Gender and perceptions of leadership effectiveness: a meta-analysis of contextual moderators.

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Women and Leadership (2017, background): “Similar to Eagly et al. (1995), Paustian-Underdahl et al. (2014) did not find a main effect for gender on perceptions of leadership effectiveness across studies, implying a lack of difference in perceived effectiveness between men and women overall.”
Why Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy (2019, background): “With regard to the impact of male versus female leaders on team performance, Paustian-Underdahl, Walker, and Woehr (2014) found in their meta-analysis that men rated themselves as significantly more effective as team leaders than women rated themselves, but this pattern was reversed with ratings by…”
A bed of thorns: Female leaders and the self-reinforcing cycle of illegitimacy (2016, background): “Researchers have reported various moderating factors that can ameliorate or exacerbate gender bias (Paustian-Underdahl et al., 2014), and a relatively consistent picture is starting to emerge delineating boundary conditions.”
Gender and leadership emergence: A meta‐analysis and explanatory model (2018, background): “Because gender differences in both actual job performance and leadership effectiveness are close to nil, on average (Paustian-Underdahl et al., 2014; Roth, Purvis, &Bobko, 2012), we expect that access to performance-related information would shrink the gender gap in leader emergence in business sett”