Women Administrators in Christian Universities: Making Family and Career Co-Central

The purpose of this study was to explore how women in administrative positions in Christian higher education integrate their professional and personal lives. Six women in leadership positions in small, faith-based liberal arts colleges were interviewed. Levinson's (1996) concept of gender-splitting was used as a lens to analyze the data. The women in this study have experienced a number of influences that moderate strict notions of gender-splitting: coming from non-traditional homes with working mothers, husbands who provide substantial support with domestic duties, strong personal motivation to achieve, and mentors who provided support and guidance. The women spoke freely of their work as a ‘calling’ and used their faith in God when meeting a variety of challenges. While gender-splitting was a prevailing influence in the lives of the women in this study there was substantial evidence to show that they were resilient and flexible enough to create pathways to negotiate the commitment to family and the commitment to work in order to manage a successful career in higher education.     

Women of Spirit: Leaders in the Counseling Profession

This phenomenological study documents the voices and experiences of 10 female leaders in the counseling profession. Two protégés of each leader were interviewed to gain additional perspectives about these leaders. Leaders described experiences, contexts, processes, and outcomes that characterized their roles as positional and nonpositional leaders. Leaders highlighted themes of opportunity, challenge, unique and common ways of being, and empowerment. Protégés confirmed and enriched the leaders' accounts. Recommendations for personal and professional development are included.     

Seeing is believing: Exposure to counterstereotypic women leaders and its effect on the malleability of automatic gender stereotyping

Two studies tested the conditions under which social environments can undermine automatic gender stereotypic beliefs expressed by women. Study 1, a laboratory experiment, manipulated exposure to biographical information about famous female leaders. Study 2, a year-long field study, took advantage of pre-existing differences in the proportion of women occupying leadership positions (e.g., female professors) in two naturally occurring environments—a women’s college and a coeducational college. Together, these studies investigated: (a) whether exposure to women in leadership positions can temporarily undermine women’s automatic gender stereotypic beliefs, and (b) whether this effect is mediated by the frequency with which female leaders are encountered. Results revealed first that when women were in social contexts that exposed them to female leaders, they were less likely to express automatic stereotypic beliefs about their ingroup (Studies 1 and 2). Second, Study 2 showed that the long-term effect of social environments (women’s college vs. coed college) on automatic gender stereotyping was mediated by the frequency of exposure to women leaders (i.e., female faculty). Third, some academic environments (e.g., classes in male-dominated disciplines like science and math) produced an increase in automatic stereotypic beliefs among students at the coed college but not at the women’s college—importantly, this effect was mediated by the sex of the course instructors. Together, these findings underscore the power of local environments in shaping women’s nonconscious beliefs about their ingroup.     

The Differential Effects of Extracurricular Activities on Attributions in Résumé Evaluation

This study examines the effects that extracurricular activities have on the attributions a résumé reader makes about an applicant. Three characteristics of extracurricular activities (number of activities, holding positions of leadership, and relevance of the activities) were manipulated across 24 résumés of fictitious college graduates. Some 219 raters read the résumés and made judgments about the level of the applicant’s quality. The results showed a main effect for the number of activities, a main effect for holding leadership positions, and a main effect for relevance of the activity. Furthermore, a three–way interaction revealed the differential effects that the relevance of the activities had on the attributions at different levels of leadership and number of activities. A mix of career–related and social activities garnered higher ratings for those who held leadership positions in five activities. However, for those who were leaders in only two activities or were not leaders in five, having only career–related activities earned them higher ratings. For applicants who were not leaders in two activities, relevance of the activities played no role.     

WOMEN, LEADERSHIP, AND EMPOWERMENT

This paper is a review of leadership research, focusing primarily on women as leaders. The more recent perspective of studying leaders by examining followers is included; but research is sparse as to how leaders are perceived as empowering by their subordinates. A study in progress, conducted by Denmark, Nielson, and Scholl, indicates that stereotypes were more typically held by women against female leaders. However, a leader's ability to be empowering varies with status. The higher the status, the more empowering that individual is perceived, whether female or male. Yet, more men than women held higher status positions. More women are needed in high-level positions to better assess leadership and empowerment.     

