (i.e., age stereotypes). We aim to create consensus across the literature on age and gender-based leader prototypes by investigating intersectional role-congruity bias as a predictor of barriers to career advancement for age and gender-diverse individuals. We integrate fundamental propositions from role congruity theory within an intersectional framework to examine the joint influence that age- and gender-based agentic-communal role norms exert on leadership evaluations. Through the application of experimental vignette methodology across two studies ( N 1 = 163, N 2 = 466), our results suggest that (a) the positive effect of age on leadership prototypicality is attenuated for women, (b) traditional biases associated with female leadership are dependent upon age, and (c) male leaders receive a consistent and age-dependent bonus in ratings when displaying gender atypical communal behaviors. Implications for practice and research are discussed.
期刊介绍:
Group & Organization Management (GOM) publishes the work of scholars and professionals who extend management and organization theory and address the implications of this for practitioners. Innovation, conceptual sophistication, methodological rigor, and cutting-edge scholarship are the driving principles. Topics include teams, group processes, leadership, organizational behavior, organizational theory, strategic management, organizational communication, gender and diversity, cross-cultural analysis, and organizational development and change, but all articles dealing with individual, group, organizational and/or environmental dimensions are appropriate.