Being a two-career couple requires a long-term plan. Harvard Business Review. Retrieved from https://hbr.org/2018/02/being-a-two-careercouple-requires-a-long-term-plan W. K. Kellogg Foundation. (2002). Evaluating outcomes and impacts: A scan of 55 leadership development programs. Retrieved from https://www.wkkf.org/resource-directory/resource/ 2006/08/evaluating-outcomes-and-impacts-a-scan-of-55-leadership-developmentprograms

Because of the overlap between the social roles of women and followers, we predicted that people would show a bias, that is, favor female followers over male followers. To support this hypothesis, we conducted two studies: An explicit test of the bias using a scenario design and an implicit association test (IAT)‐based study. Both studies show that the role of an ideal follower is more strongly associated with the female gender role, which seems to be caused partly by a more communal connotation of the follower role. This effect might contribute to the underrepresentation of women in leadership positions as they are perceived to be an ideal fit for followership positions; but it may also push men away from being followers and into leadership positions.

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The present research investigates if and how a more digitally centered communication between supervisors and employees satisfies employees' needs regarding the communication with their supervisors and influences employees' attitudes toward the supervisor and the job. In a cross-sectional online study, 261 employees rated their supervisors' actual and ideal use of different communication channels (i.e., telephone, face-to-face, email) regarding quality and quantity. Employees' job satisfaction and their perceptions of their supervisors' effectiveness and team identification were measured as dependent variables. Employees perceived face-to-face communication to be of higher quality than telephone and email communication, and they indicated a preference for more face-to-face communication with their supervisors than they actually had. Moreover, the perceived quality of communication, especially via faceto-face, was strongly and positively related to the dependent variables. These results provide insights into potential problems of increasing e-leadership in organizations. We conclude with recommendations to reduce these problems.

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The gender roles of masculinity and femininity are considered to be not only descriptive of behaviour, but also prescribe how men and women should behave. To assess the prescriptive nature of gender roles, previous research asked participants to assign masculine (i.e., agentic) and feminine (i.e., communal) traits to men and women of differing occupational roles. The current study sought to establish whether these previous results still apply to contemporary prescriptions of masculine and feminine traits of men and women in different occupational roles (specifically, employee and homemaker roles). Participants (N = 327) completed an online questionnaire, where masculine and feminine traits (as identified by the Bem Sex Role Inventory short-form) were ascribed to men and women of different occupational roles (i.e., employee and homemaker). Compared to previous results, results of the current study differed in fundamental ways that we posit reflect the social changes of women. Results are discussed in relation to both previous research and in response to social change.

Studies on the content of gender stereotypes have been conducted primarily in the United States, while research in other, particularly non‐Western, countries is scarce. In this research, we assessed and compared the content of gender stereotypes and self‐characterizations in Germany—a Western European country—and Nigeria—a West African country. We asked 403 Germans and Nigerians to rate three target groups (either men in general, women in general, or themselves) on 74 agentic and communal characteristics. We found that Nigerian women were rated as more agentic and more communal than German women, while German men were rated as more communal than Nigerian men, but similarly on agency. On self‐characterizations, Nigerian men rated themselves as more communal than German men, but again similarly on agency; Nigerian women rated themselves as more agentic and more communal than German women. Within‐country comparisons showed that in Germany, men compared to women were perceived as more agentic but similarly communal when rated by others (and similarly agentic and communal when rating themselves). In Nigeria, men and women were perceived as similarly agentic, but women were perceived as more communal than men (by both others and when rating themselves). Further analysis on individual agentic and communal characteristics, however, showed important differences in stereotypes and self‐characterizations of men and women in both countries that were obscured when looking at overall agency and communion. Our results show that gender stereotyping of oneself and others is complex and highlights the impact of culture on people's perceptions of gender.