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View Results 11 - 20 of 33 for:
Leadership

Topic Overview

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Leadership Icon
Leadership

The rise of women into society's most powerful leadership roles – across sectors and around the globe – ranks among the most profound social transformations of recent decades. Learn strategies on how to best capitalize on women’s talent and leadership in politics, society, and the global economy.

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Political Representation Icon
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Bias Icon
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Leadership Icon

Are You My Mentor? A Field Experiment on Gender, Ethnicity, and Political Self-Starters

Gender does not significantly influence willingness to mentor within politics, but ethnicity may.
Joshua Kalla, Frances McCall Rosenbluth, Dawn L. Teele (2018)
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Using the Qur’an to Empower Arab Women? Theory and Experimental Evidence From Egypt

Egyptian men and women respond more favorably to an argument for women’s political leadership that draws on the Qur’ān than to an argument based on scientific studies.
Tarek Masoud, Amaney Jamal, Elizabeth Nugent (2016)
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Bias Icon
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Gender Based Violence Icon

Perceptions of Legitimacy: The Sex of the Legal Messenger and Reactions to Sexual Harassment Training

Sexual harassment training has varying effects on men’s perceptions of women’s competence, status, and likability—depending on whether the training is led by a woman or a man.
Justine Tinkler, Skylar Gremillion, Kira Arthurs (2015)
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Talent Management Icon
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Failure Is Not An Option For Black Women: Effects Of Organizational Performance On Leaders With Single Versus Dual-Subordinate Identities

When an organization is failing, Black women leaders are evaluated more negatively than Black men, white women or white men.
Ashleigh Shelby Rosette, Robert W. Livingston (2012)
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Fix the Game – Not the Dame: A Team Intervention for Gender Equality in Leadership

In majority male teams, both male and female team members rated male leaders as more exemplary than female leaders, but this effect was eliminated in more gender-balanced teams.
Jamie Lee Gloor, Manuela C. Morf, Samantha Paustian-Underdahl, Uschi Backes-Gellner (2018)
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Talent Management Icon
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Decision Making Icon
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How Stereotypes Impair Women’s Careers in Science

Both male and female employers are less likely to hire women for arithmetic tasks, even though both genders perform equally well.  This gap persists even when employers receive information about the candidate’s past performance.
Ernesto Reuben, Paola Sapienza, Luigi Zingales (2014)
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Signaling Threat: How Situational Cues Affect Women In Math, Science, And Engineering Settings

When female math, science, and engineering students view situations in which they are the minority, they experience more physiological and cognitive vigilance and a lower sense of belonging. 
Mary C. Murphy, Claude M. Steele, James J. Gross (2007)
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Female Leaders: Injurious or Inspiring Role Models for Women?

High-level female role models, whose success seems unattainable, negatively affects younger women’s self-perceptions and leadership aspirations; however, mid-level female role models do not.
Crystal L. Hoyt, Stefanie Simon (2011)
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Female tokens in high-prestige work groups: Catalysts or inhibitors of group diversification?

When a woman is the only female in a high-prestige work group, she is unlikely to recruit another woman to her team for fear of being outperformed or undervalued, however, she is just as likely to recruit another woman when the high-prestige work group is already majority female.
Michelle Duguid (2011)
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Talent Management Icon
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No Credit Where Credit Is Due: Attributional Rationalization of Women’s Success in Male-Female Teams

Providing information about male and female employees’ individual contributions to a group task, or information about female employees’ competence in previous tasks, reduces negative assessments about women’s contribution to group work.
Madeline Heilman, Michelle C Haynes-Baratz (2005)
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Topic Overview

Image
Leadership Icon
Leadership

The rise of women into society's most powerful leadership roles – across sectors and around the globe – ranks among the most profound social transformations of recent decades. Learn strategies on how to best capitalize on women’s talent and leadership in politics, society, and the global economy.

Image
Political Representation Icon
Image
Bias Icon
Image
Leadership Icon

Using the Qur’an to Empower Arab Women? Theory and Experimental Evidence From Egypt

Egyptian men and women respond more favorably to an argument for women’s political leadership that draws on the Qur’ān than to an argument based on scientific studies.
Tarek Masoud, Amaney Jamal, Elizabeth Nugent (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Leadership Icon

Failure Is Not An Option For Black Women: Effects Of Organizational Performance On Leaders With Single Versus Dual-Subordinate Identities

When an organization is failing, Black women leaders are evaluated more negatively than Black men, white women or white men.
Ashleigh Shelby Rosette, Robert W. Livingston (2012)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Decision Making Icon
Image
Leadership Icon

How Stereotypes Impair Women’s Careers in Science

Both male and female employers are less likely to hire women for arithmetic tasks, even though both genders perform equally well.  This gap persists even when employers receive information about the candidate’s past performance.
Ernesto Reuben, Paola Sapienza, Luigi Zingales (2014)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon
Image
Leadership Icon

Female Leaders: Injurious or Inspiring Role Models for Women?

High-level female role models, whose success seems unattainable, negatively affects younger women’s self-perceptions and leadership aspirations; however, mid-level female role models do not.
Crystal L. Hoyt, Stefanie Simon (2011)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Leadership Icon

No Credit Where Credit Is Due: Attributional Rationalization of Women’s Success in Male-Female Teams

Providing information about male and female employees’ individual contributions to a group task, or information about female employees’ competence in previous tasks, reduces negative assessments about women’s contribution to group work.
Madeline Heilman, Michelle C Haynes-Baratz (2005)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Political Representation Icon
Image
Bias Icon
Image
Leadership Icon

Are You My Mentor? A Field Experiment on Gender, Ethnicity, and Political Self-Starters

Gender does not significantly influence willingness to mentor within politics, but ethnicity may.
Joshua Kalla, Frances McCall Rosenbluth, Dawn L. Teele (2018)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon
Image
Leadership Icon
Image
Gender Based Violence Icon

Perceptions of Legitimacy: The Sex of the Legal Messenger and Reactions to Sexual Harassment Training

Sexual harassment training has varying effects on men’s perceptions of women’s competence, status, and likability—depending on whether the training is led by a woman or a man.
Justine Tinkler, Skylar Gremillion, Kira Arthurs (2015)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Leadership Icon

Fix the Game – Not the Dame: A Team Intervention for Gender Equality in Leadership

In majority male teams, both male and female team members rated male leaders as more exemplary than female leaders, but this effect was eliminated in more gender-balanced teams.
Jamie Lee Gloor, Manuela C. Morf, Samantha Paustian-Underdahl, Uschi Backes-Gellner (2018)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Decision Making Icon
Image
Leadership Icon
Image
Academic Achievement Icon

Signaling Threat: How Situational Cues Affect Women In Math, Science, And Engineering Settings

When female math, science, and engineering students view situations in which they are the minority, they experience more physiological and cognitive vigilance and a lower sense of belonging. 
Mary C. Murphy, Claude M. Steele, James J. Gross (2007)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Leadership Icon

Female tokens in high-prestige work groups: Catalysts or inhibitors of group diversification?

When a woman is the only female in a high-prestige work group, she is unlikely to recruit another woman to her team for fear of being outperformed or undervalued, however, she is just as likely to recruit another woman when the high-prestige work group is already majority female.
Michelle Duguid (2011)
Sharing
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More

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