Examining the Connection of Threat to Gendered Leadership Preferences

2009 ◽  
Author(s):  
Elizabeth R. Brown ◽  
Amanda B. Diekman
Keyword(s):  
Leadership Preferences ◽  
Gendered Leadership

scholarly journals Reality checks for career women: An interpretevist paradigm

2019 ◽  
pp. 1-22
Author(s):  
Mary Anthony ◽  
Werner Soontiens
Keyword(s):  
Law Enforcement ◽  
Phenomenological Approach ◽  
Self Determination ◽  
Structured Interviews ◽  
Critical Question ◽  
Career Women ◽  
The Public ◽  
Gendered Leadership ◽  
Management Positions ◽  
Organisational Process

AbstractThis paper reflects on the latent organisational process that leads tothe scarcity of women in senior positions. Utilising characteristics of legitimisation, institutionalisation and self-determination theories the paper observes how women manage upward mobility. Subsequently, it was important to investigate the mid-level cohorts, as there lies the critical question triggering the anomaly. Focusing on the public sector with an interest in gendered organisations, the study examines law enforcement. Conversely, the aim of this paper is to focus on why there is a continued dearth in the number of policewomen at top level positions in USA and Australia. A qualitative study with a phenomenological approach is applied. Semi-structured interviews are conducted with 40 policewomen in mid-management positions in American and Australian law enforcement. It further aims to explore the linkages of the ongoing paucity of gendered leadership in organisations, questioning how these will influence women's ability to advance to higher-level positions.

Transformational leadership in leading young innovators – a subordinate’s perspective

2016 ◽  
Vol 19 (4) ◽  
pp. 547-567 ◽  
Author(s):  
Piia Uusi-Kakkuri ◽  
Tiina Brandt ◽  
Susanna Kultalahti
Keyword(s):  
Transformational Leadership ◽  
Preference Score ◽  
Active Management ◽  
Intellectual Stimulation ◽  
Content Type ◽  
Leadership Preferences ◽  
Outlier Group ◽  
Leadership Behaviour ◽  
Median Test ◽  
Full Power

Purpose The purpose of this paper is to investigate what kind of leadership young innovative people prefer and whether their level of innovativeness has an influence on those leadership preferences. It also asks specifically whether some leadership behaviours are preferred over others by young innovators, by comparing that group’s preferences to those of the majority of young people and an outlier group labelled laggards. Leadership preferences are studied in the context of transformational leadership covering transformational leadership, transactional leadership (including passive and active management by exception), rewarding, laissez-faire and authoritative leadership styles. Design/methodology/approach In total, 297 Finnish university students completed a voluntary leadership behaviour questionnaire and an innovativeness scale. A non-parametric independent samples median test was run to determine if there were differences in the leadership preference score between the innovativeness level groups. Findings Results indicate that the level of innovativeness influences leadership preferences. Receiving intellectual stimulation from their leader is more important to young innovators than it is to their peers but the former are also less comfortable with active management by exception. Originality/value Young innovators leadership preferences have not been studied. Harnessing the full power of this important talent pool is central to the future competitiveness of organizations and nations. This study intends to prompt discussion and studies on how to lead young innovators given their preferences.

scholarly journals Gender, authentic leadership and identity: analysis of women leaders’ autobiographies

2016 ◽  
Vol 31 (5/6) ◽  
pp. 339-358 ◽  
Author(s):  
Isla Kapasi ◽  
Katherine J.C. Sang ◽  
Rafal Sitko
Keyword(s):  
Women Leaders ◽  
Authentic Leadership ◽  
Women In Leadership ◽  
The Body ◽  
Media Representations ◽  
Gender And Leadership ◽  
Content Type ◽  
Mainstream Media ◽  
Representation Of Women ◽  
Gendered Leadership

Purpose Leadership theories have moved from viewing leadership as an innate trait, towards models that recognise leadership as a social construction. Alongside this theorisation, gender and leadership remain of considerable interest, particularly given the under-representation of women in leadership positions. Methodological approaches to understanding leadership have begun to embrace innovative methods, such as historical analyses. This paper aims to understand how high profile women leaders construct a gendered leadership identity, with particular reference to authentic leadership. Design/methodology/approach Thematic analysis of autobiographies, a form of identity work, of four women leaders from business and politics: Sheryl Sandberg, Karren Brady, Hillary Clinton and Julia Gillard. Findings Analyses reveal that these women construct gender and leadership along familiar normative lines; for example, the emphasis on personal and familial values. However, their stories differ in that the normative extends to include close examination of the body and a sense of responsibility to other women. Overall, media representations of these “authentic” leaders conform to social constructions of gender. Thus, in the case of authentic leadership, a theory presented as gender neutral, the authenticity of leadership has to some extent been crafted by the media rather than the leader. Originality/value The study reveals that despite attempts to “craft” and control the image of the authentic self for consumption by followers, gendered media representations of individuals and leadership remain. Thus, alternative approaches to crafting an authentic leadership self which extend beyond (mainstream) media is suggested.

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