If You Are like Me, I Think You Are More Authentic: An Analysis of the Interaction of Follower and Leader Gender

Tibbs, Sandra; Green, Mark T.; Gergen, Esther; Montoya, J. A.

doi:10.5929/2016.6.1.8

Cited by 4 publications

(2 citation statements)

References 30 publications

(47 reference statements)

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“…The more congruence between gender and leader identities, the more authentic a leader can be (Sims et al , 2017). It is not enough for a leader to know herself – there must be reciprocal appreciation and support for her to act in accordance with what she values (Tibbs et al , 2016).…”

Section: Literature Reviewmentioning

confidence: 99%

Opt-out stories: women’s decisions to leave corporate leadership

Frkal

Criscione-Naylor

2020

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Purpose The purpose of this paper is to explore how the challenges to women’s authentic leadership identities contribute to their decisions to abandon leadership positions mid-career. It examines the critical career moments and underlying themes behind these women’s decisions to leave. Design/methodology/approach This paper is based on semi-structured interviews (n = 9) with women between the ages of 32-53 who had opted-out of mid-level corporate leadership positions. Findings The study found that work–life balance was not the primary factor in women’s decisions to leave. Instead, the women in the study reflected on their inability to be themselves and contribute perceived value to the organization as triggering their decisions to leave. Research limitations/implications There are limitations in using a small sample of women selected through the researchers’ social media networks resulting in limited cultural and racial diversity. Practical implications Misconceptions about women’s decisions to leave corporate leadership mid-career misleads human resource (HR) practices and initiatives focused on retaining female talent. Organizations need to recognize and reshape the organizational environment to support women to be their authentic self and make the value of their contributions more transparent. Originality/value The paper is original in that it examines opt-out from the lens of women’s leadership identities in corporate contexts. There are limited studies that have examined the connections between identity and women’s career decisions beyond work–ife balance. It provides practical value to HR practitioners and organizations focused on retaining female talent.

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Section: Literature Reviewmentioning

confidence: 99%

Opt-out stories: women’s decisions to leave corporate leadership

Frkal

Criscione-Naylor

2020

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“…The three one-on-one relationships that make up the structure of the US millennial model of ministry correspond with a noted propensity to focus on the individual self when relating with others (Castro, 2010;Erlacher, 2014;Smith, 2009). Their model's mechanism of interpersonal processing aligns with millennials' disposition to form authentic and vulnerable relational connections (Tibbs et al, 2016;Walumbwa et al, 2008). Furthermore, their emphasis on "walking with" others in personal processes can be seen as an outworking of centered-set thinking (Hiebert, 1994(Hiebert, , 2008Yoder et al, 2009).…”

Section: Return To the Literaturementioning

confidence: 99%

Inside and out: Knowing Chinese and US models of ministry

Rupp

2020

Missiology

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Increasing numbers of US millennial missionaries are working alongside Chinese house church pastors in China, and conflicts between the two groups have been noted. To date, a majority of scholarly works have explored each of these group’s more surface-level needs, values, and preferences. This basic qualitative study seeks to describe differences in their tacitly held working models of ministry. Working models of ministry have been defined as taken-for-granted assumptions about what it means to be a minister. Analysis of qualitative data yielded from 16 semi-structured interviews resulted in a description of how each of these two groups have conceptualized ministry. In responding to different social contexts, each model has had a different structure, mechanism, and movement. Metaphorically, Chinese participants have been ministering as shepherds by establishing in-group boundaries, embodying clear direction, and taking responsibility for their flock’s growth. In contrast, millennial participants have been ministering as Sherpas by coming alongside those whom they are discipling, walking with them, and sharing burdens during the journey. This study recommends Chinese house church pastors adopt certain aspects of the US model as they lead millennial missionaries. This study also recommends millennial missionaries adopt certain aspects of the Chinese model as they disciple Chinese Christians.

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To follow or not to follow? A person-centered profile of the perceived leader emotion management-followership associative patterns

Huang

Chen

et al. 2022

Curr Psychol

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If You Are like Me, I Think You Are More Authentic: An Analysis of the Interaction of Follower and Leader Gender

Cited by 4 publications

References 30 publications

Opt-out stories: women’s decisions to leave corporate leadership

Opt-out stories: women’s decisions to leave corporate leadership

Inside and out: Knowing Chinese and US models of ministry

To follow or not to follow? A person-centered profile of the perceived leader emotion management-followership associative patterns

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