Why Still so Few? A Theoretical Model of the Role of Benevolent Sexism and Career Support in the Continued Underrepresentation of Women in Leadership Positions

2019 ◽  
Vol 26 (3) ◽  
pp. 287-303 ◽  
Author(s):  
Ivona Hideg ◽  
Winny Shen
Keyword(s):  
Social Support ◽  
Theoretical Model ◽  
Work And Family ◽  
Benevolent Sexism ◽  
Women In Leadership ◽  
Future Research ◽  
Intimate Partners ◽  
Leadership Positions ◽  
Career Support ◽  
Underrepresentation Of Women

We advance our understanding of women’s continued underrepresentation in leadership positions by highlighting the subtle, but damaging, role benevolent sexism, a covert and socially accepted form of sexism, plays in this process. Drawing on and integrating previously disparate literatures on benevolent sexism and social support, we develop a new theoretical model in which benevolent sexism of both women and those in their social networks (i.e., managers and intimate partners) affect women’s acquisition of career social support for advancement at two levels, interpersonal and intrapersonal, and across multiple domains, work and family. At the interpersonal level, we suggest that managers’ and intimate partners’ benevolent sexism may undermine their provision of the needed career support to advance in leadership positions for women. At the intrapersonal level, we suggest that women’s personal endorsement of benevolent sexism may undermine their ability to recognize and willingness to seek out career support from their family members (i.e., intimate partners) and managers for advancement to leadership positions. Implications for theory and future research are discussed.

scholarly journals Leader Behavior Expectations from a Gender Perspective: An Extension of the LEAD Study in Mexico

2020 ◽  
Vol 13 (52) ◽  
pp. 91-110
Author(s):  
Eduardo Raúl Diaz ◽  
Terri R. Lituchy
Keyword(s):  
Quantitative Research ◽  
Shared Vision ◽  
Women In Leadership ◽  
Male Participant ◽  
Future Research ◽  
Leadership Roles ◽  
Organizational Boundaries ◽  
Effective Leaders ◽  
Underrepresentation Of Women ◽  
Transactional Leader

The underrepresentation of women in leadership roles in Mexico is well-documented. This quantitative research was designed to measure female and male participant expectations of effective leaders. Podsakoff et al.’s (1990) scale of transformational and transactional leader behaviors was used. Factors analyses and t-tests were conducted. The results suggest that female and male participants attribute similar levels of importance to the role of the leader in inspiring a shared vision among followers. The results also suggest that women in the sample attribute less importance to working across organizational boundaries and setting high performce expectations than men in sample. Limitations, implications, and future research are discussed.

scholarly journals Challenges (Obstacles) in Reaching Leadership Positions – Experiences of Women Professors at Novi Sad University Serbia

2017 ◽  
Vol 16 (1) ◽  
pp. 115-133 ◽  
Author(s):  
Marijana Mišić Andrić ◽  
Slobodanka Markov
Keyword(s):  
General Pattern ◽  
Structured Interview ◽  
Women In Leadership ◽  
Limiting Factors ◽  
Leadership Positions ◽  
Secondary Sources ◽  
Underrepresentation Of Women ◽  
Novi Sad ◽  
Women Professors ◽  
Experiences Of Women

AbstractUnderrepresentation of women in leadership positions in universities is a phenomenon present in most countries of the world, with some significant differences. In our work we focused on obstacles that women professors in Novi Sad University (Serbia) faced in reaching leadership positions. Analysis is based on qualitative research using a semi structured interview, statistical data and selected secondary sources. Obstacles, mentorship and networking have been researched from an idiographic perspective (reflection and the personal experience of the women at Novi Sad University). Results indicate a significant underrepresentation of women in leadership positions at Novi Sad University. Findings point to a general pattern: the more power and authority the leadership position holds, the scarcer the number of women participating in it. According to interviewees’ statements the patriarchal value system makes the leadership positions difficult to attain for women. Interview analysis also suggests additional limiting factors, such as lack of mentorship and inadequate networking, acting as inhibitors in reaching leadership positions.

The Underrepresentation of Women in Leadership Positions in Rural Russia

2014 ◽  
Vol 80 (1) ◽  
pp. 86-107 ◽  
Author(s):  
David J. O'Brien ◽  
Stephen K. Wegren
Keyword(s):  
Women In Leadership ◽  
Leadership Positions ◽  
Underrepresentation Of Women

scholarly journals Gender issues from the perspective of health-care professionals in Neuro-oncology: an EANO and EORTC Brain Tumor Group survey

