Supervisor Gender Research Articles

Getting away “Scott” (but not Susan) free: The effects of safety‐specific abusive supervision and supervisor gender on follower attributions and safety outcomes

SummaryWhile most research emphasizes the harmful effects of abusive supervision, we argue that certain contextual factors—specifically hazardous work environments and supervisor gender—may lead abusive supervision to be perceived as driven by performance promotion intentions as opposed to injury initiation intentions. We introduce the concept of Safety‐Specific Abusive Supervision (SSAS), which we define as the extent to which a supervisor's active response to safety incidents is perceived by employees as abusive. Drawing from event system theory and research on attributions of abusive supervision, we theorize that when supervisors engage in SSAS, employees are more likely to attribute their behavior to performance promotion rather than injury initiation, perceiving the supervisors' actions as a means to keep them safe rather than to cause harm. We predict that performance promotion attributions mediate the relationship between SSAS and safety performance outcomes, namely safety voice and perceived supervisor safety commitment. However, consistent with role congruity theory, we hypothesize that this relationship is only true for male supervisors and not for female supervisors. Across three studies (two experimental studies and one field study), we largely find support for our hypotheses.

Supervisor Gender, Employee Creativity and the Mediating Role of Interaction Frequency

Supervisor Gender, Employee Creativity and the Mediating Role of Interaction Frequency

Philosophical research in Brazil: A structural topic modeling approach with a focus on temporal and gender trends

AbstractThis paper employs structural topic modeling (STM) to describe the academic philosophy landscape in Brazil. Based on a public national database, a corpus consisting of 12,515 abstracts of monographs defended in philosophy graduate programs between 1991 and 2021 was compiled. The final STM model identified 74 meaningful research topics, clustered into 7 thematic categories. This study discusses the prevalence of the most significant topics and categories, their trends across three decades, and their (positive or negative) association with the supervisor's gender. Results show the first empirical evidence that Brazilian philosophical research exhibits a greater focus on philosophers than on specific themes or problems. Moreover, by visualizing the variations in topic prevalence over time, it was possible to track the rise or decline of the major interest categories and topics. Finally, results also show which topics are more influenced or less influenced by gender.

National culture favouring gender equality, supervisor gender and supportive behaviours towards employees

PurposeThis study aims to examine the effect of the interplay between national culture and supervisor gender on supervisors’ supportive behaviours towards employees in Europe.Design/methodology/approachBased on Hofstede’s cultural scores for 34 European countries, two clusters of countries were identified, reflecting two cultural configurations: favouring versus not favouring gender equality (GE). For hypotheses testing, the authors used a sample of 21,335 native employees, obtained from the European Working Conditions Survey.FindingsWomen in supervisory positions, compared to men, provided more support to subordinates in terms of respect, recognition, encouraging development and providing feedback. In countries with cultures favouring progress towards GE (small power distance, weak uncertainty avoidance, individualism and indulgence), only respect and recognition were more prevalent. In countries with opposing cultural configurations, other supportive behaviours stood out: coordinating work, providing feedback and helping with work. Furthermore, the impact of supervisor gender on supportive behaviours was influenced by national culture. Gender differences were larger in countries with a culture favouring progress towards GE compared to countries not favouring such progress.Originality/valueThe authors present a pioneering study that delves into national values as they relate to progress towards GE to understand the differences between male and female supervisors in the display of six supportive behaviours towards their subordinates. Their cultural approach nuances some of the predictions of social role theory.

