A study on Gender Differences in the Performance of Leadership Traits in Chinese Internet Promotion Service Industry
DOI:
https://doi.org/10.33032/acr.4349Keywords:
leadership traits, gender difference, psychological gender, football enterprisesAbstract
Today, with the rapid development of China's economy, leadership is an important factor in promoting the progress of enterprises. And leadership traits accompanied by the complexity of gender differences further affect organizational climate and business performance. In the traditional concept, men are more inclined to be leaders because they have some stereotyped leadership traits that people think leaders should have, but with the advance of modernization in open innovation, this stereotyped impression has gradually changed. Many modern scholars with open and innovative thinking believe that the characteristics of masculinity are no longer applicable to the contemporary market and working environment, but feminization and neutralization are more welcomed by most employees. The purpose of this survey is to clarify the performance of leadership traits reflected in gender differences among personnel in the Internet promotion service industry in Guangdong Province, China. This includes comparing the leadership traits of the physiological and psychological gender self-assessment of all participants (leaders and non-leaders) and all leaders. Here, Independent-Samples T-Test and One-Way ANOVA in SPSS are implemented in data analysis. The results show that about 1/3 of the 34 leadership traits were significantly different in physiological gender, but few traits were significantly different in psychological gender.
References
Baker, C. (2014): Stereotyping and women’s roles in leadership positions. Industrial and Commercial Training, 46(6), 332–337. https://doi.org/10.1108/ICT-04-2014-0020
Bem, S.L. (1974): The measurement of psychological androgyny. Journal of Consulting and Clinical Psychology, 42, 155–162. https://doi.org/10.1037/h0036215
Bujdosó, Z. – Gyurkó Á. – Hágen, I. (2016): Socio-economic Aspects of the Urbanisation in Northern Hungary in the 21st Century. Folia Geographica, 58(2), 35–53.
Cárdenas, M.C. (2014) Latin American female business executives: an interesting surprise. Gender in Management: An International Journal, 29(1), 2–24. https://doi.org/10.1108/GM-06-2013-0067
Davies, P.G. – Spencer, S.J. – Steele, C.M. (2005): Clearing the Air: Identity Safety Modera-tes the Effects of Stereotype Threat on Women’s Leadership Aspirations. Journal of Persona-lity and Social Psychology, 88(2), 276–287. https://doi.org/10.1037/0022-3514.88.2.276
Denise, S. (2020): “Competent” or “Considerate”? The Persistence of Gender Bias in Eva-luation of Leaders. Nordic Journal of Working Life Studies [Preprint]. https://doi.org/10.18291/njwls.v10i1.118680
DeVellis, R.F. (2016): Scale development: theory and applications. Fourth edition. Thousand Oaks: SAGE Publications, Inc (Applied social research methods series).
Eagly, A.H. – Johannesen-Schmidt, M.C. (2001): The Leadership Styles of Women and Men. Journal of Social Issues, 57(4), 781–797. https://doi.org/10.1111/0022-4537.00241
Eagly, A.H. – Karau, S.J. (2002): Role congruity theory of prejudice toward female leaders. Psychological Review, 109(3), 573–598. https://doi.org/10.1037/0033-295X.109.3.573
Ely, R.J. – Ibarra, H. – Kolb, D.M. (2011): Taking Gender Into Account: Theory and Design for Women’s Leadership Development Programs. Academy of Management Learning & Education, 10(3), 474–493. https://doi.org/10.5465/amle.2010.0046
Forum, W.E. (2020): Global Gender Gap Report 2020.
Foschi, M. (2000): Double Standards for Competence: Theory and Research. Annual Review of Sociology, 26(1), 21–42. https://doi.org/10.1146/annurev.soc.26.1.21
Francesca, L. Kim, S. (2020): Women in business 2020. Grant Thornton. https://www.grantthornton.global/globalassets/1.-member-firms/global/insights/women-in-business/2020/women-in-business-2020_report.pdf
Gergely É. – Hágen, I. – Pierog, A. (2016): Munkaérték és karrierhorgony – egyetemisták körében végzett felmérés eredményei. Acta Carolus Robertus, 6(2), 162–178.
Hall, J.A. – Schmid Mast, M. (2008): Are Women Always More Interpersonally Sensitive Than Men? Impact of Goals and Content Domain. Personality and Social Psychology Bulletin, 34(1), 144–155. https://doi.org/10.1177/0146167207309192
Howard, E.S. – Gardner, W.L. – Thompson, L. (2007): The role of the self-concept and the social context in determining the behavior of power holders: Self-construal in intergro-up versus dyadic dispute resolution negotiations. Journal of Personality and Social Psychology, 93, 614–631. https://doi.org/10.1037/0022-3514.93.4.614
Huang, J. – Aaltio, I. (2014): Guanxi and social capital: Networking among women managers in China and Finland. International Journal of Intercultural Relations, 39, 22–39. https://doi.org/10.1016/j.ijintrel.2013.09.002
Inman, P.L. (1998): Women’s Career Development at the Glass Ceiling. New Directions for Adult and Continuing Education, 1998(80), 35–42. https://doi.org/10.1002/ace.8004
Jogulu, U. – Wood, G. (2011): Women managers’ career progression: an Asia Pacific perspective. Gender in Management: An International Journal, 26(8), 590–603. https://doi.org/10.1108/17542411111183893
Kahn, W.A. – Barton, M.A. – Fellows, S. (2013): Organizational Crises and the Disturbance of Relational Systems. Academy of Management Review, 38(3), 377–396. https://doi.org/10.5465/amr.2011.0363
Kark, R. – Waismel-Manor, R. – Shamir, B. (2012): Does valuing androgyny and femininity lead to a female advantage? The relationship between gender-role, transformational le-adership and identification. The Leadership Quarterly, 23(3), 620–640. https://doi.org/10.1016/j.leaqua.2011.12.012
Kireyeva, A. – Kenzheali, Y. – Vasa, L. – Nurmangaliyev, A. (2023): Analysis of Gender Inequality in the Labor Market and Its Adaptation to the Conditions of Kazakhstan. Eurasian Journal of Economic and Business Studies, 1(67), 156-172.
