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Female leadership: An integrative review and research framework 女性领导力：一个综合评价和研究框架
IF 9.1 1区 管理学
Leadership Quarterly Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101858
Martin Buss , Sophie Andler , Victor Tiberius
{"title":"Female leadership: An integrative review and research framework","authors":"Martin Buss ,&nbsp;Sophie Andler ,&nbsp;Victor Tiberius","doi":"10.1016/j.leaqua.2024.101858","DOIUrl":"10.1016/j.leaqua.2024.101858","url":null,"abstract":"<div><div>Women tend to be underrepresented in leadership positions but are often argued to be more effective leaders than men. A large body of research across multiple disciplines (e.g., management, psychology, women’s studies, political science, economics) has examined multiple factors that can influence both female leadership emergence and effectiveness. However, the current state of the literature is fragmented and lacks integration. To overcome this problem, we conducted a systematic literature review based on 247 empirical articles that were published between 2003 and 2023. We integrate the findings into a research framework in which traits and surface-level characteristics, attributions and perceptions, behaviors, and contextual factors serve as antecedents of female leadership emergence, female leadership effectiveness, or both. We conduct a critical analysis of the evidence and develop potential avenues for future research. Overall, our work provides a holistic and integrative perspective on factors that determine whether women become leaders in the first place and whether they become effective leaders.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 3","pages":"Article 101858"},"PeriodicalIF":9.1,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143924540","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
The effects of the charisma signal and voice pitch in female leader selection 魅力信号和音高对女性领导者选择的影响
IF 9.1 1区 管理学
Leadership Quarterly Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101857
Rafael Wilms , Janneke K. Oostrom , Emma van Garderen
{"title":"The effects of the charisma signal and voice pitch in female leader selection","authors":"Rafael Wilms ,&nbsp;Janneke K. Oostrom ,&nbsp;Emma van Garderen","doi":"10.1016/j.leaqua.2024.101857","DOIUrl":"10.1016/j.leaqua.2024.101857","url":null,"abstract":"<div><div>Women are often discriminated against in leader selection contexts. This study examines the charisma signal, voice pitch, and their interaction in female leader selection (i.e., perceptions of [non-incentivized and incentivized] hirability, competence, and warmth). We derive our hypotheses from signaling theory and the evolutionary perspective on charisma. Based on three pre-registered experiments (total <em>N</em> = 2,408), we found that the charisma signal increases female applicants’ hirability (not significantly in Study 2), while the results were mixed for competence and warmth. Study 1 showed that small changes in voice pitch of ± 20 Hz did not affect any of the outcomes. In Studies 2 and 3, we altered the female applicant’s voice to a low, average, and high female pitch. Study 2 showed that only a low but not a high voice pitch increased perceived hirability and competence (while perceived warmth remained unaffected). Study 3 showed that only low voice pitch decreased warmth. Furthermore, Study 3 suggested that female applicants who signal charisma can outperform a standard male applicant in terms of hirability, competence, and warmth. Furthermore, the interaction between the charisma signal and voice pitch did not predict any of the outcomes. Theoretical contributions, practical implications, and limitations are discussed.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 3","pages":"Article 101857"},"PeriodicalIF":9.1,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143924542","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
The influence of charismatic leadership on followers’ attentional processes 魅力型领导对追随者注意过程的影响
IF 9.1 1区 管理学
Leadership Quarterly Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101854
Lara H. Engelbert , Michiel van Elk , Jan Theeuwes , Mark van Vugt
