Abstract
This paper extends prior research on the romance of leadership by examining (a) whether the romance of leadership holds for women as well as for men, and (b) the impact of the romance of leadership on performance‐based pay. An experimental study (N= 210) suggests that the romance of leadership does exist for both men and women but that the process of pay allocation differs as a function of gender. For a female leader, the allocation of a performance‐related bonus is based on perceptions of her charisma and leadership ability rather than resulting directly from company performance. However, for a male leader bonus allocation reflects the romance of leadership such that improved company performance leads to increased perceived charisma, increased leadership ability, and a larger bonus. Practical implications for the gender pay gap are discussed.Cet article élargit les recherches antérieures sur la romance du leadership en se demandant si celle‐ci vaut aussi pour bien les femmes que pour les hommes et en étudiant l’impact de la romance du leadership sur la rémunération liée à la performance. Une étude expérimentale (N = 210) laisse entendre que la romance du leadership concerne à la fois les hommes et les femmes, mais que la procédure d’attribution du salaire diffère en fonction du genre. Pour une femme leader, l’obtention d’une prime relative à la performance découle plus de la perception de son charisme et de son aptitude au leadership que d’un lien direct avec les résultats de l’entreprise. Alors que pour un leader masculin l’attribution d’une gratification renvoie à la romance du leadership en ce sens que les performances de l’entreprise accentuent le charisme perçu et l’aptitude au leadership, puis débouchent sur une gratification plus substantielle. On réfléchit aux conséquences pratiques en ce qui concerne les différences de salaire en fonction du genre.
Published Version
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