Warianty tytułu
Języki publikacji
Abstrakty
Purpose: The aim of the pilot study was to fnd out whether the perception of candidates for leadership positions differs along with the gender of the candidate in Poland.
Methodology: In order to answer the question, the author has conducted a preliminary experiment on 50 MBA students, which were experienced in recruitment. Two identical CVs were randomly distributed among the participants, with either a male or female version of the CV. Basing on the provided information, respondents were to decide on among others hireability, likeability and offered income to the given candidate.
Findings: The experiment revealed that the female candidate for the CEO position was perceived and evaluated differently than the male candidate. Thus, the experiment indicated that gender inequality may already appear at the phase of recruitment for higher positions.
Originality: The presented study analyzed perceptions of experienced recruiters, which may suggest that such behaviors and patters may be repeated in a non-laboratory environment.
Limitations: A limitation of the pilot study is the low number of participants and therefore further research should be conducted. (original abstract)
Methodology: In order to answer the question, the author has conducted a preliminary experiment on 50 MBA students, which were experienced in recruitment. Two identical CVs were randomly distributed among the participants, with either a male or female version of the CV. Basing on the provided information, respondents were to decide on among others hireability, likeability and offered income to the given candidate.
Findings: The experiment revealed that the female candidate for the CEO position was perceived and evaluated differently than the male candidate. Thus, the experiment indicated that gender inequality may already appear at the phase of recruitment for higher positions.
Originality: The presented study analyzed perceptions of experienced recruiters, which may suggest that such behaviors and patters may be repeated in a non-laboratory environment.
Limitations: A limitation of the pilot study is the low number of participants and therefore further research should be conducted. (original abstract)
Rocznik
Tom
Numer
Strony
16-32
Opis fizyczny
Twórcy
autor
- Kozminski University, Poland
Bibliografia
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- 8. Eagly, A. (2007). Female leadership, advantage and disadvantage: Resolving the contradictions. Psychology of Women Quarterly, 31, https://doi.org/10.1111/j.1471-6402.2007.00326.x doi: 10.1111/j.1471-6402.2007.00326.x
- 9. Eagly, A. (2005). Achieving relational authenticity in leadership: Does gender matter? Leadership Quarterly, https://doi.org/10.1016/j.leaqua.2005.03.007 doi: 10.1016/j.leaqua.2005.03.007
- 9. Eagly, A. and Carli, L. (2007). Through the Labyrinth. The truth how women become leaders. Center for Public Leadership. doi: 10.1108/01437730910935800
- 10. Eagly, A.H. and Johannesen-Schmidt, M.C. (2001). The Leadership Styles of Women and Men. Journal of Social Issues, 57(4), https://doi.org/10.1111/0022-4537.00241 doi: 10.1111/0022-4537.00241
- 11. Eagly, A.H., Wood, W. and Diekman, A.B. (2000). Social role theory of sex differences and similiarities: A current Appraisal. Mahwah, New Jersey: Erlbaum. doi: 10.1002/9781118663219.wbegss183
- 12. Eagly, A.H. and Mladinic, A. (1994). Are People Prejudiced Against Women? Some Answers From Reasearch on Attiutudes, Gender Stereotypes and Judgements of Competence. European Review of Social Psychology, 5(1). doi: 10.1080/14792779543000002
- 13. Eagly, A. (1987). Sex differences in social behavior: A socialrole interpretation, Lawrance Erlbaum Associates, https://doi.org/10.1111/j.1471-6402.2007.00326.x
- 14. Flynn, F. and Anderson, C. (2003). Heidi vs. Howard: An Examination of Success and Likeability. Columbia Business School and New York University. doi: 10.1080/08821127.2004.10677584
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- 16. GUS (2014). Kobiety i mężczyźni na rynku pracy 2014, http://stat.gov.pl/download/gfx/portalinformacyjny/pl/defaultaktualnosci/5821/1/5/1/pw_kobiety_i_mezczyzni_na_rynku_pracy.pdf
- 17. Heilman, M.E. (2001). Affrmative Action: Some unintended Consequences for working women. Research in Organizational Behavior, 16: 125-169.
