Cooperative organizational cultures

A factor promoting equal gender representation in leadership

Bibliographic Data

ID12920914
AuthorsNora Elena Daher-Moreno (Memorial University of Newfoundland, corresponding author), Kara A Arnold (0000-0002-4237-7784, Memorial University of Newfoundland)
Year2023
Volume39
Issue3
Pages409-426
Publication date2023-10-10
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueGender in Management An International Journal (JOURNAL)
Journal identifiersISSN: 1754-2413 • E-ISSN: 1754-2421
PublisherEmerald Publishing Limited (PUBLISHER • GB)
DOI10.1108/gm-12-2022-0402
OpenAlexW4387511412
LanguageEN
Citations received3
References cited76

Purpose This study aims to investigate the relationship between feminine gender identity and leadership intention. Based on the theory of planned behavior and social role theory, the indirect relationship between feminine gender identity and leadership intention was analyzed through affective motivation to lead and perceived leadership self-efficacy. In addition, drawing on the person–environment fit theory, feminine gender identity was examined as a moderator of the relationship between cooperative organizational culture and leadership intention. Design/methodology/approach A cross-sectional survey was administered among a sample of 183 full-time employees. Findings Results demonstrated that controlling for sex, perceived leadership self-efficacy mediated the relationship between feminine gender role identity and leadership intention. In addition, feminine gender role identity acted as a moderator in strengthening the relationship between cooperative organizational culture and leadership intention such that highly feminine individuals in high cooperative organizational cultures showed higher intentions to become leaders than did individuals with less feminine identities. Research limitations/implications In research on leadership intentions, it will be important to measure both sex and gender, as gender identity explains variance in important outcomes over and above sex. In addition, beginning to include organizational characteristics (such as perception of culture) in this stream of research is important. Practical implications Organizations wishing to promote more feminine individuals to leadership roles should examine their organizational culture to determine if it is cooperative, as this type of culture allows these individuals to be more intent on seeking leadership roles. Originality/value This research adds up to the literature by looking at an organizational factor, culture, and analyzing its role in increasing leadership intention in highly feminine individuals. In addition, by studying gender while controlling for sex, this paper suggests that regardless of sex (being a female or a male), feminine individuals will benefit from a cooperative environment. This includes any individuals (females and males) that identify more with communal behaviors

Creativity · Identity (music · Moderation · Organizational culture · Originality · Perception · Political science · Public relations · Social group · Social identity theory · Value (mathematics · Variance (accounting · Gender Diversity and Inequality · Gender Roles and Identity Studies · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology

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