Transformational, transactional, and laissez-faire leadership styles: A meta-analysis comparing women and men.

A meta-analysis of 45 studies of transformational, transactional, and laissez-faire leadership styles found that female leaders were more transformational than male leaders and also engaged in more of the contingent reward behaviors that are a component of transactional leadership. Male leaders were generally more likely to manifest the other aspects of transactional leadership (active and passive management by exception) and laissez-faire leadership. Although these differences between male and female readers were small, the implications of these findings are encouraging for female leadership because other research has established that all of the aspects of leadership style on which women exceeded men relate positively to leaders' effectiveness whereas all of the aspects on which men exceeded women have negative or null relations to effectiveness. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender and social influence: A social psychological analysis.

Men and women are believed to differ in how influential and easily influenced they are: Men are thought to be more influential, and women more easily influenced. In natural settings, men and women tend to differ in these ways, but these differences stem largely from formal status inequalities by which men are more likely than women to have high-status roles. Status is important because of the legitimate authority vested in high-status roles. Within appropriate limits, people of higher status are believed to have the right to make demands of those of lower status, and people of lower status are expected to comply with these demands. Yet, small, stereotypic sex differences in leadership and social influence generally have been found in laboratory experiments and other small-group settings where men and women have equal formal status. These small sex differences may occur because experience with hierarchical social structures in which men have higher status creates expectancies about male and female behavior, and these expectancies affect social interaction in ways that foster behavior that confirms the expectancies. Sex differences that occur in the laboratory as well as natural settings may stem from social structural factors—namely, from the existing distributions of women and men into social roles. (77 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender and the effectiveness of leaders: A meta-analysis.

This article presents a synthesis of research on the relative effectiveness of women and men who occupy leadership and managerial roles. Aggregated over the organizational and laboratory experimental studies in the sample, male and female leaders were equally effective. However, consistent with the assumption that the congruence of leadership roles with leaders' gender enhances effectiveness, men were more effective than women in roles that were defined in more masculine terms, and women were more effective than men in roles that were defined in less masculine terms. Also, men were more effective than women to the extent that leader and subordinate roles were male-dominated numerically. These and other findings are discussed from the perspective of social-role theory of sex differences in social behavior as well as from alternative perspectives. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender and aggressive behavior: A meta-analytic review of the social psychological literature.

Reviewed sex differences in aggressive behavior, using 63 studies (appended) reported in the social psychological literature, and found that although men were somewhat more aggressive than women on the average, sex differences were inconsistent across studies. The magnitude of the sex differences was significantly related to various attributes of the studies. In particular, the tendency for men to aggress more than women was more pronounced for aggression that produced pain or physical injury than for aggression that produced psychological or social harm. In addition, sex differences in aggressive behavior were larger to the extent that women, more than men, perceived that enacting a behavior would produce harm to the target, guilt and anxiety in oneself, as well as danger to oneself. It is suggested that aggression sex differences are a function of perceived consequences of aggression that are learned as aspects of gender roles and other social roles. (96 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex differences in coping styles and implications for depressed mood.

Based on a sample of young adults in Miami-Dade County, Florida, this paper examined the extent to which there were sex differences in 3 coping style types: problem focused, emotion focused, and avoidance focused (Endler & Parker, 1990). Further examined were the extent to which sex differences in coping styles could be explained by sex differences in chronic strain; the extent to which sex differences in depressed mood could be explained by sex differences in coping style; and whether the effects of different coping style types on depressed mood varied by sex. Results suggested somewhat complex relationships among sex, coping, chronic strain, and depression. No sex differences in the use of problem-focused coping were observed when statistical controls for socioeconomic status were applied; however, women more often used avoidance-focused techniques. Although female respondents more often used emotion-oriented strategies compared to male respondents, such use did not prove to be fundamentally harmful for women. In fact, the effects of using emotion-focused strategies, such as the expression of feelings, reduced depressed mood for women, but not for men. Implications for practice and policy are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Nonverbal behavior, gender, and influence.

