The Language of M—A Female Manager (as Played by Judi Dench)

2020 ◽  
pp. 257-274
Author(s):  
Anna Majer ◽  
Piotr Mamet
Keyword(s):  
Female Manager

Sex-Linked Bias in Promotion Decisions: The Role of Candidate's Career Relevance and Respondent's Prior Experience

1992 ◽  
Vol 16 (2) ◽  
pp. 209-228 ◽  
Author(s):  
Asya Pazy
Keyword(s):  
Prior Experience ◽  
Sex Bias ◽  
Female Manager ◽  
Career Experience ◽  
The Past ◽  
Analogue Study ◽  
Subject Design ◽  
Response Formats ◽  
Rating Format

To investigate the idea that information about relevant career experience has an effect on the degree of sex bias in promotion decisions, an analogue study was conducted in which sex of candidate and relevance of prior jobs were varied. The effect of respondent's experience of subordinacy to a female manager was also investigated. A within-subject design was used with two response formats, ranking and rating. As predicted, relevance of career experience was a primary consideration in the promotion decision. Respondents who had worked in the past under a female manager showed a profemale bias in choosing among candidates with relevant career experience. No sex-linked bias was identified in the treatment of the candidates with irrelevant prior experience. Additional results suggested that the ranking format was more sensitive to the effect of sex-linked bias than was the rating format.

Unmasking the career impacts of Queen Bee syndrome within organizational hierarchies

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Design Methodology ◽  
Organizational Status ◽  
Content Type ◽  
Female Manager ◽  
Societal Values ◽  
Senior Women ◽  
Pertinent Information ◽  
Organizational Hierarchies ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on understanding the experiences of Saudi Arabian women who've worked under a female manager, and on determining how these relationships with senior women impact the career prospects of women lower in the hierarchy. The results reveal that when positive sisterly relationships are achieved with a female manager, the less senior women feel their workplace is aligned with societal values. However, the relationship quickly becomes toxic when female managers begin displaying Queen Bee behaviors to protect their organizational status from potential competition. Originality/value The briefing saves busy executives 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.

scholarly journals Female Manager: Gender Determination of a Healthy Lifestyle

2020 ◽  
Author(s):  
Valery Agapov ◽  
◽  
Alla Fedorkina ◽  
Tatiana Gorobets ◽  
◽  
...  
Keyword(s):  
Healthy Lifestyle ◽  
Health Resources ◽  
Type A ◽  
Healthy Lifestyles ◽  
Psychological Resources ◽  
Behavioural Pattern ◽  
Female Leaders ◽  
Female Manager ◽  
Female Managers ◽  
Behavioural Patterns

The aim of the study of the lifestyles of women leaders was to investigate the social phenomenon of an increasing trend in the number of female leaders in all areas of society. However, the gendered functional burden of fulfilling the role of a woman as the keeper of the family home remains the same, which sets the stage for research into the determinants of healthy lifestyles for female leaders. The methodological socio-psychological approach of the study is ensured by applying the testing method (to study the dominant behavioural pattern of female leaders). Moreover, the age-based ranging method was embraced in the form of analysing distinctive features of female leadership behaviours at a certain age in life. Furthermore, the method of scaling and defining the expressiveness of traits of a particular behavioural pattern was applied. The findings were processed via a comparative analysis of features of female manager behaviour types in the context of maintaining a healthy lifestyle. In accordance with objective data, the authors are able to state that the predominant pattern (according to the Friedman and Rosenman test) of female leaders is type ‘A’ behaviour – this pattern determines the development of psychosomatic pathology. The basic conclusion demonstrating the novelty of the findings reflects the analysis of the trends in psychological characteristics of female managers of modern businesses as follows: female managers have internalised Type ‘A’ behavioural patterns that promote the use of health resources with the maximum expenditure of psychological resources and the absence of even minimal energy-saving tendencies. The behavioural patterns identified allowed us to identify recommendations for female leaders for healthy lifestyles.

The paradox of the contented female manager:

2000 ◽  
Vol 19 (1) ◽  
pp. 33-51 ◽  
Author(s):  
Kathleen Iverson
Keyword(s):  
Female Manager

Attributions for the Success and Failure of Female Managers: A Replication and Extension

1982 ◽  
Vol 7 (2) ◽  
pp. 155-162 ◽  
Author(s):  
Howard Garland ◽  
Karen F. Hale ◽  
Michael Burnson
Keyword(s):  
Human Services ◽  
Attitudes Toward Women ◽  
Opposite Pattern ◽  
Female Manager ◽  
Women In Management ◽  
Female Managers ◽  
Large State ◽  
The Relationship ◽  
Human Services Agency

This study attempted to extend earlier work on the relationship between attitudes toward women in management and attributions for the success and failure of female managers. One hundred and ten employees of a large state human services agency responded to a survey measuring their attitudes toward women in management and their attributions for either the success or failure of a hypothetical female manager. Results for males were highly supportive of earlier findings, with attitudes toward women in management significantly related to attributions for success but not for failure. Females showed an opposite pattern of results, with attitudes toward women in management significantly related to attributions for failure but not for success. It is suggested that these differences in attitude-attribution relationships may be the result of males expecting failure from female managers while females expect success.

The female manager—The pressures and the problems

1983 ◽  
Vol 16 (1) ◽  
pp. 10-14 ◽  
Author(s):  
Cary L. Cooper ◽  
Marilyn J. Davidson
Keyword(s):  
Female Manager
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