Bossy: What’s gender got to do with it?

Clerkin, Cathleen; Crumbacher, Christine; Fernando, Julia; Gentry, William A.

doi:10.35613/ccl.2015.1036

Cited by 2 publications

(2 citation statements)

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“…Men who have kids make more money and get more opportunities while women who have kids make less money and have fewer opportunities 7 Women who are bosses and assertive can often get the negative label “bossy” and a few other names that I cannot mention on here, while men who are bosses and are assertive or just called bosses 8 …”

Section: Microaggressionsmentioning

confidence: 99%

What are gender micro‐ and macroaggressions in medicine and what are the solutions?

Adamakos

2021

AEM Education and Training

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Section: Microaggressionsmentioning

confidence: 99%

What are gender micro‐ and macroaggressions in medicine and what are the solutions?

Adamakos

2021

AEM Education and Training

View full text Add to dashboard Cite

“…Senior management roles are stereotypically associated with masculinity or agentic traits such as independence, assertiveness and decisiveness (Prime et al, 2009;Rudman and Glick, 1999). However, although these behaviors are accepted and admired in a man, such as being assertive and confident, women risk being labeled bossy, arrogant and unsympathetic when they act in similar ways (Clerkin et al, 2015;Prime et al, 2009;Rudman and Glick, 1999). Women are expected to adhere to the feminine stereotype based on relationship concepts such as caring, friendliness and sensitivity (Fletcher, 2012;Prime et al, 2009), which are not seen as leadership traits (Rudman and Glick, 1999).…”

Section: Women and Their Careers Factors Influencing Women's Career Decisionsmentioning

confidence: 99%

Women managing women

Hurst

Leberman

Edwards

2016

Gender in Management: An International Journal

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Purpose – The purpose of this paper is to examine the intersections between the way women’s careers develop, the hierarchical relationships between women and the resulting implications for gender equity in the workplace. Design/methodology/approach – While a considerable body of research exists on gender in the workplace, the intersection between the way in which women ' s careers develop and the influence hierarchical relationships between women in the workplace have on that career development are under-researched. This paper examines existing relevant research, discusses the implications of these intersecting areas and raises areas for future academic research, as well as the development of organizational practice. Findings – The nature of the hierarchical relationships between women in the workplace is an important but under-researched factor when considering the career development of women. Delving into the experiences of women managers and employees, both good and bad, enables a deeper understanding of the role these relationships play in shaping the careers of women. From this, personal and organizational strategies can be developed that enhance workplace relationships and the career development of women. Originality/value – This paper encourages academics and practitioners to critically consider the connections between hierarchical workplace relationships and career development as part of organizational practice and further gender equity research.

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Bossy: What’s gender got to do with it?

Abstract: Center for Creative Leadership ® and CCL ® are registered trademarks owned by the Center for Creative Leadership.

Cited by 2 publications

References 1 publication

What are gender micro‐ and macroaggressions in medicine and what are the solutions?

What are gender micro‐ and macroaggressions in medicine and what are the solutions?

Women managing women

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