Download or read book Effect of Race occupation Fit and Leadership Prototypes on Leadership Perceptions of Minorities in Leadership Positions written by Shanya Chandel and published by . This book was released on 2022 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although minorities make up a significant part of the U.S. population, a small margin of minorities are in senior leadership roles. A potential explanation behind the demographic makeup is that racial biases may influence leadership perceptions. Accordingly, a particular occupation type could moderate the relationship between race and perceived leader effectiveness, a pattern that can be explained by implicit leadership theory. To test this explanation, this paper focused on specifically Asian Americans and Blacks, in leadership roles in comparison to Whites. To see the effect of race-occupation fit, fictional vignettes of three racially different leaders were created in which each leader was portrayed in three different occupations (i.e., athletics manager, sales manager, engineering manager). A sample of 241 participants rated their assigned target leader through an online survey that contained evaluation items that measured the extent the target leader was perceived as effective. The findings show that the hypothesized relationships were not supported and that overall findings should be interpreted with caution.
Download or read book Race Work and Leadership written by Laura Morgan Roberts and published by Harvard Business Press. This book was released on 2019-08-13 with total page 314 pages. Available in PDF, EPUB and Kindle. Book excerpt: Rethinking How to Build Inclusive Organizations Race, Work, and Leadership is a rare and important compilation of essays that examines how race matters in people's experience of work and leadership. What does it mean to be black in corporate America today? How are racial dynamics in organizations changing? How do we build inclusive organizations? Inspired by and developed in conjunction with the research and programming for Harvard Business School's commemoration of the fiftieth anniversary of the founding of the HBS African American Student Union, this groundbreaking book shines new light on these and other timely questions and illuminates the present-day dynamics of race in the workplace. Contributions from top scholars, researchers, and practitioners in leadership, organizational behavior, psychology, sociology, and education test the relevance of long-held assumptions and reconsider the research approaches and interventions needed to understand and advance African Americans in work settings and leadership roles. At a time when--following a peak in 2002--there are fewer African American men and women in corporate leadership roles, Race, Work, and Leadership will stimulate new scholarship and dialogue on the organizational and leadership challenges of African Americans and become the indispensable reference for anyone committed to understanding, studying, and acting on the challenges facing leaders who are building inclusive organizations.
Download or read book Beyond Race written by Raquel A. Mendizábal Martell and published by . This book was released on 2017 with total page 214 pages. Available in PDF, EPUB and Kindle. Book excerpt: The racial diversification of the labor force in the United States has led to numerous studies examining the barriers that people of color experience in the workplace, such as challenges in the advancement to managerial positions (Alcocer Guardado, 2014; Landau, 1995; Maume, 1999; Rosette, Leonardelli, & Phillips, 2008). Research on leadership categorization theory, which posits that individuals use specific attributes to categorize someone as a leader (Lord, Foti, & Phillips, 1982), have also suggested that Whiteness is an attribute for the leader prototype, which negatively affects the perception of people of color as leaders (Rosette et al., 2008). While research has also shown that culturally diverse managers are perceived as more effective when they show cultural adaptation and exhibit American managerial behaviors (Thomas & Ravlin, 1995), there is a lack of research examining the impact of acculturation on leader perception. The current study sought to close some of the gaps in the literature of leader perceptions for people of color by examining the impact and the interplay of acculturation and race on the perception of leaders of color. Participants were asked to rate their perception of a leader (White/French or Latino/Honduran) who was either a third-generation immigrant (high acculturation) or a first-generation immigrant (low acculturation) working as a manager for a non-profit service provider or a financial services provider in the United States. Data for 271 participants was collected using a Qualtrics survey through Amazon Mechanical Turk (MTurk), an Internet marketplace, in order to get a more socioeconomically diverse background sample (Casler, Bickel, & Hackett, 2013). Data were analyzed using MANOVA procedures and the results showed a significant main effect for acculturation level (high acculturation vs. low acculturation) on leader perception. Specifically, highly acculturated leaders were perceived as being more ready for promotion than less acculturated leaders who were equally qualified, regardless of race. The cultural background of highly acculturated leaders was perceived as more valuable for networking, leadership success, and overall company success than the cultural background of less acculturated leaders who were equally qualified, regardless of race. Results suggest there is an implicit preference for employees who are more acculturated being favored for leadership positions, regardless of their race.
