How Women Leaders’ Identities Coexist Through Public and Private Identity Endorsements

IF 5 3区 管理学 Q1 MANAGEMENT
Alyson E. Byrne, Ingrid C. Chadwick
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引用次数: 0

Abstract

The development of a leader identity is considered essential for leadership success. Underlying this identity work is the belief that the social identity of being a leader is positive—something that leaders both privately endorse and want publicly conferred by others. However, this process is complex for women leaders who are simultaneously navigating the identity work of being women in male-dominated leadership positions. We conducted a qualitative investigation of women in senior leadership roles to examine how they construct a leader identity by managing private and public endorsements of both a leader and a female identity. Our results indicate that women leaders engage in leader and gender identity work whereby they actively manage how they privately self-endorse and publicly allow others to endorse their leader and female identities using identity hybridization. In so doing, they mix and recombine elements of both their leader and gender identities to construct a coherent female leader identity. Doing so allows them to benefit from the complementarity of these identities, while mitigating the risks associated with publicly and privately endorsing these two identities in tandem. This approach to identity hybridization allows women leaders to maintain a sense of agency, effectiveness, and authenticity in the face of identity tensions.
女性领袖身份如何通过公私身份认同共存
领导者身份的发展被认为是领导成功的必要条件。这种身份认同工作的基础是相信作为领导者的社会身份是积极的——这是领导者私下认可的,也是他们希望别人公开授予的。然而,对于女性领导者来说,这个过程是复杂的,因为她们同时要在男性主导的领导职位上定位女性的身份。我们对担任高级领导角色的女性进行了定性调查,以研究她们如何通过管理对领导者和女性身份的私下和公开认可来构建领导者身份。我们的研究结果表明,女性领导者参与领导和性别认同工作,她们积极管理如何私下自我认可和公开允许他人认可她们的领导和女性身份,使用身份杂交。在这样做的过程中,她们混合和重组了自己的领导者和性别身份的元素,以构建一个连贯的女性领导者身份。这样做可以让他们从这些身份的互补性中受益,同时降低公开和私下同时认可这两个身份的风险。这种身份杂交的方法使女性领导者在面对身份紧张时保持一种能动性、有效性和真实性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
9.70
自引率
2.10%
发文量
23
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