A Configurational Exploration of How Female and Male CEOs Influence Their Compensation

2021 ◽  
pp. 014920632110272
Author(s):  
Krista B. Lewellyn ◽  
Maureen I. Muller-Kahle
Keyword(s):  
Ceo Compensation ◽  
Qualitative Comparative Analysis ◽  
Matched Pair ◽  
Female Executives ◽  
Role Congruity Theory ◽  
Organizational Conditions ◽  
Role Congruity ◽  
Configurational Approach ◽  
And Gender ◽  
Equitable Treatment

The issues of excessive CEO compensation and gender pay gaps garner much attention from management scholars and the general public. In this study, we integrate these topics and explore the complex interdependent nature of how CEOs influence directors’ evaluative perceptions about appropriate levels of CEO compensation and whether female and male CEOs do so in different ways. Drawing from role congruity theory and previous research on executive compensation, we use a configurational approach to identify how CEOs achieve high levels of compensation through different combinations of influence arising from their power, origin, tenure, similarities with evaluators, and organizational conditions. Using fuzzy set qualitative comparative analysis with a matched pair sample of female and male CEOs from 2010 to 2016, we find there are multiple configurations of influence conditions by which female and male CEOs achieve high compensation. Our inductive analysis, unpacking how these configurations differ between female and male CEOs, shows four distinct influence mechanisms: leveraging power and role empathy, trailblazer responsibility, leveraging power and similarity, and leveraging role empathy. These mechanisms highlight the ways influence conditions complement or mutually reinforce one another in different ways for female and male CEOs. Implications for theory and research about the unique challenges female executives face in achieving equitable treatment in the workplace are also discussed.

scholarly journals The Effects of Part-Time Employment and Gender on Organizational Career Growth

2017 ◽  
Vol 47 (3) ◽  
pp. 328-343 ◽  
Author(s):  
Yvette van Osch ◽  
Jaap Schaveling
Keyword(s):  
Career Advancement ◽  
Full Time ◽  
Role Congruity Theory ◽  
Job Status ◽  
Role Congruity ◽  
Career Growth ◽  
Time Work ◽  
Part Time ◽  
And Gender ◽  
Full Time Employment

The literature on part-time employment suggests that this type of employment hampers career advancement especially for women. Conversely, role congruity theory suggests that part-time employment hampers career advancement for men. In view of the often confounded nature of gender and job status in research, we studied the main and interaction effects of job status and gender on perceived job alternatives and four subdimensions of organizational career growth. The data ( N = 211) revealed (1) a main effect of job status on job alternatives: compared to part-time employment, full-time employment leads to more perceived job alternatives; (2) an interaction effect of job status and gender on career goal progress, ability development, and promotion speed: men working part-time experienced less progress, development, and promotion speed than men working full-time and women in general. These results are explained by gender-role incongruence and challenge the idea that part-time work affects women in particular.

scholarly journals Negotiation Power and the Impact of Gender Differences

Businesses ◽  
2021 ◽  
Vol 1 (3) ◽  
pp. 205-213
Author(s):  
Katrin Zulauf ◽  
Ralf Wagner
Keyword(s):  
Gender Differences ◽  
Gender Role ◽  
Role Theory ◽  
Social Role ◽  
Conflict Theory ◽  
Role Congruity Theory ◽  
Theoretical Contribution ◽  
Role Congruity ◽  
And Gender ◽  
The Impact

This study focuses on the intersection of power and gender in negotiations, which is seldom challenged in previous research. In an experiment with 72 negotiators, we consider issue authority as a proxy of power in negotiations and investigate how different power allocations affect the negotiation success. We learn that an increase in issue authority for one of the two parties does not necessarily lead to an increase in success. Especially, female negotiators rely on their negotiation power, rather than systematically improving mutual utilities. This article contributes to Emerson’s power-dependence theory, social role theory, role congruity theory, and gender role conflict theory by combining analyzing the impact of gender differences and power on the success. This study attempts to close the gap in the literature by focusing on the prospective function of gender role orientation in explaining gender differences in negotiation. The theoretical contribution is that females are not per se inferior in negotiations, but their performance decreases in scenarios of power asymmetries. On the contrary, unbalanced power decreases the likelihood of success. Negotiators cannot rely on a power advantage to increase their success.

