cuadrado et al (2008) Flashcards
(20 cards)
context
women underrepresented in leadership
less effective leadership style? autocratic vs democratic?
task oriented vs relationship??????
eagly and johnson 1990
gender stereotypical leadership studies
males more autocratic and task oriented and women more democratic and relationship oriented
eagly et al 1992
meta analysis looking at how leaders are evaluated by others
female poorer evals if stereotypically male leadership
but not vice versa
men more effective at male activities
female when female
males favoured men and female j had no pref
role congruity theory
prejudice to fem leaders
men and women eval less favourably when doing tasks not congruent w their gender
leadership roles r male sex typed so women treated less favourable
aim
verify experimentally one of the assumptions of the role congruity theory of prejudice to female leaders
women who occupy leadership roles eval less favourably than men when they adopt stereotypically masculine styles
hypotheses
1) fem leaders less favourable evals when stereotypically masc leadership styles - autocratic task oriented
2) male leaders not less favourable than female w fem leadership behaviours - democractic relationship oriented
3) fem leaders worse evals from male evaluators
4) male leaders similar evals from male and fem evaluators
methodology
experimental design
four experimental conditions
dependent variables measures through the use of structured ques
pilot study w 40ps had been carried out prior to main study to test all aspects of the investigation
ps evaluated the diff vers of the narrative as credible conscise true clear
sample
n=136
second year social psych students
national open uni of spain
53% women 47% men
mean age 29
each p randomly assigned to each exp condition
34 per grp
received credit for participation
procedure
prior to the start of the study all ps were randomly assigned to one of four experimental conditions
1) fem leader male style
2) male leader male style
3) fem leader fem style
4) male leader fem style
study uses a narrative/written account to desc a leader’s behaviour in an org setting to investigate hypotheses
the narrative
manipulated sex and leadership style
ps told to imagine they in an emergency service at a public hospital
gender neutral setting w stereotypically masc and fem roles
eval a supervisor occupying that position for a trial
described the supervisor and only diff was sex and leadership variables being manipulated
dependent variables
after reading completed an anonymous questionnaire they were told wld help w eval process
number if duff measures
- list of 14 adj 7 pos 7 neg selected
ps rated what degree thought applicable on 7 pt scale
pos adjs: intelligent hinest clever
neg: careless forgetful bossy - supervisor’s leadership capacity measures by 7 pt scale 1-totally neg 7-totally pos
4 items used ‘x is a competent supervisor’ - leadership effectiveness of the supervisor was measured using a 7pt scale
5 items used inluding
‘how wld u eval x’s general achievemt as a supervisor’
results
show that independent of sex stereotypically fem style leaders more favourable evals on all 3 dvs
both males and females less when male style > SO HYPOTHESIS 1 FLOP
hypothesis 2 supported bc no diff in eval of fem styles
but neither sex was evaluated unfavourably due to gender incongruency
hypothesis 3 and 4 not supported as the mean eval value of the leaders were identical in males and females on all 3 dvs
the evals made by men and women similar also
no sig diff in evals when looking at interaction between sex and style
conclusions
fem not eval less fav than males when male style
males don’t favour own sex leaders
fem styles more valued than masc in modern orgs
strength reliable
quantitative data bc of measurements for DV
rating scales for leadership effectiveness, capacity, adj list
quantitative data is objective and not subject to interpretation and therefore will be more reliable
strength standardisation
standardised procedure
same narrative w only manipulated variables
same measuresments for DV and instructions
can replicate and test for reliability
weakness ecological validity and app to everyday life
task artificial
not accurate of true dynamics of a workplace
and other variables for eval
no consequences to evals
validity of task low
may not app to irl
weakness generalisability
sample not representative of the wider population
participant numbers large but all psych students from same uni
they may know more abt the theoretical basis of the study
also cant be replicated in countries w diff cultural norms
low generalisability of results
ethics
data confidential > but knowing y2 psych students maybe more identifiable
no potential harm bc not irl sitch
got credit for completion
^ pressure to complete even if dw?
ethical concern of right to withdraw
application to everyday life
good application to everyday life
fem styles more effective than male
can be applied in workforce and training
ensure managers and potential managers are aware of the styles
and how to get the best out of their workforce
idiographic vs nomothetic
nomothetic
experimental methodology
structured questionnaires to measure DVs
ensures standardisation
but little quali data
idiographic research w quali methods like unstructures ques and interview more insight into reasons behind evals
reductionism vs holism
reductionism reducing down complex behaviour into small parts in order to make it easier to study scientifically
broke down leadership effectiveness and capacity into rating scales and a series of adjectives
SO NO INSIGHT INTO REASONING therefore reductionist
