Sex Differences in Managerial Style: From Individual Leadership to Organisational Labour Relationships
AbstractThis paper deals with sex differences in managerial behaviour, by testing the extent to which such differences match those expected from gender stereotypes. Unlike previous research on the topic, always based on opinions about individual managers, this investigation uses firm-level evidence from the British 1998 Workplace Employment Relationship Survey (WERS 98). This means that some problems usually present in individual-level studies, including answer stereotyping and selection of female managers into specific responsibilities, are avoided in the research presented here. The results show that workplaces where the presence of women at management is higher are driven in a more democratic fashion, with more interpersonal and interactive relationships between managers and subordinates, and with more employee-mentoring responsibilities undertaken by managers. No sex differences were found for more structural policies, such as the degree of delegation on supervisors or the extension of payment by results.
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Bibliographic InfoPaper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 1387.
Length: 65 pages
Date of creation: Nov 2004
Date of revision:
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Find related papers by JEL classification:
- M54 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Labor Management
- J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
This paper has been announced in the following NEP Reports:
- NEP-ALL-2004-11-22 (All new papers)
- NEP-BEC-2004-11-22 (Business Economics)
- NEP-CBE-2004-11-22 (Cognitive & Behavioural Economics)
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Lazear, Edward P & Rosen, Sherwin, 1990. "Male-Female Wage Differentials in Job Ladders," Journal of Labor Economics, University of Chicago Press, University of Chicago Press, vol. 8(1), pages S106-23, January.
- Ana Rute Cardoso & Rudolf Winter-Ebmer, 2007.
"Mentoring and Segregation: Female-Led Firms and Gender Wage Policies,"
Economics working papers, Department of Economics, Johannes Kepler University Linz, Austria
2007-20, Department of Economics, Johannes Kepler University Linz, Austria.
- Cardoso, Ana Rute & Winter-Ebmer, Rudolf, 2007. "Mentoring and Segregation: Female-Led Firms and Gender Wage Policies," CEPR Discussion Papers, C.E.P.R. Discussion Papers 6618, C.E.P.R. Discussion Papers.
- Cardoso, Ana Rute & Winter-Ebmer, Rudolf, 2007. "Mentoring and Segregation: Female-Led Firms and Gender Wage Policies," IZA Discussion Papers 3210, Institute for the Study of Labor (IZA).
- Paul Sicilian & Adam Grossberg, 2014. "Does supervisor gender affect wages?," Empirical Economics, Springer, Springer, vol. 46(2), pages 479-499, March.
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