{"title":"The influence of charismatic leadership on followers’ attentional processes","authors":"Lara H. Engelbert ,&nbsp;Michiel van Elk ,&nbsp;Jan Theeuwes ,&nbsp;Mark van Vugt","doi":"10.1016/j.leaqua.2024.101854","DOIUrl":"10.1016/j.leaqua.2024.101854","url":null,"abstract":"<div><div>We examined how followers process consistent versus inconsistent messages from a highly charismatic versus non-charismatic leader on a theme relevant to both leader and follower (i.e., climate change). We conducted a lab eye-tracking experiment (Study 1, <em>N</em> = 32) and an online reading experiment (Study 2, <em>N</em> = 1729) to observe followers’ reactions towards (written) information that they received from a leader with high versus low charisma and that was consistent or inconsistent with the leader’s previously expressed views. In Study 1, we found some evidence that participants spent longer reading consistent and inconsistent messages in the high (vs. low) charisma condition. There was no interaction between the charisma and message inconsistency factors. In Study 2, we observed that exposure to a message from a highly charismatic leader (vs. low charisma) increased reading times across consistent and inconsistent sentences. However, when excluding potentially endogenous variables from the analysis, we found some evidence that charisma moderates the processing of inconsistencies, such that participants spent longer reading inconsistent information in the high versus low charisma condition. We discuss the influence of charismatic signaling on followers’ attentional processes in the context of leadership and cognitive attention theories and provide recommendations for future research.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 3","pages":"Article 101854"},"PeriodicalIF":9.1,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143924594","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
The value of leadership: Evidence from a large-scale field experiment 领导力的价值：来自大规模实地实验的证据
IF 9.1 1区 管理学
Leadership Quarterly Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2025.101869
Florian Englmaier , Stefan Grimm , Dominik Grothe , David Schindler , Simeon Schudy
{"title":"The value of leadership: Evidence from a large-scale field experiment","authors":"Florian Englmaier ,&nbsp;Stefan Grimm ,&nbsp;Dominik Grothe ,&nbsp;David Schindler ,&nbsp;Simeon Schudy","doi":"10.1016/j.leaqua.2025.101869","DOIUrl":"10.1016/j.leaqua.2025.101869","url":null,"abstract":"<div><div>Companies increasingly make use of team-based organizational structures in complex non-routine tasks. To foster performance in these settings, scholars and practitioners alike have emphasized the potential of leadership. However, its value is difficult to identify in agile and cross-functional teams since leadership is often determined endogenously. To explore the causal impact of leadership, this study randomly encourages teams in a large-scale field experiment (281 teams consisting of 1,273 participants) to select a leader who consistently motivates or consistently coordinates their team. Both encouragements substantially improve team performance and systematically alter team organization, without reducing the originality of solutions.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 3","pages":"Article 101869"},"PeriodicalIF":9.1,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143924539","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Perceptions of leadership effectiveness in global virtual teams: Gender, personality, and self- versus peer evaluations 全球虚拟团队对领导效能的认知：性别、个性、自我与同伴评价
IF 9.1 1区 管理学
Leadership Quarterly Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101859
Wendy Farrell , Malika Richards , Vasyl Taras , Hafsa El Kamous , Lydia Karnadi , Dhruv Pratap Singh , Marc Idelson
{"title":"Perceptions of leadership effectiveness in global virtual teams: Gender, personality, and self- versus peer evaluations","authors":"Wendy Farrell ,&nbsp;Malika Richards ,&nbsp;Vasyl Taras ,&nbsp;Hafsa El Kamous ,&nbsp;Lydia Karnadi ,&nbsp;Dhruv Pratap Singh ,&nbsp;Marc Idelson","doi":"10.1016/j.leaqua.2024.101859","DOIUrl":"10.1016/j.leaqua.2024.101859","url":null,"abstract":"<div><div>This two-study paper examines the link between gender and perceived leadership effectiveness in self-organized Global Virtual Teams (GVTs). Perceived leadership effectiveness is assessed through both self and peer evaluations across a combined sample of 2,430 participants (predominantly students with work experience) from 96 countries, organized into 533 GVTs. The findings from both studies indicate that, in global virtual teams (GVTs), women are perceived by their peers as more effective leaders compared to men. Moreover, women show a smaller gap between self and peer evaluations, suggesting greater alignment between their self-assessments and teammate evaluations. Additionally, Big Five personality traits, specifically Conscientiousness and Extraversion, positively influence peer evaluations of perceived leadership effectiveness. Finally, no single espoused national cultural value of the individuals being rated consistently predicted perceived leadership effectiveness across both studies. Although Masculinity and Collectivism were significant in one study and Uncertainty Avoidance in the other, none showed a consistent effect across both studies. These findings provide valuable insights for recruitment and performance management practices and suggest important directions for future research on gender dynamics and leadership in global virtual teams.