Navigating the double bind: Strategies for women leaders in overcoming stereotypes and leadership biases

GSC Advanced Research and Reviews, Journal Year: 2024, Volume and Issue: 18(3), P. 159 - 172

Published: March 13, 2024

Women leaders often face a "double bind," phenomenon where they are expected to exhibit both stereotypically feminine traits (e.g., warmth, empathy) and masculine assertiveness, ambition) be perceived as effective leaders. This abstract explores strategies for women navigate this double bind, challenging stereotypes biases achieve leadership success. The begins by acknowledging the pervasive nature of gender in leadership, highlighting their impact on women's advancement roles. Research suggests that who conform too closely may lacking qualities, while those adopt more viewed warmth likability. bind poses significant challenge leaders, requiring them narrow path To overcome can employ range strategies. One approach is an "androgynous" style, incorporating appropriate. By demonstrating balance traditional expand perceptions leadership. Additionally, leverage unique strengths experiences differentiate themselves Emphasizing qualities such empathy, collaboration, emotional intelligence help build trust rapport with teams, enhancing effectiveness Furthermore, benefit from mentorship networking opportunities challenges Building strong support network mentors, sponsors, peers provide valuable guidance, feedback, advocacy journey. In conclusion, navigating requires biases, balanced approach, experiences. employing these strategies, barriers success contribute creating inclusive diverse cultures.

Language: Английский

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The History of Leadership Focus

Springer eBooks, Journal Year: 2022, Volume and Issue: unknown, P. 1 - 27

Published: Jan. 1, 2022

Language: Английский

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What influences the relationship between workplace bullying and employee well-being? A systematic review of moderators

Work & Stress, Journal Year: 2023, Volume and Issue: 37(3), P. 345 - 372

Published: Jan. 23, 2023

Researchers have consistently shown the detrimental effects that workplace bullying has on employee well-being. While there been many studies examining moderating factors worsen or mitigate bullying's effects, field lacks a common theoretical framework to integrate and explain these diverse moderators. The aim of this systematic review is identify, categorise, evaluate variables tested as moderators relationship between well-being using job demands resources model. Searches literature were carried out in PsycINFO, Web Science Scopus databases. Sixty-eight met inclusion criteria, which reported 209 tests moderation. Using an established taxonomy, categorised into home demands/resources (n = 2), personal 136), 4), social 24), organisational 43). Analysis revealed resources, such co-worker support, supportive climates, buffered harmful bullying. In contrast, had little influence Further cross-cultural longitudinal research needed understand whether extends across time different cultural contexts.

Language: Английский

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The History of Leadership Focus

Springer eBooks, Journal Year: 2023, Volume and Issue: unknown, P. 689 - 715

Published: Jan. 1, 2023

Language: Английский

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The post-Covid era: digital leadership, organizational performance and employee motivation

Management Decision, Journal Year: 2025, Volume and Issue: unknown

Published: Jan. 8, 2025

Purpose This qualitative study aims to identify key intervention areas for today’s leaders and the leadership skills necessary enhance employee motivation in this digitized, post-COVID era. Design/methodology/approach An inductive approach with a semi-structured interview-based design has been adopted, inspired by previous studies that aimed explore shed light on object of study. Findings First, findings refer actual main challenges drive organizations new post-Covid digitalized Second, also identifies needed lead businesses employees’ motivation. Third, work proposes framework explain role complex reality. Originality/value Despite extensive body research leadership, current theories fall short complex, environment marked instability, constant change pervasive technology. Thus strives develop an integrated better elucidate essential leading reality, comprehensive perspective.