Target similarity and gender difference: Effects of servant leadership on supervisory commitment and supervisory citizenship behavior

PurposeThis study applies the target similarity model to examine the effects of servant leadership on supervisor commitment and supervisor citizenship behavior. The mediating role of supervisory commitment is explored to determine the relationship between servant leadership and supervisor citizenship behavior. The difference in supervisor gender is examined in the linkage between servant leadership and supervisory commitment.Design/methodology/approachThe data were collected through a survey of 478 salespeople in the retail industry. Structural equation modeling (SEM) techniques were used to verify the hypotheses of this study.FindingsThe findings showed significant support for the direct and indirect effects of servant leadership on supervisor commitment and supervisor citizenship behavior. Furthermore, the positive relationship between servant leadership and supervisory commitment was stronger among female supervisors than male supervisors.Originality/valueDue to the scarcity of studies conducted on the linkages of servant leadership, supervisory commitment and supervisory citizenship behavior, this study theoretically and empirically contributes to the leadership literature as it is the first study to investigate these direct and indirect relationships. Similarly, this study examined gender differences in servant leadership to fill the gap in the research field.

Impact of supervisor identity on hospitality employees’ work intentions: Rethinking of social dominance and intersectionality theory

This study employs social dominance theory to investigate the influence of supervisors' group identification, including gender, ethnicity, and sexual orientation, on hospitality employees' work intentions with supervisors. By including trust in supervisor as a mediator and the need for cognition as a moderator, this study offers insight into the psychological process through which hospitality employees develop their intentions to work with a certain group of supervisors. The results from a 2 × 2 × 2 between-subjects experiment suggest that the supervisor's gender and sexual orientation affect employees' intentions to work with the supervisor, while ethnicity does not. Results also reveal the mediating effect of trust in supervisor and the moderating effect of the need for cognition on the relationship between supervisors' group identification and intentions to work with the supervisor. Study findings have theoretical and managerial implications for developing diversity management practices in hospitality.

Gender and leadership evaluations: what happens if we actually measure expectations–behavior incongruence?

PurposeRole congruity theory and gender stereotypes research suggests men are expected to engage in agentic behavior and women in communal behavior as leaders, and that role violation results in backlash. However, extant gender and leadership research does not directly measure expectations–behavior incongruence. Further, researchers have only considered one condition of role incongruence – display of counter-role behavior – and have not considered the outcomes of failing to exhibit role-congruent behavior. Additionally, few studies have examined outcomes for male leaders who violate gender role prescriptions. The present study aims to address these shortcomings by conducting a novel empirical test of role congruity theory.Design/Methodology/approachThis experimental study used polynomial regression to assess how followers evaluated leaders under conditions of incongruence between follower expectations for men and women leaders’ behavior and leaders’ actual behavior (i.e. exceeded and unmet expectations). Respondents read a fictional scenario describing a new male or female supervisor, rated their expectations for the leader’s agentic and communal behavior, read manipulated vignettes describing the leader’s subsequent behavior, rated their perceptions of these behaviors, and evaluated the leader.FindingsFollowers expected higher levels of communal behavior from the female than the male supervisor, but no differences were found in expectations for agentic behavior. Regardless of whether expectations were exceeded or unmet, supervisor gender did not moderate the effects of agentic or communal behavior expectations–perceptions incongruence on leader evaluations in polynomial regression analyses (i.e. male and female supervisors were not evaluated differently when displaying counter-role behavior or failing to display role-congruent behavior).Originality/valueIn addition to providing a novel, direct test of role congruity theory, the study highlighted a double standard in gender role-congruent behavior expectations of men and women leaders. Results failed to support role congruity theory, which has implications for the future of theory in this domain.

Leadership and Trust in Higher Education: The Role of ACE Scores and Supervisor Gender in Women’s Experiences

Leadership and Trust in Higher Education: The Role of ACE Scores and Supervisor Gender in Women’s Experiences

The influence of supervisor supportive behaviors on subordinate job satisfaction: the moderating effect of gender similarity.