scholarly journals A configurational approach to the determinants of women on boards

2020 ◽  
Vol 17 (4) ◽  
pp. 100-109 ◽  
Author(s):  
Maria João Guedes ◽  
Alice Galamba Monteiro
Keyword(s):  
Gender Equality ◽  
Qualitative Comparative Analysis ◽  
Necessary Condition ◽  
Board Members ◽  
Highly Educated ◽  
Configurational Approach ◽  
Corporate Context ◽  
The Board Of Directors ◽  
Women On Boards ◽  
And Gender

This study applies a qualitative comparative analysis (fsQCA) to test how configurations of gender equality, masculinity, highly educated women, and happiness, alone or in different combinations, explain the presence or absence of women on the board of directors (WoB). The global solution has considerable explanatory coverage and presents four alternative combinations conducive to both the presence and absence of WoB. Overall, the results show that the absence of gender equality is almost a necessary condition for the absence of WoB. The other conditions, per se, are not enough to explain the presence or absence of WoB, but in different combinations they are. For example, the combination of highly educated women, gender equality, and happiness is the solution with a higher consistent value to explain the presence of WoB. In this study, we sought to contribute with a novel, and far-reaching way of considering the determinants of the presence of WoB, moving past the typical determinants of WoB such as board size and board independence, or board members characteristics (such as experience or age) and shifting the focus solely from the corporate context to broader social, cultural and political contexts. The study presents recommendations for academics, practitioners, and policymakers, particularly to consider different determinants of underrepresentation of WoB and how new initiatives shall be implemented to advance the field and transition to economies and societies with greater social justice and gender equality.

How traditional gender roles hurt both women and men: negative processes and outcomes in mixed-gender negotiations

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tuvana Rua ◽  
Zeynep Aytug ◽  
Nastaran Simarasl ◽  
Lianlian Lin
Keyword(s):  
Gender Role ◽  
Role Theory ◽  
Social Role ◽  
Conflict Theory ◽  
Role Congruity Theory ◽  
Content Type ◽  
Role Congruity ◽  
Congruity Theory ◽  
And Gender ◽  
Mixed Gender

Purpose Based on the social role theory, role congruity theory and gender role conflict theory, this paper aims to investigate the mediating role of “relationship conflict” in the association between traditional gender role (TGR) endorsement and objective and subjective negotiation outcomes. Design/methodology/approach Two experimental negotiation studies (n1 = 138, n2 = 128) were conducted at a US university. Findings This paper presents three original and noteworthy findings: One, in mixed-gender negotiations, as a dyad’s TGR endorsement increases, final agreements become significantly more likely to favor men than women. Two, in mixed-gender negotiations, TGR endorsement is significantly associated with a decreased ability to establish a pleasant, mutually satisfactory and successful business relationship, resulting in a possible future economic cost due to lost opportunity. Three, the heightened relationship conflict during the negotiation mediates the negative association between TGR endorsement and women’s economic outcomes. Research limitations/implications Empirical findings support social role theory, role congruity theory and gender role conflict theory. The use of a distributive negotiation case and laboratory research methodology may limit the generalizability of findings. Practical implications Findings about the detrimental effects of TGR in mixed-gender negotiations magnify the importance of becoming aware of our TGR orientations and their potential negative consequences on our long-term collaborations. Also, it is necessary to provide negotiation trainings to both genders with regard to gender-driven conflicts and offer tools to prevent or tackle such conflicts. Social implications Negotiations are among the most consequential of social interactions as their results have a substantial impact on individuals’ careers and financial outcomes. Understanding the effect of TGRs is paramount to improve female representation, participation and effectiveness in management and leadership. Mixed-gender negotiations such as collective equality bargaining, workplace social interactions, work-life balance discourse are critical to establishing gender equality and fairness in organizations and societies. Originality/value Understanding how gender influences negotiation processes and outcomes and using the findings to improve both genders’ negotiation success are crucial to establishing fairness and equity in society and business. This research attempts to close a gap in the literature by focusing on the potential function of gender role orientation in explaining gender differences in negotiation.