Download or read book The Effect of Stereotype Threat on Asian Americans in the Workplace written by Arpi Karen Festekjian and published by . This book was released on 2009 with total page 262 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book An Investigation of how the Intersection of Ethnicity and Gender Influences Leadership Perceptions written by and published by . This book was released on 2013 with total page 38 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study investigated individual differences in perceptions of leadership. According to research, people hold prototypes for what a typical business leader is and the qualities they should and should not possess. This prototype is shaped by an individual's perceptions of and experiences with different business leaders and can vary from one individual to the next. Despite the growing urgency for diversity within work environments and the fact that women comprise more than half of the workforce, when considering the business leader, White males have been found to be most prototypic. This finding has been supported in multiple studies; however, the literature has primarily focused on comparisons between White and African American men, while only recently beginning to expand to include comparisons with women and other ethnic minorities. This study builds upon previous research by examining individual's leadership perceptions of six targets: White, African American, and Asian American men and women, with a particular interest in the combined effects of both ethnicity and gender. Using the description and performance summary of a fictitious employee and company, individuals measured the leadership potential of the six targets with the manipulations of ethnicity, gender, and performance (having increased or decreased). Furthermore, most research on the topic has relied on self-report and survey measures to assess perceptions of leadership ability. There is evidence that we have automatic processes occurring outside of conscious awareness that activate held stereotypes and that are not available to be accessed through introspection. Therefore, this study also incorporated the use of implicit measures, specifically, the single category implicit association test (SC-IAT), to discover individual's associations between the six targets and the status of "business leader." Implicit measures have been found valuable in limiting the ability to "fake" or give socially desirable responses, giving the measure the ability to reveal true associations people hold consciously or unconsciously. Participants included 326 university students, each completing both the personnel summary measure, for which they evaluated one target's leadership potential, and the SC-IAT, which measured the association of each of the six targets with the status of "business leader" and "business subordinate." A between-subjects ANOVA was used to analyze differences in perceptions of leadership potential and a within-subjects ANOVA was used to analyze differences in associations of the six targets with the status of business leader versus business subordinate. Findings indicated some mixed results between the two measures. The personnel summary measure indicated no significant differences between ethnic or gender groups, but did find that targets described as having increased performance were evaluated more favorably than those described as having decreased performance. However, The SC-IAT found a significant difference in ethnicity in that both Whites and African Americans were more closely associated to the status of business leader than Asian Americans, and males more closely associated than females. This study contributes to the current research literature by examining multiple minority groups and women, including minority women, and thus exploring theories of the intersectionality of ethnicity and gender with regard to perceptions of business leaders.
Download or read book The Oxford Handbook of Leadership and Organizations written by David Day and published by Oxford University Press. This book was released on 2014-05-20 with total page 913 pages. Available in PDF, EPUB and Kindle. Book excerpt: As the leadership field continues to evolve, there are many reasons to be optimistic about the various theoretical and empirical contributions in better understanding leadership from a scholarly and scientific perspective. The Oxford Handbook of Leadership and Organizations brings together a collection of comprehensive, state-of-the-science reviews and perspectives on the most pressing historical and contemporary leadership issues - with a particular focus on theory and research - and looks to the future of the field. It provides a broad picture of the leadership field as well as detailed reviews and perspectives within the respective areas. Each chapter, authored by leading international authorities in the various leadership sub-disciplines, explores the history and background of leadership in organizations, examines important research issues in leadership from both quantitative and qualitative perspectives, and forges new directions in leadership research, practice, and education.