This paper analyses the influence that different supervisor supportive behaviors have on subordinate job satisfaction, while considering the gender of individuals involved (supervisor and subordinate). The empirical evidence provided by a sample of 29,833 subordinates from 35 European countries collected by Eurofound through the European Working Condition Survey allows us to assert the following. First, subordinate job satisfaction depends on their perceptions about the supportive behaviors provided by their supervisors in terms of respect, giving recognition for a job well done, coordinating work, helping get the job done, and encouraging the professional development of the subordinate. Second, job satisfaction is affected by supervisor gender, although in the opposite direction as hypothesized, such that when the supervisor is a woman, subordinates report lower job satisfaction. Third, also contrary to our expectations, supervisor-subordinate gender similarity reduces, rather than increases, subordinate job satisfaction. Fourth, gender similarity, as expected, weakens the impact of several supervisor supportive behaviors on this job satisfaction (i.e., giving recognition, coordinating work, helping get the job done, and encouraging development). In terms of practical implications, this work suggests that it is advisable for supervisors to show supportive behaviors toward subordinates. In addition, because demonstrating respect at work is not moderated by gender similarity and seems to be the most impactful supportive behavior for enhancing job satisfaction, supervisors should pay particular attention to the respect of subordinates.

Discussions of personal identity in genetic counseling supervision.

Fieldwork supervision is integral to genetic counseling students' training and has the potential to impact how included students feel in the genetic counseling field. For example, in related counseling fields, when supervisees and supervisors discuss their personal similarities or differences in ethnicity, supervisees report a stronger supervisory working alliance (SWA) (Journal of Multicultural Counseling and Development, 2001, 29, 102-113). However, the application of these studies on identity discussions to the genetic counseling field is currently unknown. The objective of this cross-sectional questionnaire-based study was to investigate (a) if genetic counseling students report having discussions of personal identity during fieldwork supervision, (b) who initiated any such discussions, (c) if there was a difference in the supervisory relationship between those who did and did not have discussions of personal identity, and (d) how students perceived the inclusivity of the genetic counseling profession and their genetic counseling programs. Discussions of personal identity were defined in this study as "discussions happening during supervision regarding how one or more aspects of personal identity impacts the provision of genetic counseling services and/or professional interactions" where personal identity included the student or supervisor's gender, sexual orientation, race, ethnicity, religion, disability status or other aspect of identity. Almost 40% of the participants (N = 190) reported discussing personal identity with their supervisor. For students identifying as white, discussions of personal identity were related to a stronger SWA (p = 0.014). However, for those with minoritized identities there was no relationship between the SWA and discussions of personal identity. Therefore, it is unclear from the current research whether discussions of personal identity can be an effective tool in improving inclusivity in the field of genetic counseling. Additional research is needed to explore the direct impact of identity discussions on the supervisory working alliance in genetic counseling supervision.

Benevolent Leadership: Unveiling the Impact of Supervisor Gender on HR Practices and Employee Commitment

In this study, we examine the relationship between supervisor gender, the adoption of HR practices, and employee commitment. Based on leadership theories arguing that female supervisors are more focused on employee needs than male supervisors, we suggest that female supervisors are more likely to adopt HR practices that address employee needs. Using social exchange arguments, we predict that this in turn leads to higher affective commitment among employees. We test our theoretical predictions using three waves of the German Linked Personnel Panel (LPP). Our results indicate that female supervisors promote personnel development practices (DP) more than male supervisors, which has a positive impact on employees’ affective commitment to the organization. We find no statistically significant effect of a female supervisor on the provision of family-friendly work practices (FFWP). We discuss the implications of these findings and suggest avenues for future research.

Women Managers and the Gender Wage Gap: Workgroup Gender Composition Matters

Women's representation in managerial positions is a common metric for gender equity in organizations. Whether women managers improve gender equity among their subordinates is, however, less clear. Drawing on rich longitudinal personnel data from a large Korean food company, we provide new insight into this question by focusing attention on key micro-contexts for interaction and relational politics within organizations: workgroups. Building on social-psychological theories about in-group preference and value threats, we theorize that workgroup gender composition conditions the relationship between supervisor gender and gender earnings differentials. Results from regression models with workgroup fixed effects confirm this insight. Women supervisors are associated with smaller gender earnings gaps in workgroups when they are male-dominated. This relationship is stronger for less-advantaged workers, with supervisor gender and workgroup gender composition mattering more for “sticky floors” than “glass ceilings.”

