Gender Relation between Supervisor and Subordinate Using Statistical Tools

This research entitled “Gender Relation between supervisor and subordinate” (A Study of First Bank of Nigeria Plc, Makurdi, Branch). It deals with the important aspects which a Supervisor performs on the Bank and also the Qualities of Gender Relations in the organization. The sample size of 110 was used. The questionnaire and oral interview was used for data collection. Data was presented in tables and a descriptive approach is adopted in analysis using chi square. The findings reviewed that; the bank should ensure access to workplace reporting mechanisms. From the hypothesis we concluded that there exist challenges confronting supervisor and subordinate in first Bank Makurdi branch and that there exist relationship between supervisor and subordinate on first Bank Makurdi branch which shows that female subordinates demonstrate more negative attitudes towards evaluation fairness and that male subordinate with a counterpart female supervisor put more trust in workplace than males with a male supervisor and females with a female supervisor.

The effectiveness of transformational leadership on empowerment

Purpose The purpose of this paper is to investigate the influence of gender on the effectiveness of transformational leadership. Drawing on role congruity theory, it elucidates the moderating effects of leader gender, subordinate gender, and leader-subordinate gender dyad on the relationship between transformational leadership and psychological empowerment. Design/methodology/approach Employees of companies in Korea responded to a paper-pencil survey, rating their psychological empowerment and leadership behaviors of their direct leader on a five-point Likert-type scale. The analysis includes 339 responses. Findings The results indicate that a leader’s gender has no significant moderating effect on psychological empowerment, but the gender of the subordinate has a significant moderating effect, with male subordinates more strongly influenced by transformational leadership than female subordinates. Notably, the findings show that the effectiveness of transformational leadership is contingent on the leader-subordinate gender dyad. Specifically, transformational leadership has as significant an effect on female leader-male subordinate dyads as on male leader-male subordinate dyads. Research limitations/implications This study contributes to leadership and gender studies in the management field by investigating the effect of gender roles on the effectiveness of transformational leadership. Future research should extend this study and explore whether these findings are generalizable. Practical implications The remarkable finding of the effect of female leadership on employee empowerment suggests organizations should use more female leaders. Originality/value This is the first empirical study to shed light on gender issues in relation to transformational leadership in Korea.

Effects of Psychological Gender and Sex-Incongruent Behavior on Evaluations of Leadership

This study investigated the influence of psychological gender on evaluations of leadership performance by a male and a female manager described as using either supportive or nonsupportive nonverbal communication with a male subordinate in a problem-solving interview. The psychological gender of the evaluators was measured using Spence and Helmreich's Personal Attributes Questionnaire. Contrary to the finding of previous investigations, psychological gender did not affect evaluations of the nontraditional sex-role behaviors exhibited by the male and female managers. A main effect was found for the manager's nonverbal communication and for the sex of the subject. The results of the study provide qualified support for the expectation that supportive nonverbal communication would be judged as more considerate than nonsupportive nonverbal communication.