Differences in leadership styles and motives in men and women: how generational theory informas gender role congruity
Date
2014
Authors
Murray, D.W.
Chua, S.M.Y.
Editors
Grozdanic, V.
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Conference paper
Citation
Proceedings of the 10th European conference on management leadership and governance, 2014 / Grozdanic, V. (ed./s), pp.192-199
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Conference Name
10th European Conference on Management Leadership and Governance (13 Nov 2014 - 14 Nov 2014 : Zagreb, Croatia)
Abstract
The role that gender plays in contributing to effective leadership is still a critical area to understand. Women are still underrepresented in senior management and leadership positions throughout the world. Is this genuinely because women make less effective leaders, or is it more reflective of social norms and biases that result in women being tacitly denied leadership roles? Whilst attempts have been made to use gender role congruity theory to explain gender differences among leaders, such as in leadership style, the findings have been equivocal. Some studies have found gender differences consistent with gender role congruity, whilst others have found no notable differences in aspects of leadership based on gender. The current study explores how generational theory (Strauss & Howe, 1997) may help inform gender role congruity by recognising that what is considered a congruent gender role varies across generations. Specifically, the theory posits that generations follow a four generational type cycle, with differences in gender roles being closest during specific generational cohorts, referred to as "Nomads" (i.e., Generation X) and wider in others such as "Artists" or "Hero's" (notably Generation Y). This difference is distinct from life stage or age effects and remains consistent throughout the life course of that generation. Accordingly, we seek to identify if generational theory has conceptual potential to be used as framework to explain differences in the motivations-to-lead and leadership styles employed by leaders of different genders and generations (Boomers, Generation X and Generation Y/Millennial).
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Copyright 2014 The Author(s)