Supervisors' ethical leadership and graduate students' attitudes toward academic misconduct.

Graduate students' academic misconduct has received increasing attention. Although past literature has emphasized university faculty as an important influencing factor on students' moral behaviors, the mechanisms must be further disclosed. We investigated how supervisors' ethical leadership influenced graduate students' attitudes toward academic misconduct. We explained why and how supervisor gender affects post-graduate students' social learning process by integrating social cognitive theory and role congruity theory. Study 1 used a sample of 301 graduate students in 60 academic teams in four Chinese business schools. Study 2 used experimental vignette methodology to enhance the findings' internal and external validity and provided evidence of causality. Based on the two complementary studies, we found that supervisors' ethical leadership significantly inhibited students' acceptance of academic misconduct through students' moral efficacy and the ethical climate of the academic team. The indirect effect via moral efficacy was more significant s for female supervisors. Implications for ethical leadership, academic misconduct, gender differences in leadership, and moral education were discussed.

Implementation of academic supervision management based on gender differences to improve the quality of learning in senior high school, vocational high school, and special needs school

Academic supervision is is the part of activity to improve the professionality of teacher in elevating the education quality. One of the important thing to ensure the quality of school education is to provide the supervision of teacher through the couching activity in target shcool. Academic supervision is an important part to improve the quality of education. Therefore, this study aims to investigate the effect of different gender of supervisor in order to implement the academic supervision in senior high school, vocational high school and special needs school in several section of learning, which is planning, learning implementation and learning evaluation. The present study use a survey method to collect the information in implementing the academic supervision management by school supervisors in senior high school, vocational high school and special needs school, based on gender differences of supervisors. We used an instrument to collect the data, then we analyze the data using a descriptive analysis The result shows that female supervisors are better in academic supervision management than male supervisors in carrying out their duties. The present study shows that gender of supervisor may affect the result of academic supervision. Furthermore, we expected that the study will become a consideration in order to improve the educational quality by implementing the academic supervision management.. Keywords: implementation; academic supervision; management; gender differences; quality learning

방과 후 스포츠클럽 지도유형에 따른 초등학생의 수업 만족도에 미치는 영향

This study was conducted to investigate the effect on class satisfaction of elementary school students according to the instructional type of after-school sports club activities. The subjects of this study were 306 male students and 218 female students who are currently participating in after-school sports club activities for students in grades 3-6 of an elementary school located in S city, for a total of 524 students. As the data processing method, SPSS/ PC (win 21.0) program was used. Independent t-test and one-way analysis of variance were used to compare the teacher's instructional style and class satisfaction. Multivariate analysis was used to compare and analyze the class satisfaction of students according to the instructional type. Multiple regression analysis was used to examine the relationship between instructional type and students' class satisfaction. As for the guidance type of the advisor, the dictatorial behavior type was the highest, and there was a significant difference in the student's gender and the supervisor's gender in the class satisfaction. In addition, statistically significant differences were found in positive reward type, professor and instruction type, and social support behavior type in the influence on the teacher's class satisfaction. Therefore, it is thought that tutors will be able to increase class satisfaction by operating classes with closeness to students and actively using positive feedback, and by conducting classes that respect the opinions of individual students.

LEADERSHIP STYLE AND EMPLOYEE RETENTION IN HIGHER EDUCATION SECTOR OF PAKISTAN

Creativity at the workplace is a key factor that enables organizational growth and development, there better leadership skill is crucial for creating an environment for raising a creative workplace. This study empirically analyzes the leadership styles adopted in the Higher Education Sector of Pakistan and their impact on the retention of employees, incorporating transactional leadership, transformational leadership, and innovative environment as independent variables, and employee retention as the dependent variables. Further, this study assimilated the role of diversity on employee retention as moderators considering it elements. From the diversity context, this study mainly relies on demographic information only and discusses the moderating impact of gender of respondent, gender of supervisor, education level, and employment status as a model to interpret the impact. For the empirical analysis of the study the digital questionnaire has been distributed and received 411 respondents from the Higher Education Sector. SPSS has been used for the analysis. The studies concluded that transformational leadership is significant in the Higher Education Sector of Pakistan and all the four factors of diversity are not moderating in this set of data. Keywords: Leadership, Transactional Leadership, Transformational Leadership, Innovative environment, Diversity. Gel Classifications: M14, L14, I23

