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Gender differences in leadership competencies, expatriate readiness, and performance

Gender differences in leadership competencies, expatriate readiness, and performance Purpose – The purpose of this paper is to investigate the role that gender differences play in evaluating perceptions of global competence, individual readiness for expatriate assignments and overall job performance. Design/methodology/approach – A total of 11 global leadership competencies and perceptions of expatriate readiness for international assignments, along with job performance are rated by self raters and supervisors. Findings – The results suggest mixed support for sex‐role stereotyping and role‐congruity theory (e.g., women will be rated lower than men for expatriate positions which have typically been held by men) and the similar‐to‐me hypothesis (supervisors will rate same‐sex subordinates higher than opposite‐sex subordinates). Research limitations/implications – The most interesting finding is that supervisors overall (and male supervisors in particular) rated women lower than men on perceptions of expatriate readiness for international assignments, while there were no differences in ratings of overall performance. Originality/value – This study uses a sample of male and female self raters and supervisors to examine the relationship between perceptions of expatriate readiness, global competencies, and overall performance. Results suggest that although women may be perceived by their supervisors as having the same level of performance as men, they are not seen as being ready for international assignments at the same rate. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Gender in Management: An International Journal Emerald Publishing

Gender differences in leadership competencies, expatriate readiness, and performance

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Publisher
Emerald Publishing
Copyright
Copyright © 2008 Emerald Group Publishing Limited. All rights reserved.
ISSN
1754-2413
DOI
10.1108/17542410810887347
Publisher site
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Abstract

Purpose – The purpose of this paper is to investigate the role that gender differences play in evaluating perceptions of global competence, individual readiness for expatriate assignments and overall job performance. Design/methodology/approach – A total of 11 global leadership competencies and perceptions of expatriate readiness for international assignments, along with job performance are rated by self raters and supervisors. Findings – The results suggest mixed support for sex‐role stereotyping and role‐congruity theory (e.g., women will be rated lower than men for expatriate positions which have typically been held by men) and the similar‐to‐me hypothesis (supervisors will rate same‐sex subordinates higher than opposite‐sex subordinates). Research limitations/implications – The most interesting finding is that supervisors overall (and male supervisors in particular) rated women lower than men on perceptions of expatriate readiness for international assignments, while there were no differences in ratings of overall performance. Originality/value – This study uses a sample of male and female self raters and supervisors to examine the relationship between perceptions of expatriate readiness, global competencies, and overall performance. Results suggest that although women may be perceived by their supervisors as having the same level of performance as men, they are not seen as being ready for international assignments at the same rate.

Journal

Gender in Management: An International Journal – Emerald Publishing

Published: Jul 18, 2008

Keywords: Gender; Leadership; Competences; Expatriates; Performance measures

References

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    Adler, N.J.
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    Adler, N.J.; Bartholomew, S.
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    Adler, N.J.; Izraeli, D.N.
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    Aycan, Z.
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    Bauer, T.N.; Green, S.G.
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    Bem, S.L.
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    Berthoin Antal, A.; Izraeli, D.N.
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