Gender stereotyping and its impact on perceived emotional leadership in the hospitality industry: A mixed-methods study

Xiong, Wei; Chen, Shiyun; Okumuş, Bendegül; Fan, Fang

doi:10.1016/j.tourman.2021.104476

Cited by 19 publications

(12 citation statements)

References 69 publications

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“…The Raosoft calculating tool (www.raosoft.com/samplesize.html) was used to test the sample size based on a margin of error of 5% and a confidence level of 95%, retrieving a sample size threshold of 385 (Xiong et al , 2022), which was lower than 741.…”

Section: Methodsmentioning

confidence: 99%

How environmental emotions link to responsible consumption behavior: Tourism Agenda 2030

Xiong

Huang

Leung

et al. 2022

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Purpose The aim of this study was to investigate the themes related to the achievement of Sustainable Development Goal (SDG) 12 in relation to tourism, and specifically to explore how the emotional psyche affects tourists’ environmentally responsible behaviors. Design/methodology/approach Based on the value-belief-norm theory, a research framework was developed to examine the serial mediation effects of environmental emotions in predicting tourists’ environmentally responsible behaviors. A total of 741 responses was collected from an online survey. Data were analyzed by the partial least squares structural equation modeling. Findings Environmental concern does not directly predict tourists’ environmentally responsible behaviors. Instead, environmental awe and environmental worry serially mediate the relationship between environmental concern and tourists’ environmentally responsible behaviors. Originality/value This study extends the value-belief-norm theory by integrating environmental emotions and empirically tests the effect of multiple psyches on responsible consumption, contributing to the achievement of SDG 12 in UN Agenda 2030.

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Section: Methodsmentioning

confidence: 99%

How environmental emotions link to responsible consumption behavior: Tourism Agenda 2030

Xiong

Huang

Leung

et al. 2022

Self Cite

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“…Although biases toward female leaders exist because of hospitality industry characteristics (Remington and Kitterlin-Lynch, 2018), there have been advances in gender equality in the past 40 years with increased numbers of female workers and managers (Dashper, 2020). This results in a variance in gender-leadership bias (Xiong et al , 2022).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Third, not all employees suffer from gender bias (Xiong et al , 2022). Inherent characteristics of hospitality leadership, such as long hours and shift work (Mooney et al , 2017), make some people believe that females cannot be successful in hospitality leadership (Mooney, 2020).…”

Section: Introductionmentioning

confidence: 99%

An attribution account of the effects of leaders’ gender and abusive supervision on employee insubordination

Yun¹,

Shum²

2023

IJCHM

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Purpose Drawing on attribution theory, this study aims to examine how and when abusive supervision affects insubordination, focusing on employees’ attribution bias related to leader gender. Design/methodology/approach Two mixed-method studies were used to test the proposed research framework. Study 1 adopted a 2 (abusive supervision: low vs high) by 2 (leader gender: male vs female) by employee gender-leadership bias quasi-experiment. A sample of 173 US F&B employees completed Study 1. In Study 2, 116 hospitality employees responded to two-wave, time-lagged surveys. They answered questions on abusive supervision and gender-leadership bias in Survey 1. Two weeks later, they reported negative external attribution (embodied in injury initiation) and insubordination. Findings Hayes’ PROCESS macro results verified a three-way moderated mediation. The three-way interaction among abusive supervision, leader gender and gender-leadership bias affects external attribution, increasing insubordination. Employees with high leader–gender bias working under female leaders make more external attribution and engage in subsequent insubordination in the presence of abusive supervision. Originality/value This study is one of the first, to the best of the authors’ knowledge, that examines the mediating role of external attribution of abusive supervision. Second, this research explains the gender glass ceiling by examining employees’ attribution bias against female leaders.

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“…Second, the hospitality literature discussed gendered stereotyping of leadership styles. Historically, successful leadership characteristics and personalities are associated with masculinity, and thus, when women are leaders (a conflict in common stereotypes), they can face adversity (Xiong et al , 2022). Regardless of these challenges, women can possess various leadership styles whether perceived feminine, masculine or gender-neutral that aligns with the organizational culture (Guillet et al , 2019).…”

Section: Women In Hospitalitymentioning

confidence: 99%

“…Furthermore, due to the impacts of COVID-19, women are even more burned out than their male counterparts and often consider downshifting their careers or leaving the workforce entirely (McKinsey and Company, 2021). To address the gender disparity, previous research has focused on studying the negative impacts of gender stereotypes on female career development through the lens of social role theory (Xiong et al , 2022). We provide a different approach by acknowledging women hospitality professionals’ voices to construct their professional identities (PIDs) to authentically embrace and activate DEI initiatives.…”

Section: Introductionmentioning

confidence: 99%

What really matters: an exploratory sequential mixed-method study of women’s hospitality professional identities

Ponting

Lee

et al. 2023

IJCHM

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Purpose Through the lens of professional identity (PID), this paper aims to examine what matters to women when reflecting on their professions in hospitality. The purpose of this examination is to understand to what extent these PIDs are shared among women in hospitality and to include women’s voices into the workforce. Design/methodology/approach An exploratory sequential mixed-methods approach was used. The qualitative step included 24 in-depth interviews with female middle and senior managers in hotel management in the USA. The results of the interviews informed the design of a quantitative survey completed by 330 women hospitality professionals in managerial and non-managerial positions in the USA. Findings The qualitative analysis derived three super-ordinate and ten sub-themes. These themes were then quantitatively measured for validity and generalization. The mixing of qualitative and quantitative data indicated the relevance of work environment, social evaluation and perception of work and demonstrating professional competence as a woman in hospitality as significant drivers in establishing women’s hospitality PIDs. Originality/value This paper is the first to address women hospitality professionals through the lens of PID. By providing a different gender perspective on hospitality PID, this paper contributes to the expansion of diversity, equity and inclusion research and practices.

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Gender stereotyping and its impact on perceived emotional leadership in the hospitality industry: A mixed-methods study

Cited by 19 publications

References 69 publications

How environmental emotions link to responsible consumption behavior: Tourism Agenda 2030

How environmental emotions link to responsible consumption behavior: Tourism Agenda 2030

An attribution account of the effects of leaders’ gender and abusive supervision on employee insubordination

What really matters: an exploratory sequential mixed-method study of women’s hospitality professional identities

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