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 3","pages":"Article 101859"},"PeriodicalIF":9.1,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143924543","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Honesty and leadership 诚实与领导能力
IF 9.1 1区 管理学
Leadership Quarterly Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101860
Sixuan Chen , Yongmei Liu , Jianxin Wang , Daniel Houser
{"title":"Honesty and leadership","authors":"Sixuan Chen ,&nbsp;Yongmei Liu ,&nbsp;Jianxin Wang ,&nbsp;Daniel Houser","doi":"10.1016/j.leaqua.2024.101860","DOIUrl":"10.1016/j.leaqua.2024.101860","url":null,"abstract":"<div><div>We study the impact of honesty on electoral outcomes and effective leadership. We predict that dishonest candidates are more likely to win elections, and yet be less likely to lead effectively. Consequently, groups who elect honest leaders are more likely to achieve socially efficient outcomes. We use laboratory experiments to test these predictions. We find that cheating rates are high among leaders when cheating is possible. Further, we obtain causal evidence that, in relation to dishonest leaders, honest followers are more likely to obey honest leaders, resulting in improved cooperation, higher social efficiency and greater equity among group members.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 3","pages":"Article 101860"},"PeriodicalIF":9.1,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143924541","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
CEO vision articulation, TMT relational attachment, and corporate entrepreneurship CEO愿景表达、TMT关系依恋与企业企业家精神
IF 9.1 1区 管理学
Leadership Quarterly Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2025.101881
Samuel Adomako , Nadia Zahoor , Shi Tang , Irene Chu , Stephen X. Zhang
{"title":"CEO vision articulation, TMT relational attachment, and corporate entrepreneurship","authors":"Samuel Adomako ,&nbsp;Nadia Zahoor ,&nbsp;Shi Tang ,&nbsp;Irene Chu ,&nbsp;Stephen X. Zhang","doi":"10.1016/j.leaqua.2025.101881","DOIUrl":"10.1016/j.leaqua.2025.101881","url":null,"abstract":"<div><div>In this paper, we propose a fresh theoretical perspective on <em>why</em> and <em>when</em> the chief executive officer’s (CEO) vision articulation has a beneficial effect on a firm’s corporate entrepreneurship pursuits through top management team (TMT) relational attachment. Integrating the CEO-TMT interface perspective with insights from attachment theory, we construct a moderated-mediation model to demonstrate that: (a) TMT relational attachment mediates the relationship between CEO vision articulation and corporate entrepreneurship (<em>why</em>), and (b) this mediated effect is influenced by the level of TMT gender diversity (<em>when</em>). We test our model in the context of Taiwanese small- and medium-sized enterprises. Using a multi-wave survey involving 558 TMT members (including CEOs) in 175 firms, the results show that CEO vision articulation positively influences corporate entrepreneurship via TMT relational attachment, and this mediated effect is more potent when TMT gender diversity is high than when it is low.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 3","pages":"Article 101881"},"PeriodicalIF":9.1,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143924593","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
How good can bad leaders be? The opportunity costs of leader selection 坏领导能有多好？领导选择的机会成本
IF 9.1 1区 管理学
Leadership Quarterly Pub Date : 2025-03-01 DOI: 10.1016/j.leaqua.2024.101856
Matthieu Légeret , Christian Zehnder , Benjamin Tur
