Abstract
AbstractThe number of women in the workforce has steadily increased over the years, but the number of women in top leadership positions is still small. This study examines promotion recommendations in an attempt to shed light on this state of affairs. Analysis of supervisors' explicit promotion recommendations revealed no gender discrimination. However, text analysis of the accompanying promotion recommendation narratives revealed a same‐gender bias. Female supervisors used more people leadership language when describing female subordinates, and male supervisors used more people leadership language when describing male subordinates. In addition, female supervisors used more task leadership language than male supervisors did, regardless of subordinate gender.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: Journal of Psychological Issues in Organizational Culture
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