- 18. Heilman, M. and Parks-Stamm, E.J. (2007). Gender Stereotypes in the workplace: Obstacles to women's career progress. Social Psychology, 24, https://doi.org/10.1016/s0882-6145(07)24003-2
- 19. Heilman, M.E. and Eagly, A.H. (2008). Gender stereotypes are Alive, Well and Busy Producing Workplace discrimination. Industrial and Organizational Psychology, 1. doi: 10.1111/j.1754-9434.2008.00072.x
- 20. Hofstede, G., Masculine Index in Poland, http://geert-hofstede.com/poland.html (25.01.2017). doi: 10.1037/10520-053
- 21. Hofstede, G., Masculine Index in Poland, http://geert-hofstede.com/poland.html (25.01.2017). doi: 10.1037/10520-053
- 22. Hofstede, G., Masculine Index in Poland, http://geert-hofstede.com/poland.html (25.01.2017). doi: 10.1037/10520-053
- 23. Hofstede, G. (2011). Dimensionalizing Cultures: The Hofstede Model in Context, http://scholarworks.gvsu.edu/cgi/viewcontent.cgi?article=1014&context=orpc (25.01.2017). doi: 10.9707/2307-0919.1014
- 24. European Commission (2014). Przeciwdziałanie różnicy w wynagrodzeniu dla kobiet i mężczyzn w Unii Europejskiej, http://ec.europa.eu/justice/gender-equality/fles/gender_pay_gap/140319_gpg_pl.pdf
- 25. Kupczyk, T. (2009). Kobiety w zarządzaniu i czynniki ich sukcesów. Wrocław: Wyższa Szkoła Handlowa.
- 26. Karau, S. and Eagly, A. (1999). Invited Reaction: Gender, Social Roles, and the Emergence of Leaders. Human Resource Development Quarterly, 10(4): 321-327.
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- 28. Moss-Racusin, C., Dovidio, J.F., Brescoll, V.L., Graham, J. and Handelsman, J. (2012) Science faculty's subtle gender biases favor male students, Proceedings of the National Academy Scineces of the United States of America, https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3478626/
- 29. Operario, D. and Fiske, S.T. (2004). Stereotypes: Content, structures, processes and contest. Social Cognition. doi: 10.1002/9780470693421.ch2
- 30. Peterson, V.S. and Runyan, A.S. (1993). Global Gender Issues. Oxford: Westview press. doi: 10.2307/2623743
- 31. Pieńczykowska, J. (2014). Kobiety są lepiej wykształcone, ale wciąż zarabiają mniej, Polskatimes.pl, http://www.polskatimes.pl/artykul/3358929,kobiety-sa-lepiej-wyksztalcone-ale-wciaz-zarabiaja-mniej,id,t.html
- 32. Powell, G.N. (1990). One more time: Do male and female managers differ? Academy of Management Executive, 12. doi: 10.5465/ame.1990.4274684
- 33. Powell, G.N. and Butterfeld, D.A. (2013). Sex, gender and aspirations to top management: Who's opting out? Who's opting in? Journal of Vocational Behavior, 82(1), https://doi.org/10.1016/j.jvb.2012.11.003
- 34. Reichel, A., Brandt, J. and Mayrhofer, W. (2005). The strongest Link: Legitimacy of Top Management Diversity, Sex Stereotypes and the Rise of Women in Human Resources Management 1995-2004, 21(3): 332-352.
- 35. Sandberg, S. (2013). Lean In: Women, Work and the will to Lead. Deckle Edge. doi: 10.14431/aw.2014.03.30.1.97
- 36. Schein, V.E. (2001). A Global look at Psychological Barriers to Women's Progress in Management. Journal of Social Issues, 57(4): 675-688.
- 37. Sedlak&Sedlak (2011). Ogólnopolskie Badanie Wynagrodzeń, http://wynagrodzenia.pl/artykul/wynagrodzenia-kobiet-i-mezczyzn-w-2011-roku
Typ dokumentu
Bibliografia
Identyfikatory
Identyfikator YADDA
bwmeta1.element.ekon-element-000171481130
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