scholarly journals Women's Access to Managerial Positions: An Experimental Study of Leadership Styles and Gender

2008 ◽  
Vol 11 (1) ◽  
pp. 55-65 ◽  
Author(s):  
Isabel Cuadrado ◽  
J. Francisco Morales ◽  
Patricia Recio
Keyword(s):  
Leadership Styles ◽  
Undergraduate Students ◽  
Leadership Style ◽  
Female Leaders ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Representation Of Women ◽  
Managerial Positions ◽  
And Gender ◽  
The One

This study attempts to test one of the explanations of the scarce representation of women in managerial positions, specifically the one advanced by “role congruity theory of prejudice toward female leaders” (Eagly & Karau, 2002), which appeals to the fact that women get unfavorable evaluations if they adopt male-stereotypical leadership styles. One-hundred and thirty-six undergraduate students participated in an experiment with a 2 (Male-stereotypical vs. Female-stereotypical leadership style) × 2 (Male vs. Female leader) design. Dependent variables were leader's competence, efficacy, and evaluation in a series of traits. It was found that, regardless of sex, the leaders were considered more competent and efficient, and were evaluated more favorably, when they adopted stereotypically feminine leadership styles. Implications of these findings for women's underrepresentation as leaders in management top positions worldwide are discussed.

scholarly journals Respectful leadership: Reducing performance challenges posed by leader role incongruence and gender dissimilarity

2018 ◽  
Vol 71 (12) ◽  
pp. 1590-1610 ◽  
Author(s):  
Suzanne van Gils ◽  
Niels Van Quaquebeke ◽  
Jan Borkowski ◽  
Daan van Knippenberg
Keyword(s):  
Field Study ◽  
Partial Support ◽  
Female Leaders ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Follower Performance ◽  
Congruity Theory ◽  
And Gender ◽  
Performance Challenges ◽  
Leader Role

We investigate how respectful leadership can help overcome the challenges for follower performance that female leaders face when working (especially with male) followers. First, based on role congruity theory, we illustrate the biases faced by female leaders. Second, based on research on gender (dis-)similarity, we propose that these biases should be particularly pronounced when working with a male follower. Finally, we propose that respectful leadership is most conducive to performance in female leader–male follower dyads compared with all other gender configurations. A multi-source field study ( N = 214) provides partial support for our hypothesis. While our hypothesized effect was confirmed, respectful leadership seems to be generally effective for female leaders irrespective of follower gender, thus lending greater support in this context to the arguments of role congruity rather than gender dissimilarity.

Coaching in Context: Exploring Conditions that Shape Instructional Coaching Practice

2020 ◽  
Vol 122 (10) ◽  
pp. 1-40
Author(s):  
Maggie Quinn Hannan ◽  
Jennifer Lin Russell
Keyword(s):  
Complex Systems ◽  
Instructional Coaching ◽  
Research Question ◽  
Qualitative Comparative Analysis ◽  
Organizational Factors ◽  
Past Research ◽  
Instructional Change ◽  
Contributing Factors ◽  
Organizational Conditions ◽  
Context Specific