Language: Английский

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Authentic leadership: bridging the gap between perception of organizational politics and employee attitudes in public sector museums

Humanities and Social Sciences Communications, Journal Year: 2025, Volume and Issue: 12(1)

Published: Jan. 11, 2025

In museums' dynamic and culturally rich environments, employee morale productivity are crucial for achieving organizational goals. However, employees' perception of politics can undermine these objectives. Hence, this study investigates the buffering role authentic leadership in mitigating perceptions its subsequent effects on citizenship behavior (OCBI OCBO) task-oriented performance among museum employees. This research involved 436 employees across six public sector museums Pakistan, including supervisors their immediate subordinates. Data were collected four waves analyzed using Structural Equation Modeling (SEM). The findings indicate that significantly negatively influence both behaviors performance. buffers negative effects, reducing positively correlated with enhanced behavior. highlights moderating adverse impacts politics, fostering a positive work environment museums, enhancing outcomes. insights from offer valuable implications leaders aiming to enhance through effective practices.

Language: Английский

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The perils of authentic leadership theory

Leadership, Journal Year: 2021, Volume and Issue: 17(4), P. 483 - 490

Published: March 27, 2021

In this commentary, we discuss perils of authentic leadership theory (ALT) in a modest effort to help weed out one that has gone amiss pave the way for new ideas. We make an argument why ALT is not only wrong harmless manner, but it may be outright perilous scholars, scholarship and those who believe it. It undermine academic work, delegitimize university institutions, false promises organizations, cause identity trouble through encouraging managers others overeager live up proposed formula. argue authenticity should kept separate as interests themes study.

Language: Английский

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CEO Sociopolitical Activism as a Signal of Authentic Leadership to Prospective Employees

Journal of Management, Journal Year: 2022, Volume and Issue: 49(8), P. 2727 - 2765

Published: Aug. 9, 2022

Despite evidence on the increasing centrality of moral approaches to leadership for extant employees, management research provides little guidance whether and how prospective employees come draw conclusions about such in their employer choice. Therefore, this paper integrates authentic into signaling theory identify CEO sociopolitical activism—a public costly expression personal political values by a company's highest most visible leader—as an effective signal that is interpreted job seekers evaluate CEOs’ degree leadership. Three experiments, including parallel design causal mediation inferences, field survey support attributions mediate positive impact activism seekers’ attractiveness evaluations This attenuated when activist CEO's espoused are incongruent with those seeker engages due customer pressure rather than convictions. These findings primarily contribute literature For practitioners, identifies unique can brand while cautioning costs might impose companies’ diversity.

Language: Английский

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Impact of authentic leadership on employee turnover intention: Perceived supervisor support as mediator and organizational identification as moderator

Frontiers in Psychology, Journal Year: 2023, Volume and Issue: 14

Published: Jan. 24, 2023

Authentic leadership is considered a critical factor for retaining talented employees. However, despite fruitful findings, researchers have paid little attention to how authentic associated with employee turnover intention. Drawing on organizational support theory, justice literature, and social identity we examine the effects of supervisors’ intention better understand leaders reduce employees’ in Asian context. In this study, focus mediating role perceived supervisor (PSS) moderating identification relationship between To test our hypothesized research model, adopted cross-sectional design convenience data sampling. We also used self-report current study. collected from 433 employees several organizations Korea. Our respondents rated their immediate PSS, identification. Confirmatory analysis, regression moderated mediation analysis revealed that: negatively predicted addition, PSS completely mediates Furthermore, moderates Lastly, effect relationships perceptions Herein, discuss managerial implications future directions arising

Language: Английский

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Empowering leadership, employee organizational commitment and organizational citizenship behavior: the roles of leader authenticity and trust

International Journal of Productivity and Performance Management, Journal Year: 2024, Volume and Issue: unknown

Published: May 28, 2024

Purpose Drawing on the leader–member exchange (LMX) theory, we examine role of empowering leadership in employee organizational commitment and citizenship behavior. Furthermore, if these relationships are explained by factors such as follower trust leader authenticity. Design/methodology/approach We draw survey data from 153 individuals serving hospitality industry sector. The analyzed using structural equation modeling. Findings Results show that a positively mediates relationship between behavior well commitment. also find direct association two outcomes. However, do not evidence moderating authenticity leader–leader relationship. Originality/value This paper brings to light significance leadership, especially for workers who often operate stressful deeply hierarchical environments. Our study findings provide pathway how supervisors should follow an form annculcate employees better indicate significant theoretical practical implications offer recommendations future research.

Language: Английский

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