Participants viewed a videotape of either a male or female confederate delivering a persuasive message using a high task, social, submissive, or dominant nonverbal style. Participants were influenced more after viewing the social and task styles than the dominant or submissive styles. Participants liked task and social confederates more than dominant confederates and considered submissive confederates to be less competent than the other 3 styles. Although both likableness and competence were predictive of influence, likableness was a more important determinant of influence for female than male speakers when the audience was male. Consequently, with a male audience, women exhibiting a task style were less influential and likable than men exhibiting that style. Men were not more influential than women when displaying dominance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Stereotypic and nonstereotypic sex role trait and behavior orientations, gender identity, and psychological adjustment.

This study examines the relations among sex role traits and behavior orientations, gender identity, and psychological adjustment in order to test traditional and contemporary perspectives regarding the adjustment implications of stereotypic and nonstereotypic sex role trait and behavior orientations. Measures of sex role personality traits and behaviors and scales assessing depression, anxiety, and social maladjustment were administered to 235 college men and women. In addition, subjects completed measures of gender identity and gender adequacy. Contrary to traditional perspectives, androgynous men and women and cross-sex-typed women were no less well adjusted than sex-typed individuals. However, consistent with traditional perspectives, men who were low in masculine characteristics (and men and women low in both masculine and feminine characteristics) did appear less well adjusted on measures of depression, anxiety, and social maladjustment. Furthermore, low masculinity men had less secure gender identities. No such gender identity disturbances were found in women. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender and the evaluation of leaders: A meta-analysis.

[Correction Notice: An erratum for this article was reported in Vol 112(3) of Psychological Bulletin (see record 2008-10512-001). Some of the numbers in the Value columns of Table 1, page 11, were aligned incorrectly. The corrected version of Table 1 is provided in the erratum.] Reviews research on the evaluation of women and men that occupy leadership roles. While holding the characteristics, except for sex, constant and varying the sex of the leader, these experiments investigated whether people are biased against female leaders and managers. Although this research showed only a small overall tendency for Ss to evaluate female leaders less favorably than male ones, this tendency was more pronounced under certain circumstances. Specifically, women in leadership positions were devalued relative to their male counterparts when leadership was carried out in stereotypically masculine styles, especially when this style was autocratic or directive. Also, the devaluation of women was greater when leaders occupied male-dominated roles and when the evaluators were men. Findings are interpreted from a perspective that emphasizes the influence of gender roles within organizational settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Androgyny and leadership in mixed-sex groups.

An investigation of individual differences in psychological androgyny showed that they interacted with situational variables to alter the balance of leadership between 107 men and 107 women undergraduates in small-group discussions, as predicted. Each group was composed of either all androgynous or all sex-typed members. The 9 leadership measures represented process (e.g., minutes of speaking time), content (e.g., number of substantive suggestions), and peer impressions (e.g., leadership ratings). Results indicate that when dyads were reminded about their gender role beliefs before the discussion, androgynous men and women shared leadership more and sex-typed partners less than comparable dyads without reminder, in which men dominated regardless of androgyny. Providing social support by increasing group size from dyads to tetrads (2 men, 2 women) also increased leadership sharing between androgynous men and women and increased male dominance in sex-typed groups. Androgynous and sex-typed friends were more active than strangers but did not differ from comparable strangers in leadership-sharing patterns. Peer recognition of leadership followed behavior only roughly. Some behavioral differences were unrecognized; some differences that did not exist were reported. (37 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex effects in evaluating leaders.

Investigated the extent to which sex role stereotypes influence the evaluation of leadership behavior. 225 male and 57 female business students were administered 1 of 2 versions of a questionnaire containing 4 stories, each depicting a leadership style based on 1 of the following leadership dimensions: initiating structure, consideration, production emphasis, and tolerance for freedom. Managers' names were altered in the 2 versions to indicate males or females. Answers to 8 evaluative questions for each of the leadership styles confirm the hypothesis that sex has an effect on evaluations of managerial behavior, although the effect varied for different leadership styles. Female managers received more positive scores than male managers on the consideration style. Initiating structure behavior was valued more highly when engaged in by male managers. Manager sex had no significant influence on evaluations of the production emphasis and tolerance for freedom styles. Sex of S effects also were noted on all but the consideration style. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Narcissism, shame, masochism, and object relations: An exploratory correlational study.

