• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Canadian journal of behavioural science >Should I Lead? An Intrapersonal Perspective on the Asian-White Leadership Gap
【24h】

Should I Lead? An Intrapersonal Perspective on the Asian-White Leadership Gap

机译：我应该领导吗？ 关于亚洲白人领导差距的人际观点

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Despite being seen as a "model minority," Asian Americans remain underrepresented in organizational leadership roles in North America. The existing and limited research on this topic has primarily focused on external barriers to Asians' advancement (e.g., discrimination); however, little is currently known regarding potential internal barriers that this group may also experience-and why they may arise. Across two cross-sectional survey studies using undergraduate student samples (Study 1: n(Asians) = 205, n(Whites) = 290; Study 2: n(Asians) = 105, n(Whites) = 176), we consistently found that Asian Canadians reported lower affective motivation to lead and leadership self-efficacy compared to their White Canadian peers. Integrating intrapsychic versus social structural perspectives on group differences in leadership with research on implicit leadership and followership theories to explore potential explanations, these differences appeared to be driven by intrapsychic processes (i.e., personal views of the self) rather than social structural influences (i.e., metastereotypes or how others stereotype one's racial group); however, both traits typically associated with leaders and followers seem to play a role in this process. Specifically, Asian Canadians had lower self-perceptions on agency-related traits associated with followership (i.e., more conforming), in line with commonly held stereotypes about Asians, and lower self-perceptions on competence-related traits associated with leadership and followership (i.e., less intelligent and more incompetent), counter to prevalent stereotypes about Asians. Overall, this exploratory research substantiates that Asians in North America may also face significant internal barriers to pursuing leadership roles and uncovers additional complexities that warrant future examination.
机译：尽管被视为“少数模特”，但亚裔美国人在北美的组织领导角色中仍然不足。现有的和有限的研究主要集中在亚洲人进步的外部障碍（例如歧视）上。但是，目前，关于该组也可能会经历的潜在内部障碍以及为什么会出现的潜在内部障碍。在两项使用本科生样本（研究1：N（亚洲人）= 205，n（白人）= 290;研究2：n（亚洲人）= 105，n（白人）= 176的两项横断面调查研究中，我们一直发现与白人加拿大同龄人相比，亚洲加拿大人报告了领导和领导自我效能感的情感动机较低。将领导力的群体差异与隐性领导力和追随者理论的研究结合到群体差异以探索潜在的解释，这些差异似乎是由内心理过程（即自我的个人观点）而不是社会结构影响（即，即，即，是） Metastereotypes或其他人如何刻板印象）;但是，这两个特征通常与领导者和追随者相关联，似乎在此过程中起作用。具体而言，亚洲加拿大人对与追随者相关的与代理相关的特征的自我认知较低（即更符合），这与对亚洲人的普遍刻板印象以及与能力相关的特征（即与领导和关注率相关的自我感知）的一致（即，不太聪明，更无能），与关于亚洲人的普遍刻板印象相反。总体而言，这项探索性研究证明了北美的亚洲人也可能面临着追求领导角色并揭示需要未来检查的其他复杂性的重大内部障碍。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号