{"title":"How good can bad leaders be? The opportunity costs of leader selection","authors":"Matthieu Légeret ,&nbsp;Christian Zehnder ,&nbsp;Benjamin Tur","doi":"10.1016/j.leaqua.2024.101856","DOIUrl":"10.1016/j.leaqua.2024.101856","url":null,"abstract":"<div><div>In many organizational settings, the person emerging as the group leader is not the best person for the job. The leadership literature provides several explanations as to why mediocre or even incompetent leaders exist. However, previous work builds on the premise that choosing a leader with limited skills is always a mistake. In this paper, we take a complementary stance and claim that—in some cases—organizations might select underperforming leaders because it is efficient to do so. Determining the leader within a fixed group of individuals is similar to allocating any other limited resource. Leader selection involves a trade-off, in that the benefit a person generates as a leader has to be contrasted with the opportunity cost that arises because the leader is (at least to some extent) no longer available as a follower. We identify cases in which it is optimal not to select the most competent individual as leader. Finally, we discuss how selection procedures need to be designed so that the most appropriate (but not necessarily the most competent) leader is chosen in a given setting.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 2","pages":"Article 101856"},"PeriodicalIF":9.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142873967","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Female CEO selection: Does the glass cliff exist? 女性CEO的选择：玻璃悬崖存在吗？
IF 9.1 1区 管理学
Leadership Quarterly Pub Date : 2025-03-01 DOI: 10.1016/j.leaqua.2024.101853
Xiaoxiao Li, Olivia Moyer, Olivia Pfeiffer, Raisa Velthuis, Peter Zaleski
{"title":"Female CEO selection: Does the glass cliff exist?","authors":"Xiaoxiao Li,&nbsp;Olivia Moyer,&nbsp;Olivia Pfeiffer,&nbsp;Raisa Velthuis,&nbsp;Peter Zaleski","doi":"10.1016/j.leaqua.2024.101853","DOIUrl":"10.1016/j.leaqua.2024.101853","url":null,"abstract":"<div><div>This paper revisits the glass cliff phenomenon in corporate spheres, which asserts that women predominantly advance into leadership roles in precarious times, when the chance of failure is highest. Compared to prior studies, we greatly expand the sample of female CEO appointments by extending our sample in time and breadth. Moreover, we address confounding effects and explore heterogeneous and non-linear relationships. Using a variety of accounting- and market-based variables to proxy for precarious situations, our results do not provide clear evidence of a glass cliff effect in US corporations, implying that earlier findings may have been specific to the samples and methods used.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 2","pages":"Article 101853"},"PeriodicalIF":9.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143577415","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Difference-in-Differences with matching methods in leadership studies: A review and practical guide 领导力研究中的差异与匹配方法：回顾与实用指南
IF 9.1 1区 管理学
Leadership Quarterly Pub Date : 2025-03-01 DOI: 10.1016/j.leaqua.2024.101813
Kangbok Lee , Yeasung Jeong , Sumin Han , Sunghoon Joo , Junyoung Park , Kangkang Qi
{"title":"Difference-in-Differences with matching methods in leadership studies: A review and practical guide","authors":"Kangbok Lee ,&nbsp;Yeasung Jeong ,&nbsp;Sumin Han ,&nbsp;Sunghoon Joo ,&nbsp;Junyoung Park ,&nbsp;Kangkang Qi","doi":"10.1016/j.leaqua.2024.101813","DOIUrl":"10.1016/j.leaqua.2024.101813","url":null,"abstract":"<div><div>Difference-in-differences (DiD) model has been widely used in leadership and management research over the last two decades. The appropriateness of DiD model relies on parallel trend assumption. In practice, researchers in leadership and management studies have employed a hybrid approach that combines the matching method and the DiD estimator to reduce bias when parallel trend assumption fails. The matching method is applied to treatment and control observations of <em>outcomes</em> in pre-intervention periods before a DiD method is applied. Given that this hybrid approach is intuitively preferable over other approaches, we propose <em>four critical conditions</em> in leadership studies to justify its appropriateness. We also propose <em>four questions</em> by leveraging a tutorial-type format that reviews advanced DiD-type models. Since advanced DiD-type models require large <em>T</em> (time dimension), we utilize a highly effective but underutilized approach for small <em>T</em> that builds on insights behind the DiD and matching methods. We present an advanced application of the hybrid method to illustrate how it can be employed to examine whether the proposed additional disclosure rules released by the SEC in 2009 and the subsequent choice of firms’ compensation consultants lead to lower CEO pay.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 2","pages":"Article 101813"},"PeriodicalIF":9.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143577416","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
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