Supervisor gender as a moderating factor study shows failure to moderate the relationships of LMX facets and job embeddedness

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsResearchers established that supervisor gender does not moderate the relationship between four elements of leader member exchange (LMX) and job satisfaction. But job embeddedness mediated the relationship between the four facets of LMX and job satisfaction. And subordinate gender moderated the mediation of embeddedness between LMX facets and job satisfaction.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Family‐supportive supervisor behaviors (FSSB) and work‐family conflict: The role of stereotype content, supervisor gender, and gender role beliefs

Existing research consistently shows that informal workplace support, such as family‐supportive supervisor behaviors (FSSB), are more effective at reducing work–family conflict than formal organizational supports. The purpose of this study is to integrate propositions from the stereotype content model and social role theory to understand how family‐supportive supervision is related to social evaluations of supervisors (i.e., perceptions of supervisor warmth and competence) and identify boundary conditions (i.e., supervisor gender and employee gender role beliefs) to help researchers and practitioners understand how these relationships affect work–family conflict. We test our hypotheses using two studies, one an experimental vignette study and the other a two‐wave survey study of working individuals with family or caregiving responsibilities. Our results suggest that FSSB are importantly related to how employees socially evaluate their supervisors along the dimensions of warmth and competence; supervisor gender moderates the relationship between FSSB and perceived competence (but not warmth); employee gender role beliefs moderates both these relationship (but in a counterintuitive way for supervisor competence); and we find evidence that warmth and competence mediate the effects that FSSB have on work–family conflict. Implications for theory, future research, and practice are discussed.Practitioner points Supervisors and organizations should consider how employee perceptions of supervisor competence and warmth impact employee perceptions of family supportiveness. When enacting family supportive behavior, it is important for supervisors to demonstrate warmth, such as through nonverbal communication and body language. Family‐supportive supervisor behavior (FSSB) interventions should consider manipulating not only dimensions of FSSB, but also behaviors tied to perceptions of competence and warmth.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction?

PurposeThis paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated.Design/methodology/approachThis cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation.FindingsJob embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries.Originality/valueThis study builds on the work of Collinset al.(2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

Leadership During Crisis: An Examination of Supervisory Leadership Behavior and Gender During COVID-19.

Due to major work disruptions caused by the coronavirus (COVID-19) pandemic, supervisors in organizations are facing leadership challenges as they attempt to manage “work from home” arrangements, the health and safety of essential workers, and workforce reductions. Accordingly, the present research seeks to understand what types of leadership employees think is most important for supervisors to exhibit when managing these crisis-related contexts and, in light of assertions that women may be better leaders during times of crisis, examines gender differences in how male and female supervisors act and how subordinates perceive and evaluate them in real (Study 1) and hypothetical (Study 2) settings. Results indicate that communal leader behaviors were more important to employees in all three crisis contexts. In Study 1, communality was a stronger predictor than agency of supervisor likability and competence. In Study 2, communality was also more positively related to likability, but agency and communality were equally predictive of competence ratings. Ratings of real supervisors suggest that women were not more communal than men when managing these crises, nor did perceptions of leader behavior differ by supervisor gender in a controlled experiment. However, evaluations of women's competence were more directly related to their display of communal behaviors than were evaluations of male supervisors. This research is helpful practically in understanding effective supervisory leadership during the COVID-19 crisis and contributes to the literature on gender and leadership in crisis contexts by attempting to disentangle gender differences in leader behaviors, perceptions, and evaluations.