The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership.

IF 6.1 1区心理学 Q1 MANAGEMENT

Journal of Applied Psychology Pub Date : 2025-08-04 DOI:10.1037/apl0001279

Zhiyu Feng,Anyi Ma,Priyanka Dwivedi,Fangzhou Liu

引用次数: 0

Abstract

Although research has consistently found that women face social and economic penalties for displaying assertive, dominant agentic qualities often deemed necessary for leadership, limited work has examined how to mitigate the dominance penalty. Integrating the expectation states theory and multidimensional perspectives of agentic perceptions, we found that fostering perceived leader competence attenuated the dominance penalty. Across four studies, including two multiwave, multisource field studies (Studies 1 and 3), a critical incident experiment (Study 2a), and a vignette experiment (Study 2b), we observed the dominance penalty at lower but not higher levels of perceived leader competence. Perceived leader status mediated these effects so that higher (vs. lower) levels of perceived leader dominance led to less favorable leader status and effectiveness evaluations for women (but not for men) leaders, and these gender differences were eliminated at higher levels of perceived leader competence. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

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能力盾牌：培养能力认知会削弱女性在领导中的主导地位惩罚。

尽管研究一直发现，女性因表现出自信、强势的代理特质而面临社会和经济惩罚，而这些特质通常被认为是领导力所必需的，但研究如何减轻这种惩罚的工作有限。结合期望状态理论和代理感知的多维视角，我们发现培养感知领导者能力可以减弱支配惩罚。在四项研究中，包括两个多波、多源现场研究（研究1和3）、一个关键事件实验（研究2a）和一个小插曲实验（研究2b），我们观察到在较低而不是较高的感知领导者能力水平上存在优势惩罚。感知到的领导地位介导了这些影响，因此，感知到的领导支配水平越高（相对于越低），对女性（而不是男性）领导者的领导地位和有效性评价越不有利，而这些性别差异在感知到的领导能力水平越高时就被消除了。（PsycInfo Database Record (c) 2025 APA，版权所有）。

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

Journal of Applied Psychology Multiple-

CiteScore

17.60

自引率

6.10%

发文量

175

期刊介绍： The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.