A correlational study with 701 students examined measures of narcissism, shame, masochism, object relations, and social desirability. Moderate correlations were found for narcissism, shame, object relations, and masochism. Narcissism divided into 2 different styles, a "phallic," grandiose style and a narcissistically vulnerable style. Shame primarily accounted for the differences in these styles, correlating negatively with the grandiose style, positively with the more vulnerable style. The narcissistically vulnerable style correlated more with the core pathology measures; that is, object relations and masochism. Social desirability did not mediate the relationship between grandiose narcissism and shame. Masochism was a better predictor of shame in women than was narcissism whereas there was little difference between masochism and narcissism for predicting shame in men. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sexual preference biases in counseling: An information processing approach.

Used an illusory correlation paradigm to measure the effect of stereotyping by mental health professionals on processing information about individuals identified according to sex and sexual preference (SP). 34 23–58 yr old mental health professionals (17 males and 17 females) rated themselves on an SP scale, were presented a series of cards that identified hypothetical persons according to sex and SP, and ascribed to these persons 2 randomly selected stereotypic characteristics associated with 1 of the SP groups. After studying the cards, Ss were asked to make judgments about the relationship between SP and sex and the stereotypic characteristics. Fewer errors were made on those items for which a stereotypic response was congruent with prevailing stereotypes than on those items for which the stereotypic response was incongruent, indicating that stereotyping did affect the processing of information relative to the sex and SP group. Ss had more difficulty correctly processing information attributed to gay men and lesbian women than information attributed to heterosexual men and women. (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Influence of attachment styles on romantic relationships.

Examined the impact of secure, anxious, and avoidant attachment styles on romantic relationships in a longitudinal study involving 144 dating couples. For both men and women, the secure attachment style was associated with greater relationship interdependence, commitment, trust, and satisfaction than were the anxious or avoidant attachment styles. The anxious and avoidant styles were associated with less frequent positive emotions and more frequent negative emotions in the relationship, whereas the reverse was true of the secure style. 6-mo follow-up interviews revealed that, among those individuals who disbanded, avoidant men experienced significantly less post-dissolution emotional distress than did other people. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Gender and the evaluation of leaders: A meta-analysis": Correction to Eagly et al.

Reports an error in "Gender and the evaluation of leaders: A meta-analysis" by Alice H. Eagly, Mona G. Makhijani and Bruce G. Klonsky (Psychological Bulletin, 1992[Jan], Vol 111[1], 3-22). Some of the numbers in the Value columns of Table 1, page 11, were aligned incorrectly. The corrected version of Table 1 is provided in the erratum. (The following abstract of the original article appeared in record 1992-16290-001.) Reviews research on the evaluation of women and men that occupy leadership roles. While holding the characteristics, except for sex, constant and varying the sex of the leader, these experiments investigated whether people are biased against female leaders and managers. Although this research showed only a small overall tendency for Ss to evaluate female leaders less favorably than male ones, this tendency was more pronounced under certain circumstances. Specifically, women in leadership positions were devalued relative to their male counterparts when leadership was carried out in stereotypically masculine styles, especially when this style was autocratic or directive. Also, the devaluation of women was greater when leaders occupied male-dominated roles and when the evaluators were men. Findings are interpreted from a perspective that emphasizes the influence of gender roles within organizational settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Fluctuations of sex-related self-attributions as a function of stage of family life cycle.