Women,Men, and Leadership: Exploring the Gender Gap at the Top

Elite-level leaders in business and government make significant and far-reaching decisions influencing many facets of society. However, relatively few of these powerful positions are held by women. This article explores gender in leadership by focusing on the difficulties women experience in attaining and being seen as effective in top leadership positions. It begins by revealing the lack of parity between the sexes in leadership and in the remaining sections it addresses empirical research that serves to illuminate the leadership labyrinth, or obstacles to women’s progress, also known as the glass ceiling. In the first section, research on gender and leadership styles, traits, and effectiveness is reviewed followed by a consideration of how both domestic responsibilities and current organizational cultures differentially impact women and men on their journey to top leadership positions. The focus then shifts to examining how stereotypes, prejudice, and discrimination contribute to women’s under-representation in elite leadership roles by both impacting perceptions of and responses to women as well as impacting the experiences of women themselves. The final section concludes with thoughts on promoting parity in top-level leadership.     

Égalité professionnelle et genre en contexte : l’exemple des chef.fes d’établissement du secondaire

In the public service, the elementary and secondary education sector is highly feminised. Our object of study is related to these issues of professional equality within the national education system (a highly feminised context) and aims to explore the discourse held by management staff (especially women) on the perception (or not) of gender inequalities in access to managerial positions (subjective perception of inequalities). The results make it possible first of all to show the heterogeneity of the responses of staff (including women) on questions of perceived equality. Comparatively, a majority of the interviewees emphasised the difficulties in articulating different life times (professional, family, personal). They also emphasised the availability and commitment required to carry out the function of head teacher. And, in this respect, there seems to be relative agreement between the women and men who responded (although, from a quantitative point of view, more women mentioned these aspects). The fields of application of this research should be linked to equality policies in the public service and action plans for gender equality.     

‘My Husband is My Key to Paradise.’ Attitudes of Muslims in Indonesia and Norway to Spousal Roles and Wife-Beating

This article explores the influence of religious factors and values held by local societies, when Muslims develop their personal attitudes and perceived religious norms regarding spousal roles and wife-beating. It is based on qualitative interviews with 59 Muslims in Indonesia (N?=?35) and Norway (N?=?24). In addition, relevant Indonesian and Norwegian Muslim literature and web pages are examined. According to most Indonesian respondents, Islamic norms prescribe male leadership and allow the husband to beat a disobedient wife. This was regarded as crucial for the wife’s destiny after death. According to most Norwegian respondents, Islamic norms promote gender equality and oppose wife-beating. The sharp contrast between the perceived religious norms of Indonesian and Norwegian respondents may be caused by dissimilar cultural values in the two countries – values that influenced personal attitudes and thus the horizon of understanding where religion and authoritative text were interpreted. The reasoning of the respondents also sheds light on the importance of specific sacred texts when religious norms were developed individually. From a psychological point of view, the implementation of the egalitarian attitudes represented by numerous respondents may have positive effects for Muslim women living in patriarchal societies.     

Childhood Peer Status and Adult Susceptibility to Anxiety and Depression. A 30-Year Hospital Follow-up

This study examined the extent to which sixth grade peer status could predict anxiety and/or depression in 5,242 women and 5,004 men who were born in 1953 and whose hospital records were followed up from 1973–2003. The data used was the Stockholm Birth Cohort Study. While no association could be established for men, results indicated that women who held low peer status positions in childhood were at a considerably higher risk of anxiety and/or depression later in life compared to women in average status positions. Women who held popular positions during childhood did not differ significantly from their average counterparts. These findings persisted after adjusting for family- and child-related problem-load, perceived security at school, family constellation, socioeconomic status as well as the child’s cognitive ability, ninth grade school marks and continuance to upper secondary school.     

Comparing Swedish and Norwegian teachers' professional development: How human capital and social capital factor into teachers' reading habits

The present study compares how Swedish (n = 340) and Norwegian (n = 236) teachers' human capital and social capital support reading habits as an aspect of professional development. The overall aim was to describe how teachers' human and social capital support their professional development as measured by the aspect of reading habits during leisure time. Our research questions were: To what extent do Swedish and Norwegian teachers differ in their reading habits during leisure time? To what extent do young and old Swedish and Norwegian teachers differ in their reading habits during leisure time? To what extent does Swedish and Norwegian teachers' social capital (collegial talk, principal talk) predict their reading habits during leisure time? To what extent does Swedish and Norwegian teachers' human capital (based on their age, education, and work years) predict their reading habits during leisure time? We compared teachers' reading habits between countries. Older teachers read, on average, more fiction, nonfiction, and newspapers. However, younger teachers in both countries are more prone to read digital texts than older teachers. By contrast, teachers' social capital only seemed to matter in Sweden, while talks with the principal had no effect in either country.     

