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„Think-Manager-Consider-Female“: Eine Analyse stereotypischer Ansichten über weibliche Führungskräfte und die empirische Überprüfung ihrer realen Persönlichkeit anhand der Big Five und Dunklen Triade
[“Think-Manager-Consider-Female”: An Empirical Analysis Regarding Stereotypical Views on Alpha-Women and her Personality Within Senior Management Using Big Five and Dark Triad]

Author

Listed:
  • Christian Mai

    (German Graduate School of Management and Law, Bildungscampus 2)

  • Marion Büttgen

    (Universität Hohenheim)

  • Dominik Schwarzinger

    (Universität Hohenheim/HR Diagnostics AG)

Abstract

Zusammenfassung Obwohl weiblichen Führungskräften oft mehr Leistungsbereitschaft zugeordnet wird, ist der Anteil von Frauen in Führungspositionen niedrig. Diese Unterrepräsentanz wird in der vorliegenden Studie auf Basis implizierter Führungsforschung und der Role Congruity Theory analysiert. Dabei wird ein Überblick zu den sich annähernden Stereotypen weiblicher und männlicher Führungskräfte gegeben. Für eine empirische Ergründung dieses Annäherungsprozesses werden aktuell vorherrschende Persönlichkeitseigenschaften mittels Big Five und Dunkler Triade bei insgesamt 332 Führungskräften untersucht und in Vergleich zueinander sowie zu allgemeinen Bevölkerungsdaten gesetzt. Für weibliche Führungskräfte lassen sich klare Alpha-Ausprägungen ableiten, wobei die Ergebnisse kaum Unterschiede zwischen den Geschlechtern zeigen. Implikationen für Praxis und Forschung werden diskutiert.

Suggested Citation

  • Christian Mai & Marion Büttgen & Dominik Schwarzinger, 2017. "„Think-Manager-Consider-Female“: Eine Analyse stereotypischer Ansichten über weibliche Führungskräfte und die empirische Überprüfung ihrer realen Persönlichkeit anhand der Big Five und Dunklen Triade<," Schmalenbach Journal of Business Research, Springer, vol. 69(2), pages 119-152, June.
    • Handle: RePEc:spr:sjobre:v:69:y:2017:i:2:d:10.1007_s41471-016-0022-9
    DOI: 10.1007/s41471-016-0022-9
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    References listed on IDEAS

    as
    1. Cristian L. Dezsö & David Gaddis Ross, 2012. "Does female representation in top management improve firm performance? A panel data investigation," Strategic Management Journal, Wiley Blackwell, vol. 33(9), pages 1072-1089, September.
    2. Sebastian Schuh & Alina Hernandez Bark & Niels Van Quaquebeke & Rüdiger Hossiep & Philip Frieg & Rolf Dick, 2014. "Gender Differences in Leadership Role Occupancy: The Mediating Role of Power Motivation," Journal of Business Ethics, Springer, vol. 120(3), pages 363-379, March.
    3. Elke Holst & Anita Wiemer, 2010. "Zur Unterrepräsentanz von Frauen in Spitzengremien der Wirtschaft: Ursachen und Handlungsansätze," Discussion Papers of DIW Berlin 1001, DIW Berlin, German Institute for Economic Research.
    Full references (including those not matched with items on IDEAS)

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