Do women want to lead? Gender differences in motivation to lead in healthcare employees

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Purpose Although women make up a significant portion of the healthcare workforce in the U.S., they hold a minority of senior leadership positions. This study sought to examine gender differences in motivation to lead within healthcare, with the aim of understanding how these differences could inform leadership development for women. Design/methodology/approach A stratified random sample of 219 men and women in healthcare was surveyed using the Motivation to Lead (MtL) questionnaire. This instrument measures three types of motivation to lead: Affective (intrinsic motivation), Social Normative (duty-based motivation), and Non-Calculative (selfless leadership). Mann-Whitney U tests and chi-square tests were used to analyze the data. Findings Men had significantly higher levels of Affective MtL, indicating they are more intrinsically motivated to lead (enjoying leadership roles and seeing themselves as natural leaders). Women scored higher in Social Normative MtL, reflecting a motivation driven by a sense of duty to their organization. There were no significant differences between men and women in Non-Calculative MtL. Research limitations/implications Future studies could focus on women in specific employment and leadership positions, different racial and ethnic backgrounds, or age. A qualitative study could examine the barriers to leadership women face and identify innovative leadership development opportunities. Practical implications The knowledge gained from this study can provide a catalyst for organizations and legislators to develop leadership emergence strategies for women in the healthcare industry. Originality/value There is considerable research about leadership and motivation, but little research has studied the relationship between gender and motivation to lead, especially in healthcare settings in the United States.