Intersectionality at Work: South Asian Muslim Women’s Experiences of Employment and Leadership in the United Kingdom

Drawing on qualitative interviews with 20 South Asian heritage, Muslim, female leaders, managers, and supervisors in the United Kingdom, we examine the multi-layered issues and challenges they face in pursuit of employment and leadership positions. The paper offers an intersectional perspective taking into account interconnected and overlapping factors (gender, ethnicity, religion, and family status) that affect not only the issues and challenges these women face in the labour market but also the individual agency and strategies they use to overcome any obstacles in the way of their employment and career. The results show that although Muslim women continue to face a myriad of challenges in the workplace, they are also able to tackle some of these issues through their individual strategies and networks, such as personal networks and further education. The study highlights the need for policymakers and employers to consider intersectionality to enable ethnic minority women’s inclusion and leadership within and outside the workplace.     

Violence et qualité de vie : étude de l’effet du genre dans un contexte tunisien

This study aims at a better understanding of concrete violence phenomena and their implication, particularly in matters of men's and women's health and quality of life. Our study was carried out in Tunisia with a sample population of 720 male and female adults from different age groups and various socio-economic contexts. Diverse forms of violence (physical, psychological, and sexual) undergone during different phases of life (childhood, adolescence, and adulthood) were measured in a bid to investigate their linkage with the quality of the population's personal life. The results tend to corroborate that the violence one undergoes at a specific moment in one's life affects the quality of one's personal life. It is more particularly women who are the ones most affected and the quality of their personal lives is of a poor quality in comparison with men's.     

The structuring of identity among midlife women as a function of their degree of involvement in employment

The place of employment and the diversity of its relations to other roles within the life structure of midlife women were investigated. Three groups were compared: Group I (n = 44) had a continuous low level of involvement in employment from their early 20s to their early 40s; Group II (n = 20) changed from low to high involvement; and Group III (n = 32) maintained a continuous high level of involvement. Retrospective reports regarding subjects' commitment to a number of different roles and feelings during their early 30s and early 40s constituted the data. Findings indicated that: (1) women in Group I had a positive, confident view of their involvement in the traditional roles of mother, wife, and volunteer; (2) women in Group II, initially quite similar to those in Group I, restructured their role commitments by substituting involvement in employment for more traditional pursuits; and (3) women in Group III successfully integrated involvement in the multiple roles of worker, mother, wife, and volunteer. Implications for a more dynamic view of identity, which takes into account significant reorganization of the life structure after adolescence and variability among diverse groups of women, are discussed.     

The Relationship Between Gender Role Stereotypes and Requisite Military Leadership Characteristics

The continuing emphasis on the need to utilize fully women's leadership skills in traditionally or predominantly male environments highlights the need for understanding gender stereotypes and leadership characteristics perceived to be associated with various jobs. This study essentially replicates Schein's research (1973, 1975) to determine the extent of gender stereotypes held by military students for military leadership positions. The results indicate (1) continued disparity in men's perceptions of the similarities between women and leaders, (2) support of previous findings that women recognize similarities between women and leaders, (3) senior military students possess stronger masculine gender role stereotypes of successful officers than do students with less than 1 year of service in the military academy, (4) greater experience with being led by female leaders did not affect men's masculine gender role stereotypes of successful leaders, and (5) successful female cadet leaders perceive successful officers as having characteristics commonly ascribed to both women and men. These results are interpreted in light of previous research on gender roles and leadership, and the practical implications for meeting organizational, and individual objectives for successful utilization of women in military leadership positions are discussed.     

Born a pastor,being a woman: biographical accounts on gendered religious gifts in the Diaspora

Women’s presence in Pentecostal leadership positions has slowly increased over the past decades, which raises new questions on the reconfiguration of gender roles and its relationship with religious doctrines. Based on empirical research, this article examines the construction of female leadership and religious authority within Pentecostal churches in a diasporic context. We draw upon biographical narratives of six female Pentecostal pastors—three African and three Latin American—who are leaders in Pentecostal churches in Spain. Our aim is to understand which conditions allowed these women to obtain positions of leadership in a mainly male dominated Pentecostal milieu and analyse the discursive articulation of Pentecostal conservative views on gender issues with local dynamics in the construction of female religious authority. The article shows that the authority of these women within the church realm is forged and legitimated through a religious narrative, one that empowers them as religious leaders without challenging their (and other women’s) subaltern role in the domains of social and family life.     

Balancing Personal and Professional Lives:

Graduate women have unique concerns as they cope with graduate school and attempt to balance their personal lives and relationships with their professional identity and achievements. In this article a review of women's developmental issues and the conflicts that women experience in graduate school will be described. Clinical observations of support groups for graduate women will be presented. The central themes described by both master's and doctoral level women who participated in these graduate women's support groups will be identified and discussed.     

