Gender Differences in Leader Emergence Persist Even for Dominant Women: An Updated Confirmation of Role Congruity Theory1

By Barbara A. Ritter, J. Yoder. 2004

178 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/c1ead5c7ab213e296b6e0afaa3f76c5401ed9427

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. Amanda Diekman
2. Wind Goodfriend
3. Nicholas O. Rule
4. N. Ambady
5. A. Eagly

In Organizational Behavior and Human Resource Management

1. Amanda Diekman
2. Wind Goodfriend

In Sociology and Political Science

1. Wind Goodfriend
2. Amanda Diekman
3. Nicholas O. Rule
4. N. Ambady
5. A. Eagly
6. Hillary Anger Elfenbein
7. Gerben A. van Kleef
8. Sabine Sczesny

Citations in the corpus

• Rolling with the Changes: A Role Congruity Perspective on Gender Norms (2006, background): “Even women who possess dominant personality characteristics are less likely than men to emerge as leaders unless they perform a clearly female-stereotypic task (Ritter & Yoder, 2004).”
• She’s Got the Look: Inferences from Female Chief Executive Officers’ Faces Predict their Success (2009, background): “This effect could possibly be due to differences in the way that dominance is perceived and negotiated for males versus females (see Ritter and Yoder 2004).”