The Leadership Styles of Women and Men

By A. Eagly, Mary C. Johannesen-Schmidt. 2001

1,386 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/2c878f20fc2c71755e0e90c28b08339a1eb759cb

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. A. Eagly
2. M. V. van Engen
3. R. Kark
4. Mary C. Johannesen-Schmidt
5. John Antonakis
6. Uma Jogulu
7. Bruce J. Avolio
8. M. Hebl

In Organizational Behavior and Human Resource Management

1. A. Eagly
2. M. V. van Engen
3. R. Kark
4. John Antonakis
5. Uma Jogulu
6. Shih Yung Chou
7. Bruce J. Avolio
8. Mary C. Johannesen-Schmidt

In Sociology and Political Science

1. A. Eagly
2. M. V. van Engen
3. R. Kark
4. Mary C. Johannesen-Schmidt
5. John Antonakis
6. Bruce J. Avolio
7. Uma Jogulu
8. M. Hebl

Citations in the corpus

• Leadership and public service motivation: a systematic synthesis (2021, background): “Some distinctions that might be useful in categorizing leadership styles include: active and passive leadership (Jensen et al. 2019), agentic and communal leadership (Eagly and Johannesen-Schmidt 2001), and positional and non-positional leadership (Heifetz 1994).”
• Social and emotional competencies predicting success for male and female executives (2008, background): “Women leaders have been reported to have better people skills than men (Rutherford, 2001), to be more visionary (Vinnicombe, 1987), to have a more democratic leadership style (Eagly and Johnson, 1990) and a more transformational style relying on consideration and interpersonal skills (Bass and Aviol”
• A Meta-Analysis of Gender Group Differences for Measures of Job Performance in Field Studies (2012, background): “Males may have a more agentic approach that emphasizes more task-oriented behaviors (Eagly & Johannesen-Schmidt, 2001).”
• Raising Doubt in Letters of Recommendation for Academia: Gender Differences and Their Impact (2018, background): “All of these traits are tied to agency, which are a set of traits that men, but not women, are expected to hold (Eagly & Johannesen-Schmidt, 2001).”
• Examining the relationship between leadership, emotional intelligence and intuition in senior female managers (2006, methodology): “Gender differences have been observed in self-ratings of EI in recent studies (Eagly and Johannessen-Schmidt, 2001; Schutte et al., 1998; Slaski and Cartwright, 2002), with these differences being linked to research suggesting females are more empathic, adaptable, and perceptive (Argyle, 1990): skil”
• Women and Leadership (2017, background): “As Eagly and Johannesen-Schmidt (2001) state, . . . female leaders’ choices are constrained by threats from two directions: Conforming to their gender role can produce a failure to meet the requirements of their leader role, and conforming to their leader role can produce a failure to meet the…”
• Transformational, transactional, and laissez-faire leadership styles: a meta-analysis comparing women and men. (2003, methodology): “Table 4 displays the findings separated into three categories: the MLQ Norming Study (Center for Leadership Studies, 2000b; see also Eagly & Johannesen-Schmidt, 2001), the other studies that assessed style on the MLQ, and the studies that used other measuring instruments.”