Empowerment through female vanguards in masculine professions?

A study from the United States examined how the exposure to gender roles in the field of work are related to the self-view of women as a leader and to their interest in masculine professions. When exposed to traditional job incumbents (e.g. male surgeon or female nurse) compared to non-traditional (e.g. female pilot or male flight attendant), women perceived themselves more as a leader. Compared to a control group, exposure to both, non- and traditional job incumbents, is related to less interest in masculine and more interest in feminine occupations. The researchers explain these counterintuitive findings by threatening upward comparison in case of successful females in masculine, high-status professions or by highlighting possible backlashes women face in male-dominated fields.

Rudman, L. A., & Phelan, J. E. (2010). The effect of priming gender roles on women's implicit gender beliefs and career aspirations. Social Psychology, 41(3), 192-202. doi:10.1027/1864-9335/a000027

Socioeconomic background influences risk-taking decisions of chief executives

A recent study from the USA investigated the influence of chief executive officers perceived social class origins on their strategic risk taking preferences. The authors of the study found that CEOs of upper and lower social class origins engage in higher levels of strategic risk taking compared to their middle class counterparts. This research was one of the first attempts to integrate work-related decision making and social class background. It provides an important initial step toward understanding the effects of the social class background of leaders on firm-level outcomes.

Kish-Gephart, J. J., & Campbell, J. T. (2015). You don’t forget your roots: The influence of CEO social class background on strategic risk taking. Academy of Management Journal, 58(6), 1614-1636.

Generation Gap might be an important resource for companies

Older employees may be more resilient workers and able to help younger colleagues rattled by the economic crisis, according to a study by the Center on Aging & Work. While employees generally report a declining engagement at work in times of financial hardships, older workers were more resistant against such hardships compared to younger employees.

Pitt-Catsouphes, M., & Matz-Costa, C. (2008). The multi-generational workforce: Workplace flexibility and engagement. Community, work and Family, 11(2), 215-229.

Male employees rate only female narcissistic leaders as less effective

Female leaders who show narcissistic tendencies are rated as less effective by their male subordinates, according to a study conducted in the Netherlands. Narcissists typically show a lack of concern for other people, arrogance, and a sense of self-grandiosity. The authors of the study assume that these features violate female gender stereotypes and thereby lead to a less favorable evaluation of narcissistic female leaders. Interestingly, male narcissistic leaders received no penalty in their subordinates' evaluation.  

Applied Psychology

Organizations have to make senior management positions less “male”

Women's career aspirations are affected by their perceived congruence with senior management positions and by their perceived opportunity to reach senior management, as a US study revealed. Organizations should therefore assure that senior management roles are not predominantly associated with masculine characteristics and should evaluate their promotion systems to eliminate such psychological barriers to women's advancement into senior management.

Sharabi, M. (2015). Life domain preferences among women and men in Israel: The effects of socio-economic variables. International Labour Review, 154. 519–536.