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首页> 美国卫生研究院文献>Frontiers in Public Health >Gender Differences in How Leaders Determine Succession Potential: The Role of Interpersonal Fit With Followers
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Gender Differences in How Leaders Determine Succession Potential: The Role of Interpersonal Fit With Followers

机译：领导者如何确定继任者潜力的性别差异：与追随者的人际契合作用

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摘要

This paper examined the existence of gender differences in the degree to which leaders’ perceptions of successor potential is influenced by interpersonal fit. In Study 1 (N = 97 leaders, N = 280 followers), multi-source field data revealed that for male leaders, ratings of followers’ potential as successors were positively related to interpersonal fit, measured by the degree to which followers’ saw their leadership as being close and interpersonal (i.e., being coaching, transformational, and leading by example). For female leaders, these relationships were absent, suggesting that they are less influenced by interpersonal fit. In Study 2 (N = 311 leaders), a scenario study provided causal evidence that male leaders rated potential successors more positively when they perceived greater interpersonal fit with followers, whereas female leaders’ successor ratings were not informed by perceptions of fit. We discuss the theoretical and practical implications for gendered leadership successor perceptions in organizations.
机译：本文考察了领导者对继任者潜力的感知受人际契合程度影响的性别差异。在研究1中（N = 97位领导者，N = 280位关注者），多源领域数据显示，对于男性领导者，跟随者作为继任者的潜能等级与人际契合度呈正相关，通过关注者看待他们的程度领导力应与他人保持亲密和人际关系（即进行指导，转变和以身作则）。对于女性领导者，这些关系是不存在的，这表明它们较少受到人际关系的影响。在研究2（N = 311位领导者）中，一项情景研究提供了因果证据，即男性领导者在与跟随者的人际关系更加融洽时对潜在继任者的评价更高，而女性领导者的继任者评级则没有合适感。我们讨论了组织中性别领导者继任者观念的理论和实践意义。

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