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  1. Who Leads More and Why? A Mediation Model From Gender to Leadership Role Occupancy.Alina S. Hernandez Bark, Jordi Escartín, Sebastian C. Schuh & Rolf van Dick - 2016 - Journal of Business Ethics 139 (3):473-483.
    Previous research has shown that female leaders lead slightly more effective than male leaders. However, women are still underrepresented in higher management. In this study, we seek to contribute to a deeper understanding of this paradox by proposing and testing an innovative model that integrates different research streams on gender and leadership. Specifically, we propose power motivation and transformational leadership as two central yet opposing dynamics that underlie the relation between gender and leadership role occupancy. We tested this model in (...)
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  • The Synergistic Effect of Prototypicality and Authenticity in the Relation Between Leaders’ Biological Gender and Their Organizational Identification.Lucas Monzani, Alina S. Hernandez Bark, Rolf van Dick & José María Peiró - 2015 - Journal of Business Ethics 132 (4):737-752.
    Role congruity theory affirms that female managers face more difficulties at work because of the incongruity between female gender and leadership role expectations. Furthermore, due to this incongruity, it is harder for female managers to perceive themselves as authentic leaders. However, followers’ attributions of prototypicality could attenuate this role incongruity and have implications on a managers’ organizational identification. Hence, we expect male managers to be more authentic and to identify more with their organizations, when compared to female managers who are (...)
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  • Managing Organizational Gender Diversity Images: A Content Analysis of German Corporate Websites.Leon Windscheid, Lynn Bowes-Sperry, Karsten Jonsen & Michèle Morner - 2018 - Journal of Business Ethics 152 (4):997-1013.
    Although establishing gender equality in board and managerial positions has recently become more important for organizations, companies with low levels of gender diversity seem to perceive an ethical dilemma regarding the ways, in which they attempt to attain it. One way that organizations try to move toward gender equality is through the use of their corporate websites to manage potential applicants’ impressions of their current levels of, and actions to improve, gender diversity. The dilemma is whether to truthfully communicate their (...)
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  • Gender, Management Styles, and Forms of Capital.Salvador Carmona, Mahmoud Ezzamel & Claudia Mogotocoro - 2018 - Journal of Business Ethics 153 (2):357-373.
    Extant research notes a tendency to propound the idea that female managers are secondary to men. Gender differences constitute an ethical issue and the discursive constructions of gender management are central to research in business ethics. Drawing on evidence gathered from a time–space intersection that has been widely neglected by research in this area, we address whether female business leaders develop gender-stereotypic management styles as well as their propensity to adopt masculine management patterns such as making risky decisions and implementing (...)
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