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首页> 外文期刊>The Leadership quarterly >An exploration of stereotypical beliefs about leadership styles: Is transformational leadership a route to women's promotion?
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An exploration of stereotypical beliefs about leadership styles: Is transformational leadership a route to women's promotion?

机译：关于领导风格的陈规定型观念的探索：变革型领导是否是提升女性地位的途径？

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VU University Amsterdam, Amsterdam, The Netherlands ,Department of Management & Organization, Faculty of Economics & Business Administration, VU University Amsterdam, de Boelelaan 1105.1081 HV Amsterdam, the Netherlands;Tilburg University, Tilburg, The Netherlands ;Northwestern University, Evanston, IL, USA ;Oakton Community College, Des Plaines, IL, USA;%Two experimental studies examined whether gender stereotypes about the transformational, transactional, and laissez-faire leadership styles constitute an advantage or an impediment for women's access to leadership positions in organizations. The first study investigated the accuracy of descriptive gender stereotypes about leadership styles, showing that participants accurately believe that women display more transformational and contingent reward behaviors, and fewer management-by-exception and laissez-faire behaviors than men. The second study investigated prescriptive stereotypes about the importance of leadership styles for the promotion of women and men to different levels in organizations. Inspirational motivation was perceived as more important for men than women and especially important for promotion to CEO. In contrast, individualized consideration was perceived as more important for women than men and especially important for promotion to senior management. Consistent with these stereotypical beliefs about leadership, women interested in promotion may be well advised to blend individualized consideration and inspirational motivation behaviors.
机译：阿姆斯特丹VU大学阿姆斯特丹，荷兰，阿姆斯特丹VU大学经济与工商管理学院管理与组织系，de Boelelaan 1105.1081 HV阿姆斯特丹，荷兰;蒂尔堡大学，荷兰蒂尔堡，荷兰;西北大学，伊利诺伊州伊文斯顿，美国；美国伊利诺斯州德斯普兰斯市奥克顿社区学院；％两项实验研究检查了关于变革型，交易型和自由放任型领导风格的性别陈规定型观念是否构成了女性担任组织领导职务的优势或障碍。第一项研究调查了关于领导风格的描述性性别定型观念的准确性，表明参与者准确地相信女性比男性表现出更多的变革性和偶然性奖励行为，例外管理和自由放任行为更少。第二项研究调查了关于领导风格对于将男女提升到组织中不同级别的重要性的规定性刻板印象。人们认为，激励动机对男性比对女性更重要，尤其对于晋升为首席执行官至关重要。相反，人们认为，对女性而言，个性化考虑比对男人更重要，对晋升至高级管理人员尤为重要。与对领导力的这些陈规定型观念相一致，对晋升感兴趣的女性可能会被建议将个性化的考虑与鼓舞性的动机行为相结合。

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