Download or read book The Impact of Leader Race and Gender on Perceptions of Organizations in Response to Corporate Error written by and published by . This book was released on 2018 with total page 117 pages. Available in PDF, EPUB and Kindle. Book excerpt: Prior research has demonstrated that CEO behavior influences how people perceive corporations and that CEOs associated with controversy can damage corporate reputations. Research also illustrates that attitudes based on prescribed racial and gender characteristics render Black and female CEOs as incongruent with leadership positions. The purpose of this study is to examine the impact of two different corporate errors as justification factors leading to prejudicial evaluations of leaders with stigmatized identities (e.g., race and gender), with a particular emphasis on the intersection of race and gender on leader- and organization-based evaluations. Participants were randomly assigned to one of 12 corporate conditions ([CEO race: white v. black] x [CEO gender: male v. female] x [Corporate error: no error v. diversity error v. non-diversity error]) and assessed to provide responses via an online experiment. Although results revealed a significant main effect of corporate error on leader and organization perceptions, there was no evidence of an interactive effect of CEO race and gender on leader and organization perceptions. Furthermore, the non-significant interaction of race and gender was not impacted by the context of the corporate error. I discuss theoretical and practical implications, study limitations, and avenues for future research.
Download or read book Diversity and Leadership written by Jean Lau Chin and published by SAGE Publications. This book was released on 2014-09-02 with total page 345 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although leadership theories have evolved to reflect changing social contexts, many remain silent on issues of equity, diversity, and social justice. Diversity and Leadership, by Jean Lau Chin and Joseph E. Trimble, offers a new paradigm for examining leadership by bringing together two domains—research on leadership and research on diversity—to challenge existing notions of leadership and move toward a diverse and global view of society and its institutions. This compelling book delivers an approach to leadership that is inclusive, promotes access for diverse leaders, and addresses barriers that narrowly confine our perceptions and expectations of leaders. Redefining leadership as global and diverse, the authors impart new understanding of who our leaders are, the process of communication, exchange between leaders and their members, criteria for selecting, training, and evaluating leaders in the 21st century, and the organizational and societal contexts in which leadership is exercised.
Download or read book Invisible Veterans written by Kate Hendricks Thomas and published by Bloomsbury Publishing USA. This book was released on 2019-07-19 with total page 248 pages. Available in PDF, EPUB and Kindle. Book excerpt: Spotlights the challenges faced by our increasing cadre of military women when their service ends and they become civilians. Combining research with narrative, this book exposes common threads of lived experience and reviews the latest data on military women and their healthy reintegration into civilian society. Female veterans share their stories of seeking to be seen in a culture where they don't quite fit and their struggles to find community and friendship. Some fought during the Iraq and Afghanistan wars, as the first women in combat in American history. How and where, for example, does a female combat Marine find her tribe once she leaves the service? Through the stories of these courageous yet entirely human women, readers learn about the experiences of a new and often forgotten generation of veterans; about the challenges surrounding family and career choices that millions of American women face; and ultimately, about sacrifice, resiliency, loss, and love. This book will inform readers with an interest in female veterans and women's health and mental health issues, as well as researchers, students, and professionals working in fields encompassing women's psychology, health, and social work.
Download or read book The Oxford Handbook of Diversity and Work written by Quinetta M. Roberson and published by Oxford University Press. This book was released on 2013-01-31 with total page 500 pages. Available in PDF, EPUB and Kindle. Book excerpt: Greater workforce diversity and business trends make the management of such diversity an important challenge for organizational leaders. The Oxford Handbook of Diversity and Work offers a comprehensive review of current theory and research and stimulates thoughtful and provocative conversation about future study of diversity in the workplace.
