The effectiveness of feminine and masculine leadership styles in relation to contrasting gender’s performances

• Autorzy: Faizan R. , Nair S. L. S. , Haque A. U.

Identyfikatory

DOI

10.17512/pjms.2018.17.1.07

Warianty tytułu

PL

Skuteczność kobiecych i męskich stylów przywództwa w odniesieniu do dokonań płci

• Języki publikacji: EN

Abstrakty

EN

This paper focuses on the impact and effectiveness of feminine and masculine styles of leadership on contrasting genders in four different economies namely; India, Canada, Pakistan, and United Kingdom’s IT Sector. By combining probability and non-probability sampling techniques, the data has been gathered from 248 respondents via semi-structured 5-points scale survey questionnaire. The findings have shown that employees irrespective gender are significant positively affected by feminine leadership style. Additionally, in developing countries; Pakistan and India there is significant use of feminine leadership while developed economies namely; Canada and the UK have higher preference for masculine leadership style. Nevertheless, overall male workers do not have higher preference to work under masculine leadership style while females have higher preference for both masculine and feminine leadership styles. Interestingly, feminine style of leadership is highly demonstrated by males in Pakistan while in other three economies, it is exhibited by female line-managers. Moreover, female line-managers in the UK have shown higher masculine style of leadership in contrast to other economies. There is significant positive relationship between style of leadership and contrasting genders in distinctive economies. Additionally, feminine leadership style is more effective than the masculine leadership style. Feminine leaders demonstrate higher people-orientation and participative style of management whereas masculine leaders rely on task-orientation and autocratic style.

PL

Artykuł koncentruje się na wpływie i skuteczności kobiecych i męskich stylów przywództwa w czterech różnych gospodarkach, a mianowicie sektorze IT w Indiach, Kanadzie, Pakistanie i Wielkiej Brytanii. Łącząc techniki próbkowania z doborem losowym i nielosowym, dane zebrano od 248 respondentów za pomocą półstrukturyzowanego 5-punktowego kwestionariusza ankiety. Ustalenia wykazały, że pracownicy bez względu na płeć pozostają pod znacznym pozytywnym wpływem stylu kobiecego przywództwa. W krajach rozwijających się - w Pakistanie i Indiach aktywnie wykorzystuje się kobiece przywództwo, podczas gdy w gospodarkach rozwiniętych, w Kanadzie i Wielkiej Brytanii preferuje się męski styl przywództwa. Co ciekawe, badanie wykazało, że kobiecy styl przywództwa jest wysoce popierany przez mężczyzn w Pakistanie, podczas gdy w innych trzech gospodarkach jest demonstrowany przez kobiecych menedżerów linii. Co więcej, menedżerowie liniowi w Wielkiej Brytanii, jako dominujący, wykazali męski styl przywództwa w przeciwieństwie do innych gospodarek. Istnieje wyraźna pozytywna zależność między stylem przywództwa a płcią w odróżniających się gospodarkach. Ponadto kobiecy styl przywództwa jest bardziej skuteczny niż męski. Kobiety, jako przywódcy demonstrują wyższy orientacyjny i partycypacyjny styl zarządzania, podczas gdy męscy liderzy polegają na stylu zadaniowym i autokratycznym.

Słowa kluczowe

EN

cross-cultural comparison; contrasting economies; gender; masculine leadership; feminine leadership

PL

porównania międzykulturowe; kontrastujące gospodarki; płeć; przywództwo męskie; przywództwo kobiece

• Wydawca: Czestochowa University of Technology
• Czasopismo: Polish Journal of Management Studies
• Rocznik: 2018
• Tom: Vol. 17, No. 1
• Strony: 78--92
• Opis fizyczny: Bibliogr. 45 poz., tab.

Twórcy

autor

Faizan R.

• ABMS Open University Switzerland, Faculty of Business Administration

autor

Nair S. L. S.

• University of Wales Trinity Saint David, Faculty of Business and Management

autor

Haque A. U.

• University of Wales Trinity Saint David, Faculty of Business and Management

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Uwagi

Opracowanie rekordu w ramach umowy 509/P-DUN/2018 ze środków MNiSW przeznaczonych na działalność upowszechniającą naukę (2018).