Koenig, A.M. (2011): Are leader stereotypes masculine? A meta-analysis of three research paradigms. Psychological Bulletin, 137(4), 616–642. https://doi.org/10.1037/a0023557
Kolpakov, A. – Boyer, E. (2021): Examining Gender Dimensions of Leadership in International Nonprofits. Public Integrity, 23(1), 68–81. https://doi.org/10.1080/10999922.2020.1777836
Li, B. – Fan, X. – Álvarez-Otero, S. – Sial, M. S. – Ubaldo, C., Cherian, J. –Vasa, L. (2021): CSR and Workplace Autonomy as Enablers of Workplace Innovation in SMEs through Employees: Extending the Boundary Conditions of Self-Determination Theory. Sustainability 13(11) Paper: 6104.
Lyness, K.S. – Heilman, M.E. (2006): When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91(4), 777–785. https://doi.org/10.1037/0021-9010.91.4.777
McKenna, J. – Webb, J.A. – Weinberg, A. (2020): A UK-wide analysis of trait emotional intelligence in occupational therapists. International Journal of Therapy and Rehabilitation, 27(7), pp. 1–13. https://doi.org/10.12968/ijtr.2017.0142
McKinsey & Company and LeanIn.Org (2021): Women in the Workplace 2020. McKinsey & Company and LeanIn.Org.
Pallant, J. (2011): SPSS survival manual: a step by step guide to data analysis using SPSS for Win-dows. 3. ed., [fully rev.]. Maidenhead: Open Univ. Press.
Park, R. (2012): Self-managing teams and employee attitudes: the moderating role of capital intensity. The International Journal of Human Resource Management, 23(4), 714–730. https://doi.org/10.1080/09585192.2011.561212
Paustian-Underdahl, S.C. – Walker, L.S. – Woehr, D.J. (2014): Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators. Journal of Applied Psychology, 99(6), 1129–1145. https://doi.org/10.1037/a0036751
Post, C. – Latu, I.M. – Belkin, L.Y. (2019): A Female Leadership Trust Advantage in Times of Crisis: Under What Conditions? Psychology of Women Quarterly, 43(2), 215–231. https://doi.org/10.1177/0361684319828292
Powell, G.N. – Butterfield, D.A. (1994): Investigating The “Glass Ceiling” Phenomenon: An Empirical Study Of Actual Promotions To Top Management. Academy of Management Journal, 37(1), 68–86. https://doi.org/10.2307/256770
Rodríguez-Fernández, M. – Sánchez-Teba, E.M. – Herrera-Ballesteros, J. (2021): Mapping the Knowledge about the Gender of Company Executives. Journal of Open Innovation: Technology, Market, and Complexity, 7(1), 15. https://doi.org/10.3390/joitmc7010015
Rosette, A.S. – Tost, L.P. (2010): Agentic women and communal leadership: How role prescriptions confer advantage to top women leaders. Journal of Applied Psychology, 95(2), 221–235. https://doi.org/10.1037/a0018204
Schwab, K. (2019): Global Gender Gap Report 2020.
Svirina, A. – Zabbarova, A. – Oganisjana, K. (2016): Implementing open innovation concept in social business. Journal of Open Innovation: Technology, Market, and Complexity, 2(4), 1–10. https://doi.org/10.1186/s40852-016-0046-8
Szőke, B. – Tóth, E.I. – Vanó, P. (2022): The Links between Human Resources Management and Corporate and Human Resources Strategy, Acta Carolus Robertus, 12(1), 85–95. https://doi.org/10.33032/acr.2878
Tsaousis, I. – Kazi, S. (2013): Factorial invariance and latent mean differences of scores on trait emotional intelligence across gender and age. Personality and Individual Differences, 54(2), 169–173. https://doi.org/10.1016/j.paid.2012.08.016
Tumpek G.G. – Kendefi M. (2022): Kisgyermekes nők reintegrációjának támogatási lehetőségei. Acta Carolus Robertus, 12(1), 23–38. https://doi.org/10.33032/acr.2874
Wu, J., Yao, L. – Rudnák, I. (2021): The Performance Of The Leadership Traits Of Female Leaders In Chinese Internet Promotion Service Industry. Journal of Management, 37(1), 29–41. https://doi.org/10.38104/vadyba.2021.1.03
Xie, M. (2018): A Cross-Cultural Examination of Chinese and American Female Leadership in Nonprofit Organizations. China Media Research, 14(1), 30–41.
Yaffe, T. – Kark, R. (2011): Leading by example: The case of leader OCB. Journal of Applied Psychology, 96(4), 806–826. https://doi.org/10.1037/a0022464
Downloads
Published
Issue
Section
License
Copyright (c) 2023 Ling Yao, Jingjing Wu, Ildikó Rudnák
![Creative Commons License](http://i.creativecommons.org/l/by-nc-nd/4.0/88x31.png)
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.