2020 ◽  
Vol 7 (2) ◽  
pp. 249-259
Author(s):  
Emilie Le Rhun ◽  
Michael Weller ◽  
Simone P Niclou ◽  
Susan Short ◽  
Karin Piil ◽  
...  
Keyword(s):  
Brain Tumor ◽  
Health Care Professionals ◽  
Women In Leadership ◽  
Gender Inequalities ◽  
Full Time ◽  
Leadership Positions ◽  
Faculty Position ◽  
Self Confidence ◽  
Tumor Group ◽  
Underrepresentation Of Women

Abstract Background Women represent an increasing proportion of the overall workforce in medicine but are underrepresented in leadership roles. Methods To explore gender inequalities and challenges in career opportunities, a web-based survey was conducted among the membership of the European Association of Neuro-Oncology and the Brain Tumor Group of the European Organisation for Research and Treatment of Cancer. Results A total of 228 colleagues responded to the survey: 129 women (median age 45 years; range, 25-66 years) and 99 men (median age 48 years; range, 24-81 years); 153 participants (67%) were married and 157 participants (69%) had at least 1 child. Women less often declared being married (60% vs 77%, P = .007) or having a child (63% vs 77%, P = .024). Men more frequently had a full-time position (88% vs 75%, P = .036). Women and men both perceived an underrepresentation of women in leadership positions. Half of participants agreed that the most important challenges for women are leading a team and obtaining a faculty position. Fewer women than men would accept such a position (42% vs 56%). The main reasons were limited time for career and an inappropriate work and life balance. Women specifically cited negative discrimination, limited opportunities, and lack of self-confidence. Discrimination of women at work was perceived by 64% of women vs 47% of men (P = .003). Conclusion Women are perceived as experiencing more difficulties in acquiring a leadership position. Personal preferences may account for an underrepresentation of women in leadership positions, but perceived gender inequalities extend beyond disparities of access to leadership.

scholarly journals Strategies of resistance and empowerment of portuguese women coaches in sports

2020 ◽  
Vol 31 (1) ◽  
Author(s):  
Ludmila Mourão ◽  
Paula Silva ◽  
Silvana Vilodre Goellner ◽  
Paula Botelho Gomes
Keyword(s):  
Team Sports ◽  
Women In Leadership ◽  
Male Dominance ◽  
Women Coaches ◽  
Head Coach ◽  
Leadership Positions ◽  
Participation Of Women ◽  
The Subject ◽  
Underrepresentation Of Women ◽  
Women In Sports

The participation of women in sports is the subject of analysis of several studies that continuously evidence inequality and asymmetry in relation to men in the different spheres of activity within this field. The objective of this study is to comprehend male hegemony as coaches and how it is accepted and/or contested in the sports environment by identifying attitudes that incorporate this male dominance or that contradict and resist it. The sample of this study is composed of interviews with 37 Portuguese female coaches in both individual and team sports. The results indicate that the presence of women in leadership positions in sports, such as of head coach, does not ensure in itself an objection to male hegemony. It becomes necessary that women incorporate the concept of “agency” in order to identify and implement strategies that resist and consequently change the patriarchal structures that perpetuate the underrepresentation of women in coaching sports.

Understanding Chinese consumer engagement in social commerce

2018 ◽  
Vol 28 (1) ◽  
pp. 2-22 ◽  
Author(s):  
Jiabao Lin ◽  
Lei Li ◽  
Yanmei Yan ◽  
Ofir Turel
Keyword(s):  
Social Support ◽  
Theoretical Model ◽  
Relationship Quality ◽  
Future Research ◽  
Social Commerce ◽  
Content Type ◽  
User Behaviors ◽  
The Social ◽  
Chinese Consumer ◽  
The Relationship

Purpose Building on the Chinese guanxi perspective, the purpose of this paper is to develop a theoretical model that explains the indirect effects of social support from friends on social commerce intentions, as mediated through the relational aspects that potential buyers develop with sellers. Design/methodology/approach Hypotheses are tested with partial least squares (PLS)-graph applied to data collected via a survey of social media users (n=511). SPSS and PLS-graph are the statistical analysis tools used in this study. Findings Relationship exists in social commerce interactions and its quality can be captured by swift guanxi and trust. These swift relationships matter as they drive users’ behavioral intentions on social commerce sites. The informational and social support people receive from friends helps in improving the relationship quality and can indirectly influence user behaviors on these sites. Research limitations/implications This study has relied on a convenient sampling and this may limit the generalizability of the findings. Future research should employ broader and more random sampling techniques to re-validate and extend the findings. Originality/value The interpersonal aspect of relationship quality has received little attention in the social commerce literature. This study develops a theoretical model that explains consumers’ intention in social commerce. The findings reveal the mechanisms through which different types of social support indirectly influence social commerce intentions. They provide a unique glimpse into consumer behavior in Chinese settings, in which the guanxi aspect of relationship quality highly matters.