Background/Context The literature shows that one constant in coaching is the high degree of variation in coach roles and contexts, suggesting that understanding coaching practice requires that we also understand the role structures and organizational conditions that shape coaches’ work. Research on both instructional coaching and instructional change is increasingly attending to the organizational and social factors that shape, facilitate, and constrain the web of interactions that coaching work comprises. Past research points to the complex systems and social networks that shape critical elements of coaching practice, emphasizing the interdependency of organizational processes and the critical importance of considering not only the outcomes of implementation, but also the contextual factors that shape them. Purpose/Objective/Research Question/Focus of Study Given that multilayered social, technical, and organizational factors shape the practice and impact of instructional coaching, understanding the combinations of factors that are most consequential is key for both policy implementation and instructional coaching research. Consequently, understanding coaching requires attending to specific practices, the structural contexts in which those practices are embedded, and varied implementation processes across system levels and diverse school districts. Therefore, we built this study on the foundational idea that coaching work inherently and continuously interacts with the complex systems in which it takes place and that understanding and analyzing coaching requires attending to the organizational and social structures that shape it. Accordingly, this article focuses on the following research question: What contextual conditions facilitate and constrain coaching, and why? Research Design To understand the interactions between coaching work and these many social and technical factors, we investigated how a group of coaches implemented a mathematics coaching model, focusing specifically on the relationship between coaching contexts and coaching practice. Our case-focused, mixed-methods approach, which included both qualitative comparative analysis (QCA) and case-study methods, allowed us to explore the interrelationships between coaching and the system conditions that shape, enable, and constrain instructional change. Conclusions/Recommendations Our findings support the argument that coaching cannot be extricated from the surrounding system factors that shape it. On the contrary, we found that supports for and barriers to robust coaching practice are context-specific phenomena, suggesting that any coaching intervention ought to be tailored to its specific organizational location. Accordingly, we argue that different combinations of contributing factors can affect coaching in different ways, thereby contributing to the theory that a nested-systems perspective on instructional coaching is key to understanding its effects.

scholarly journals A Feminine Advantage? Delineating the Effects of Feminine Trait and Feminine Issue Messages on Evaluations of Female Candidates

2019 ◽  
pp. 1-21
Author(s):  
Nichole M. Bauer
Keyword(s):  
Women In Politics ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Feminine Trait ◽  
Female Candidates ◽  
Survey Experiments ◽  
Congruity Theory ◽  
Underrepresentation Of Women ◽  
Elected Office

AbstractCurrent scholarship offers conflicting conclusions about whether female candidates have a feminine advantage or a disadvantage. Previous work does not consider whether voters respond similarly to all types of messages that might emphasize feminine stereotypes, such as feminine trait and feminine issue messages. I argue that voters will respond differently to trait-based feminine messages relative to issue-based feminine messages. I test the effects of trait-based and issue-based feminine messages through two survey experiments. The results consistently show that emphasizing feminine traits harms female candidates, whereas emphasizing feminine issues helps female candidates. I use role congruity theory to argue that feminine traits activate feminine stereotypes about women, and feminine issues do not activate these stereotypes. I also show that trait-based and issue-based feminine messages affect Democratic and Republican female candidates in very different ways. These results have implications for the ability of women to win elected office and reverse the pervasive underrepresentation of women in politics.

A Configurational Approach to Family Firm Innovation

2019 ◽  
Vol 32 (2) ◽  
pp. 154-173 ◽  
Author(s):  
Vasiliki Kosmidou ◽  
Manju K. Ahuja
Keyword(s):  
Comparative Analysis ◽  
Fuzzy Set ◽  
Family Firms ◽  
Qualitative Comparative Analysis ◽  
Firm Innovation ◽  
Research And Practice ◽  
Configurational Approach ◽  
The Family ◽  
Innovation Model ◽  
Privately Owned

This article develops an integrated framework for the examination of innovation drivers in small and privately owned family firms. Drawing from the family-driven innovation model, we study how factors at the family, the firm, and the environment level combine into distinct configurations that spur innovation. Analyzing 277 family firms using fuzzy-set qualitative comparative analysis, we find six configurations leading to high innovation and show that none of the antecedents is necessary for it. Building inductively on our configurations, we also derive propositions about the combinations of factors leading to high innovation. Implications for research and practice are discussed.

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