Status Processes and the Institutionalization of Women as Leaders

Lucas, Jeffrey W.

doi:10.2307/1519733

Cited by 137 publications

(144 citation statements)

References 12 publications

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“…Empirical research also lends support to these theories. In an experimental study, Lucas (2003) found that the institutionalization of female leadership positively affected the influence of women in positions of authority. Based on data from the World Values Survey from 1990 to 2001, which covered over 80 countries, Seguino (2007) found that gender norms shifted during the period under study and that women's economic empowerment was clearly one factor in the observed shift.…”

Section: Introductionmentioning

confidence: 99%

Gender Differences in Subjective Well-Being In and Out of Management Positions

Trzcinski

Holst

2011

Soc Indic Res

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SOEPpapers on Multidisciplinary Panel Data Research at DIW BerlinThis series presents research findings based either directly on data from the German SocioEconomic Panel Study (SOEP) or using SOEP data as part of an internationally comparable data set (e.g. CNEF, ECHP, LIS, LWS, CHER/PACO). SOEP is a truly multidisciplinary household panel study covering a wide range of social and behavioral sciences: economics, sociology, psychology, survey methodology, econometrics and applied statistics, educational science, political science, public health, behavioral genetics, demography, geography, and sport science.The decision to publish a submission in SOEPpapers is made by a board of editors chosen by the DIW Berlin to represent the wide range of disciplines covered by SOEP. There is no external referee process and papers are either accepted or rejected without revision. Papers appear in this series as works in progress and may also appear elsewhere. They often represent preliminary studies and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be requested from the author directly.Any opinions expressed in this series are those of the author(s) and not those of DIW Berlin.Research disseminated by DIW Berlin may include views on public policy issues, but the institute itself takes no institutional policy positions. AbstractThis study used data from the German Socio-economic Panel to examine gender differences in the extent to which self-reported subjective well-being was associated with occupying a high-level managerial position in the labour market, compared with employment in nonleadership, non-high-level managerial positions, unemployment, and non-labour market participation. Our results indicated that a clear hierarchy exists for men in term of how status within the labour market was associated with subjective life satisfaction. Unemployed men were the least satisfied, followed by men who were not in the labour market, while men in leadership positions reported the highest level of subjective life satisfaction. For women, no statistically significant differences were observed among women in high-level managerial positions, women who worked in non-high-level positions, and women who specialized in household production, with no market work. Only women who were unemployed reported lower levels of life satisfaction, compared with women in other labour-market statuses. Our results lend evidence to the contention that men can "have it all", but women must still choose between career and family in Germany. We argue that interventions need to address how the non-pecuniary rewards associated with high-level managerial and leadership positions can be increased for women. Such policies would also likely serve to mitigate the "pipeline" problem concerning the number of women who are available to move into high positions in the private sector.1

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Section: Introductionmentioning

confidence: 99%

Gender Differences in Subjective Well-Being In and Out of Management Positions

Trzcinski

Holst

2011

Soc Indic Res

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“…Increasing the number of women within management also represents a major goal of European Commission gender-parity policy because of the anticipated benefits to women, society and the economy as a whole Economic and sociological theories (Berger et al, 1998;Morris Zelditch, 2002, andPhelps, 1972) suggest that increasing the percentage of women in positions of leadership and management will have positive economic and social consequences at the macro level. Empirical research also lends support to these theories (Lucas, 2003;Seguino, 2007, McKinsey & Company, 2007, London Business School, 2007cited in OECD, 2009, Joy (2008. (Holst and Wiemer, 2010).…”

Section: Introductionmentioning

confidence: 93%

Why Men Might 'Have it All' While Women Still Have to Choose between Career and Family in Germany

Trzcinski¹,

Holst

2011

SSRN Journal

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. This series presents research findings based either directly on data from the German SocioEconomic Panel Study (SOEP) or using SOEP data as part of an internationally comparable data set (e.g. CNEF, ECHP, LIS, LWS, CHER/PACO). SOEP is a truly multidisciplinary household panel study covering a wide range of social and behavioral sciences: economics, sociology, psychology, survey methodology, econometrics and applied statistics, educational science, political science, public health, behavioral genetics, demography, geography, and sport science. Terms of use: Documents inThe decision to publish a submission in SOEPpapers is made by a board of editors chosen by the DIW Berlin to represent the wide range of disciplines covered by SOEP. There is no external referee process and papers are either accepted or rejected without revision. Papers appear in this series as works in progress and may also appear elsewhere. They often represent preliminary studies and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be requested from the author directly.Any opinions expressed in this series are those of the author(s) and not those of DIW Berlin.Research disseminated by DIW Berlin may include views on public policy issues, but the institute itself takes no institutional policy positions. AbstractThis study used data from the German Socio-economic Panel to examine gender differences in the extent to which self-reported subjective well-being was associated with occupying a high-level managerial position in the labour market, compared with employment in non-leadership, non-high-level managerial positions, unemployment, and non-labour market participation. Our results indicated that a clear hierarchy exists for men in term of how status within the labour market was associated with subjective life satisfaction. Unemployed men were the least satisfied, followed by men who were not in the labour market, while men in leadership positions reported the highest level of subjective life satisfaction. For women, no statistically significant differences were observed among women in high-level managerial positions, women who worked in non-high-level positions, and women who specialized in household production, with no market work. Only women who were unemployed reported lower levels of life satisfaction, compared with women in other labour-market statuses. Our results lend evidence to the contention that...

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“…When men fulfill expectations that a leader be conscientiousness and emotionally stable, they arise as informal leaders more than women who fulfill the same expectations, because these characteristics are expected more in women -possibly due to an incongruence between leadership and gender stereotypes. Lucas (2003) Applied status characteristics theory in an experiment to test the idea that institutionalizing women can legitimize leadership for women in a structure that is predominately male influenced. Initial results showed that males attained higher influence than females.…”

Section: Women In Leadership Researchmentioning

confidence: 99%

“…Biases and glass ceiling issues also may not apply as much to the developed societies with more gender equality, because women in positions of leadership is not as uncommon as perhaps even 10-20 years ago. This is perhaps because idea of women in leadership has become institutionalized (Lucas, 2003). However, status remains a real issue and the institutionalization of people in their societies to the idea of women in leadership becomes an important factor, especially for women who currently are breaking new ground in countries where they are the first generation of women in leadership roles.…”

Section: Moving Women In Leadership Research Forwardmentioning

confidence: 99%

“…When the idea of women successfully leading organizations becomes institutionalized and commonplace, then women can achieve influential levels equal to men (Lucas, 2003). Perhaps the best way for institutionalization of the idea of women in leadership happens through the growth of schools and education for girls, and can be seen in the promotion of women to government, professional and technical positions, and business ownership.…”

Section: Moving Women In Leadership Research Forwardmentioning

confidence: 99%

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Global Factors Affecting Women's Participation in Leadership

Bullough¹

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Status Processes and the Institutionalization of Women as Leaders

Cited by 137 publications

References 12 publications

Gender Differences in Subjective Well-Being In and Out of Management Positions

Gender Differences in Subjective Well-Being In and Out of Management Positions

Why Men Might 'Have it All' While Women Still Have to Choose between Career and Family in Germany

Global Factors Affecting Women's Participation in Leadership

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