Athlete leadership dispersion and satisfaction in interactive sport teams

ObjectiveAthlete leadership on sport teams can be represented by an individual occupying a formal or informal leadership role within a team who influences a group of team members to achieve a common goal [Loughead, Hardy, & Eys, (2006). The nature of athlete leadership. Journal of Sport Behavior, 29, 142–158]. Previous research has suggested that individuals involved in sport view the presence of athlete leaders as a crucial component to the effective functioning of the team [Glenn & Horn, (1993) Psychological and personal predictors of leadership behavior in female soccer athletes. Journal Applied of Sport psychology, 5, 17–34]. The purpose of the present study was to examine, at both the beginning and end of a competitive season, the relationship between individual perceptions of athlete leader dispersion across three types of leadership functions (i.e., task, social, external) and satisfaction.MethodParticipants included 218 intercollegiate athletes from a variety of interactive team sports. At the beginning and end of their competitive seasons, athletes indicated who the task, social, and external leaders were on their respective teams and responded to four dimensions of the Athlete Satisfaction Questionnaire [Riemer & Chelladurai, (1998) Development of the Athlete Satisfaction Questionnaire (ASQ). Journal of Sport and Exercise Psychology, 20, 127–156].ResultsThose who perceived all three leadership functions to be represented to the same degree (i.e., higher number of leaders for all three functions, an average number of leaders for all three functions, or a lower number of leaders for all three functions) were more satisfied with their team's performance and degree to which the team was integrated than those individuals who perceived an imbalance in the number of athletes engaging in those functions.ConclusionThe relative number of leaders within sport groups is related to individual perceptions of satisfaction.     

Leaders and their treatment of subgroups: implications for evaluations of the leader and the superordinate group

This experiment examined members' evaluations of a group leader and the group in contexts where a superordinate group comprised two subgroups and the group leader was aligned with one or other subgroup. The design varied group leader (ingroup, outgroup) and leader behavior (ingroup favoring, outgroup favoring) as well as the broader comparative context (intragroup, intergroup). Across a number of measures, results indicated a consistent Group Leader × Leader Behavior interaction that was independent of comparative context. Although group members were most satisfied with an ingroup leader who favored the ingroup, ingroup leaders were perceived positively irrespective of their behavior. Outgroup leaders who unexpectedly favored the other subgroup were also perceived positively. However, outgroup leaders who favored their own subgroup were perceived as less fair and as more biased than other leaders. They also engendered less identification with the superordinate group and a less unified perception of the group. Results demonstrate the importance of social identity concerns to leadership in nested group contexts and emphasize the fact that perceptions of leader fairness and concern for the common group mediate responses to the superordinate category. Copyright © 2003 John Wiley & Sons, Ltd.     

A model of career success: A longitudinal study of emergency physicians

Objective and subjective career success were hypothesized to mediate the relationships between sociodemographic variables, human capital indices, individual difference variables, and organizational sponsorship as inputs and a retirement decision and intentions to leave either the specialty of emergency medicine (EM) or medicine as output variables. Objective career success operationalized as the number of leadership positions held did not mediate the relationship, but income change and career satisfaction mediated the relationship between the hours worked and years employed in emergency medicine. Work centrality was significantly related to subjective career success more so for men than women and perceptions of success or self-efficacy were positively related to subjective career success for women, but not for men. The expected pattern of women indicating more difficulties with personal time and family time did not emerge; but women did indicate less perceived support from the organization, fewer EM leadership positions, less perceived control over their work situation and less organizational support than did men.     

The communality-bonus effect for male transformational leaders – leadership style,gender, and promotability

Women have made considerable inroads into the workforce but remain underrepresented in leadership positions. Even though studies show that men and women hardly differ in their leadership behaviours, we argue that male and female leaders are evaluated differentially contingent on the gender-congruence of their leadership style. Drawing arguments from expectancy violation theory, we investigate evaluations of men and women who show transformational leadership (a style consisting of communal behaviours in line with stereotypes about women) and autocratic leadership (a style consisting of agentic behaviours in line with stereotypes about men). We employed a three-study research design combining two experimental studies and a two-wave field study with business leaders (overall N = 344). Overall transformational leadership resulted in higher evaluations of promotability due to higher perceptions of leaders’ communality and leadership effectiveness. Importantly, these effects were stronger for men, and men showing transformational leadership were evaluated to be more promotable than women. This implies a communality-bonus effect for male transformational leaders. There was no difference in promotability evaluations for women versus men showing autocratic leadership. This effect was mediated by agency and effectiveness perceptions for women but not for men. Implications are discussed.