Download or read book Negative Perception Theory written by D'Uandre Antoine Drain and published by . This book was released on 2021-04-20 with total page 314 pages. Available in PDF, EPUB and Kindle. Book excerpt: Racial equality was one of the most critical issues facing African Americans (black people) in the 21st century. Particularly, in the United States labor market, black people, in overwhelming comparison to Caucasians (white people), said that they were treated unfairly in their places of employment. The purpose of this study was to understand the complexities of racial inequality and develop a theoretical model of the constructs that predict perceptions that employees of color had about their workplace arenas in the following areas: respect & treatment, company effectiveness, the job itself, and teamwork & cooperation. Specifically, the researcher explored the following quantitative research questions: (1) to what extent are lack of employee recognition, lack of career opportunities, job dissatisfaction, company ineffectiveness, and high job turnover correlated to employees' race in Fortune 500 companies?; and (2) how do differences in the racial composition of teams influence teamwork and cooperation in Fortune 500 companies?A researcher-created questionnaire was utilized to collect study data. All study procedures took place using an online survey software - SurveyMonkey. The researcher used this online technology to facilitate an internet-based questionnaire and analyzed the collected data. The sample for this quantitative descriptive correctional study consisted of n = 502 with a return rate of 419 participants which is an acceptable return rate of 83.5%, utilizing a stratified random sampling selection process.The hypothesis testing from this study discovered that there was a statistically significant difference for all six hypotheses. In conjunction with statistically testing the six rejected null hypotheses, a detailed analysis was provided to analyze two specific research questions in this study. The number of data pairs for the research question were statistically significant (correlated) to African Americans' perceptive variables in Fortune 500 companies.This study can contribute to organizational leadership by helping corporations better understand the relationship between the imposed unfair treatment, company ineffectiveness, and lack of respect & employee recognition of African American Fortune 500 professionals and the fewer opportunities for advancement, job dissatisfaction, negative perceptions of the job itself, and high turnover rates amongst blacks.
Download or read book Effects of Race on Perceptions of Leader Behavior written by Feleccia Rena Moore and published by . This book was released on 1986 with total page 116 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book The Relationship Between Leader Composure and Career Derailment Potential and the Moderating Effect of Race written by and published by . This book was released on 2023 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: African Americans are underrepresented in leadership positions in the United States. The relationship between leader composure and leader career derailment potential was assessed in the present study to determine if the relationship was stronger for African Americans than for Whites. Conservation of Resources Theory was utilized as a theoretical lens suggesting that composure is a resource for leaders that would be valuable in lessening career derailment potential. Assuming racial microaggressions are present in the workplace, and such microaggression could create added emotional labor for African Americans above that which Whites experience, it was hypothesized that leader race would moderate the relationship between leader composure and leader career derailment potential. An archival 360-degree multisource data set was utilized in a moderated multiple regression. Leader race was not statistically significantly related to leader career derailment potential while leader composure was. A statistically significant interaction between leader race and leader composure in predicting boss-rated leader career derailment potential existed when peers were rating leader composure, but not when direct reports were rating leader composure. However, the relationship was stronger for Whites than African Americans; under low composure, African American leader career derailment potential was lower than Whites, but the reverse was true under high composure. The present multivariate study is the first to demonstrate the inverse relationship between leader composure and leader career derailment potential as well as the moderating effect of leader race. The results suggest that African Americans reaching leadership positions may be highly qualified and may depend on composure as a resource.
Download or read book The Effect of Race and Leadership Style on Perceived Competence and Likability of Female Leaders written by Aradhna Mohan and published by . This book was released on 2022 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study measures the perceived competence and likeability of female leaders belonging to three different races, Caucasian, African American, and Asian Indian. The female leaders were manipulated on their leadership styles (agentic, communal or combination). A 3 (target ethnicity: Caucasian, African American and Asian Indian) x 3 (type of leadership: agentic, communal, a combination of agentic and communal) between subjects design was used and 331 participants were obtained via Amazon Mechanical Turk (MTurk). A Multivariate Analysis of Variance (MANOVA) indicated a significant difference between leadership styles but no statistical significant difference between the three races on perceived competence and likability. Furthermore, the communal leadership style was rated highest on both competence and likability, which may indicate that (1) feminized leadership tactics are gaining more traction and (2) when female leaders are perceived as being successful, there is potential for them to be viewed as simultaneously agentic and communal. However, while this may suggest an advantage for the communal female leader, it may not hold true for the agentic female leader. The female leader with an agentic leadership style was rated lowest on competence and likability, which may suggest that a backlash against agentic female leaders continues to be prevalent.
