scholarly journals Authentic management as a moderator of the relationship between the congruence of gender role identity - gender management characteristics, and leader-member exchange (LMX)

2014 ◽  
Vol 30 (2) ◽  
pp. 49-60
Author(s):  
Aharon Tzinerr ◽  
Liron Barsheshet-Picke
Keyword(s):  
Gender Role ◽  
Role Identity ◽  
Leader Member Exchange ◽  
Gender Role Identity ◽  
Member Exchange ◽  
The Relationship

THE INFLUENCE OF GENDER ROLE IDENTITY TO LEADER MEMBER EXCHANGE: EMOTIONAL INTELLIGENCE AS INTERVENING VARIABLE

2019 ◽  
Vol 2 (1) ◽  
Author(s):  
Rosaly Franksiska
Keyword(s):  
Emotional Intelligence ◽  
Gender Role ◽  
Quantitative Research ◽  
Role Identity ◽  
Reciprocal Relationship ◽  
Leader Member Exchange ◽  
Gender Role Identity ◽  
Member Exchange ◽  
Questionnaire Method

Leader-Member Exchange (LMX) is a reciprocal relationship between leaders and subordinates. The high quality of LMX will have a good impact on the progress of an organization. This research is quantitative research to examine the effect of gender role identity: masculinity on the leader-member exchange (LMX) with emotional intelligence as an intervening variable. The focus of this research is to find out the most commonly adopted gender identity trends, and their impact on the relationship between leaders and subordinates. This research uses data collection method with questionnaire method for civil servants. The results showed that gender role identity: masculinity, directly affects leader-member exchange (LMX), and can affect indirectly with emotional intelligence as an intervening variable.

Relationship between Parenting Styles and Gender Role Identity in College Students

2014 ◽  
Vol 114 (1) ◽  
pp. 250-271 ◽  
Author(s):  
Yi-Ching Lin ◽  
Robert E. Billingham
Keyword(s):  
College Students ◽  
Gender Role ◽  
Parenting Styles ◽  
Sex Role ◽  
Well Being ◽  
Role Identity ◽  
Future Research ◽  
Gender Role Identity ◽  
And Gender ◽  
The Relationship

The relationship between perceived parenting styles and gender role identity was examined in college students. 230 undergraduate students (48 men, 182 women; 18–23 years old) responded to the Parental Authority Questionnaire (PAQ) and the Bern Sex-Role Inventory (BSRI). The hypothesis was that parenting styles (authoritarian, authoritative, and permissive for both fathers and mothers) would be significantly associated with gender role identity (undifferentiated, feminine, masculine, and androgynous) of college students, specifically whether authoritative parenting styles associated with androgyny. To account for differences in sex on gender role identity or parenting styles, sex was included as a factor. The pattern of the difference in identity groups was similar for males and females. There were significant differences in parenting styles between gender role groups. Maternal and paternal authoritativeness correlated with participants' femininity, and for both parents, the relationship was observed to be stronger in males than females; paternal authoritativeness was significantly associated with androgyny. Future research based on these results should investigate how the findings relate to children's psychological well-being and behavioral outcomes.

Evidence for an Association between Gender-Role Identity and a Measure of Executive Function

2002 ◽  
Vol 90 (1) ◽  
pp. 35-45 ◽  
Author(s):  
Jill M. Norvilitis ◽  
Howard M. Reid
Keyword(s):  
Executive Function ◽  
Executive Functioning ◽  
Gender Role ◽  
Sex Role ◽  
Well Being ◽  
Role Identity ◽  
Gender Role Identity ◽  
Bem Sex Role Inventory ◽  
Biological Sex ◽  
The Relationship

Two studies assessed the relation between gender role and executive function. In Study One ( N = 234) analyses indicated that among college students executive function, assessed by the Coolidge and Griego scale, is related to masculine gender-role classification, measured by the Bem Sex-role Inventory. This relationship remained significant when biological sex was controlled. Further, factor analysis of the Bem Sex-role Inventory identified six components, three related to executive function. Two of these scales were associated with masculine characteristics, and the third was associated with the denial of several feminine items. Study Two ( N = 55) further assessed the relationship among undergraduates through additional measures of executive functions and mood, in addition to the Bem Sex-role Inventory. In this study, executive functioning, as measured by the Coolidge and Griego scale, was again generally related to masculinity. Psychological well-being was not related to gender identity or executive functioning.

Compensatory Coping Through the Extension of Working Hours

2019 ◽  
Vol 63 (3) ◽  
pp. 115-128 ◽  
Author(s):  
Maie Stein ◽  
Sylvie Vincent-Höper ◽  
Nicole Deci ◽  
Sabine Gregersen ◽  
Albert Nienhaus
Keyword(s):  
Job Demands ◽  
Working Hours ◽  
Well Being ◽  
Leader Member Exchange ◽  
Workplace Health ◽  
High Quality ◽  
Data Analyses ◽  
Member Exchange ◽  
The Relationship ◽  
Advance Knowledge

Abstract. To advance knowledge of the mechanisms underlying the relationship between leadership and employees’ well-being, this study examines leaders’ effects on their employees’ compensatory coping efforts. Using an extension of the job demands–resources model, we propose that high-quality leader–member exchange (LMX) allows employees to cope with high job demands without increasing their effort expenditure through the extension of working hours. Data analyses ( N = 356) revealed that LMX buffers the effect of quantitative demands on the extension of working hours such that the indirect effect of quantitative demands on emotional exhaustion is only significant at low and average levels of LMX. This study indicates that integrating leadership with employees’ coping efforts into a unifying model contributes to understanding how leadership is related to employees’ well-being. The notion that leaders can affect their employees’ use of compensatory coping efforts that detract from well-being offers promising approaches to the promotion of workplace health.

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