Organizational Genealogies and the Persistence of Gender Inequality: The Case of Silicon Valley Law Firms

2005 ◽  
Vol 50 (3) ◽  
pp. 440-472 ◽  
Author(s):  
Damon J. Phillips
Keyword(s):  
Gender Inequality ◽  
Silicon Valley ◽  
Women In Leadership ◽  
Female Leadership ◽  
Future Research ◽  
Law Firms ◽  
Leadership Positions ◽  
Advancement Opportunities ◽  
Gender Hierarchy ◽  
New Firm

Using a study on foundings of Silicon Valley law firms, I propose and test an organizational theory on the genealogical persistence of gender inequality that emphasizes the routines (or blueprints) and experiences that founders transfer from their parent firms to their new firms. This transfer links the parent firm's gender hierarchy to women's advancement opportunities in the new firm. Founders from parent firms that historically had women in leadership positions, such that female leadership is institutionalized, are more likely to found firms that promote women into prominent positions. Conversely, founders from firms that historically had women in subordinate positions, such that female subordination is institutionalized, are less likely to promote women into prominent positions. Findings are consistent with the theory and also show that the persistence effect is stronger for founders who were previously lower-ranked employees and for founders who institute an organization of work similar to their parent firm. The study suggests that future research should investigate routines and structures that not only generate gender inequality unintentionally but are in turn replicated across generations of organization through the mobility of employees.

Increasing the Number of Women Administrators in Kinesiology and Beyond: A Proposed Application of the Transformational Leadership Model

2008 ◽  
Vol 17 (1) ◽  
pp. 3-14 ◽  
Author(s):  
Lynda B. Ransdell ◽  
Sarah Toevs ◽  
Jennifer White ◽  
Shelley Lucas ◽  
Jean L. Perry ◽  
...  
Keyword(s):  
Higher Education ◽  
Transformational Leadership ◽  
Women Administrators ◽  
The United States ◽  
Women In Leadership ◽  
Future Research ◽  
Leadership Positions ◽  
Administrative Positions ◽  
Writing Group ◽  
Associate Dean

In higher education in the United States, women are often underrepresented in leadership positions. When women try administration, they face a higher rate of attrition than their male counterparts. Given the lack of women in leadership positions and the failure of the academy to retain women administrators, a group of women administrators and faculty with many collective years of experience in higher education assembled to write this paper. Our writing group consisted of 2 Chairs, 2 Deans, 1 Associate Dean, 2 pre-tenure faculty members, and a Provost, representing four different institutions. The authors of this paper suggest that applying the proposed model of transformational leadership within the field of Kinesiology may have a two-fold benefit. It may increase the number of women in administrative positions and it may extend how long women choose to serve in an administrative capacity. Components of the model include developing personal and professional characteristics that motivate faculty to perform beyond expectations, and understanding gender-related and kinesiology-specific challenges of administration. In addition, recommendations are made for pursuing careers in administration, and for pursuing future research projects. We hope that through this paper, we have started an important and open discussion about women in leadership roles, and ultimately, encouraged some prospective leaders to consider a career in higher education administration.

scholarly journals Social Engagement and Episodic Memory in Non-Hispanic Black and White Older Adults

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 343-343
Author(s):  
Abbey Hamlin ◽  
A Zarina Kraal ◽  
Laura Zahodne
Keyword(s):  
Social Support ◽  
Older Adults ◽  
Episodic Memory ◽  
Cognitive Aging ◽  
Social Engagement ◽  
Future Research ◽  
Social Activities ◽  
Linear Regression Models ◽  
Significant Positive Association ◽  
Cross Sectional

Abstract Social engagement may confer cognitive benefits in older adulthood, but studies have typically been restricted to largely non-Hispanic White (NHW) samples. Levels of social engagement vary across race such that NHW report larger social networks, more frequent participation in social activities, and greater social support than non-Hispanic Blacks (NHB). Associations between social engagement and cognition may also vary by race, but research is sparse. The current cross-sectional study examined associations between different aspects of social engagement and episodic memory performance, as well as interactions between social engagement and race among NHB and NHW participants in the Michigan Cognitive Aging Project (N = 247; 48.4% NHB; age = 64.19 ± 2.92). Social engagement (network size, activities, support) was self-reported. Episodic memory was a z-score composite of immediate, delayed, and recognition trials of a list-learning task. Separate hierarchical linear regression models quantified interactions between race and each of the three social engagement variables on episodic memory, controlling for sociodemographics, depressive symptoms, and health conditions. Results showed a main effect of more frequent social activity on better episodic memory, as well as an interaction between race and social support indicating a significant positive association in NHB but not NHW. These preliminary findings suggest that participating in social activities may be equally beneficial for episodic memory across NHB and NHW older adults and that social support may be particularly beneficial for NHB. Future research is needed to determine the potential applications of these results in reducing cognitive inequalities through the development of culturally-relevant interventions.

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