Download or read book Leadership written by James H. Dulebohn and published by IAP. This book was released on 2022-01-01 with total page 387 pages. Available in PDF, EPUB and Kindle. Book excerpt: As we enter the third decade of the twenty-first century, we are seeing a renaissance of context in influencing leadership, leader-follower relations, and leader effectiveness as well as a recognition of the tripartite nature of leadership. To fully understand and appreciate leadership, one must see the multiple parts of it as well as the connections among them. Leadership is multi-dimensional; leadership depends on leaders, followers, and context. Leadership research in the past three decades has been dominated by interest in neo-charismatic leadership styles and a focus on leadermember exchange in leader-follower relationships. Recently other approaches to leadership, such as ethical and authentic leaders, have garnered greater attention in response to the moral and ethical challenges in the workplace. Additionally, established approaches to leadership emergence and development have been challenged by their relevance to diverse work forces and issues of inclusion. This twelve article volume includes an outstanding roster of established and emerging leadership authors who tackle questions of leadership at the intersections of leaders, followers, and context. The volume opens with two articles that set the stage for the current state of leadership research and paths for its future including a commentary by Edwin Locke and Gary Latham on current management research practices and an action-oriented review of leadership research from the start of the 21st century. The volume is organized around three themes: leadership and diversity, leader-follower relationships, and systems of leader, follower, and context. Articles in the volume advance diversity research with an integration of leadership and diversity theories that demonstrate the former’s need for re-examination in light of the latter, a systematic development of inclusive leadership theory, and a close examination of immigrant ethnic identity. The authors of several articles expand our understanding of leader-follower relationships in the context of teams and alliances, the contextual boundaries of authentic leadership theory, and the authentic leader’s potential impact on harassment in organizations. The volume culminates with three demonstrations of leadership as systems of leader-follower-context interaction, including a close examination of the toxic triangle’s manifestation in university scandals, a micro-process model of power and leadership, and a configurational approach to studying leadership. The volume is designed primarily for scholars in the fields of human resource management, organizational behavior, and leadership. It also well serves the needs of instructors and students in master's and doctoral courses in leadership or organizational behavior. Each article is grounded in managerial context that will appeal to practitioners in the field.
Download or read book Race Economic Class and Job seeking Behavior written by Jack M. Feldman and published by . This book was released on 1972 with total page 218 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book The New Psychology of Leadership written by S. Alexander Haslam and published by Psychology Press. This book was released on 2010-09-13 with total page 304 pages. Available in PDF, EPUB and Kindle. Book excerpt: Winner of the University of San Diego Outstanding Leadership Book Award 2012! Shortlisted for the British Psychological Society Book Award 2011! Shortlisted for the CMI (Chartered Management Institute) Management Book of the Year Award 2011–2012! According to John Adair, the most important word in the leader's vocabulary is "we" and the least important word is "I". But if this is true, it raises one important question: why do psychological analyses of leadership always focus on the leader as an individual – as the great "I"? One answer is that theorists and practitioners have never properly understood the psychology of "we-ness". This book fills this gap by presenting a new psychology of leadership that is the result of two decades of research inspired by social identity and self-categorization theories. The book argues that to succeed, leaders need to create, champion, and embed a group identity in order to cultivate an understanding of 'us' of which they themselves are representative. It also shows how, by doing this, they can make a material difference to the groups, organizations, and societies that they lead. Written in an accessible and engaging style, the book examines a range of central theoretical and practical issues, including the nature of group identity, the basis of authority and legitimacy, the dynamics of justice and fairness, the determinants of followership and charisma, and the practice and politics of leadership. The book will appeal to academics, practitioners and students in social and organizational psychology, sociology, political science and anyone interested in leadership, influence and power.