In a cross-sectional study, sex-related self-attributions of 426 women and 378 men were assessed at 8 stages in the family life cycle. It was hypothesized that sex differences are not fixed in adulthood but fluctuate according to the demand characteristics of various life situations. Factor analysis of the Bem Sex-Role Inventory yielded 9 factors, providing a more precise evaluation of how desirable and undesirable aspects of instrumentality and expressivity vary throughout adulthood. The majority of effects were related to stage of family life and not age. On 1-way ANOVA, compassion and tenderness showed stage-of-life effects for both sexes, but autonomy and leadership showed effects only for men. Cross-sex-typed attributes were prominent during grandparenthood, with a rise in expressiveness for men and a rise in autonomy for women. Men were more autonomous and less acquiescent than women during expectancy and young parenthood but not at other stages. Women showed more tenderness than men at all stages except among the married-childless and grandparents. There were few sex differences across the different states of life in nonassertiveness and social inhibitions. (25 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moving up the corporate ladder: A longitudinal study of the leadership motive pattern and managerial success in women and men.

Using TAT data collected prior to entering management positions, sex differences in motive patterns related to leadership were examined in a 12-yr longitudinal study of 211 men and 180 women (aged 21–43 yrs at initial assessment) who entered a large utility corporation between 1977 and 1982. Ss were followed up in 1990 and recorded as to how far they had advanced in management level. While the results showed no sex differences in motivational predictors of attained management level, the content analysis revealed 2 distinct styles of power-related themes that distinguished the successful men from the successful women. The successful male managers were more likely to use reactive power themes while the successful female managers were more likely to use resourceful power themes. Differences between the sexes in the power themes were less pronounced among the managers who had remained in lower levels of management. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Patterns of inner experience: Daydreaming styles, depressive moods, and sex roles.

Used standard scales (in the original form or modified) to assess daydreaming styles, depression, and sex roles in 40 women and 23 men. Factor analyses indicated that 3 attitudes toward events characterize inner experience: Positive, Expressive, and Instrumental. Regression analyses showed that a unique pattern of inner experience is associated with each of the 2 types of depressive mood. These patterns are consistent with the 2 modes of emotional response and superego functioning—shame and guilt—that H. B. Lewis (1976) identified. Examination of sex differences and sex role differences in the data suggests that (a) psychological sex roles have more consistent relations to daydreaming styles and depressive experiences than does biological sex; (b) previous reports of sex differences in depression may be partly explained in terms of differences in distractability and sex roles; and (c) psychological sex roles have different meanings for women and men. (48 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Accuracy of attitude stereotypes: The case of inferences based on gender.

Three studies were undertaken to assess the accuracy of people's estimates of the attitudes of men and women. In Exp 1, attitudes of male and female college students were assessed on a broad range of social and political issues. In Exp 2, 30 male and 30 female college students estimated the attitudes of typical males and females on the same statements. These estimates were used to select a set of stereotypic male statements and a set of stereotypic female statements. In Exp 3, 44 male and 53 female college students estimated the attitudes of male and female students on the 2 sets of statements. Results of the 1st 2 studies indicated that both men and women expected larger gender differences in attitudes than actually exist. In the 3rd study, this result was confirmed and it was found that people were least accurate in their estimates of the attitudes of men. Partial support was obtained for the hypothesis that in-group stereotypes would be more accurate than out-group stereotypes. Men were more accurate than women in estimating the attitudes of men but men and women were equally accurate in estimating the attitudes of women. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Steps toward an evolutionary personality psychology: Individual differences in the social rank domain.

A comprehensive evolutionary personality psychology can be developed by identifying individual differences within each of the evolved systems that regulate social behaviour. We developed a questionnaire measure of social rank style, defined as individual differences in preferred strategies for pursuing, defending, and, when necessary, relinquishing social rank. The 17-item Rank Style with Peers Questionnaire (RSPQ) comprises three nearly independent scales: dominant leadership, coalition-building, and ruthless self-advancement. A series of studies demonstrated that: (a) the RSPQ’s, factor structure is robust; (b) the three rank style variables are not redundant with the five-factor traits or adult attachment styles; (c) they are related in theoretically expected ways to adjustment outcomes, to agentic and communal interpersonal behaviours, and to social reputations; (d) they predict group and individual performance outcomes relevant to organisational psychology; and (e) they are related in theoretically expected ways to psychopathology, including social anxiety disorder and depressive symptoms. Future directions for research on social rank styles and prospects for an evolutionary personality psychology are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)