Where are the women deans? The importance of gender bias and self‐selection processes for the deanship ambition of female and male professors
dc.contributor.author | Henningsen, L | |
dc.contributor.author | Eagly, AH | |
dc.contributor.author | Jonas, K | |
dc.date.accessioned | 2022-10-25T13:22:26Z | |
dc.date.issued | 2021-06-08 | |
dc.date.updated | 2022-10-25T12:38:32Z | |
dc.description.abstract | The study addressed the underrepresentation of women in university leadership by focusing on the middle management role of dean. This research set forth two processes that may affect female and male professors' ambition to become a dean: (a) gender bias whereby stakeholders are more likely to recommend men than women for deanships, and (b) self-selection bias whereby men may find deanships more appealing than women do. A multisource, time-lagged study of 278 professors from Germany, Austria, and Switzerland found that both being recommended by stakeholders for a deanship and finding the position appealing related positively to deanship ambitions for female and male professors. In contrast to the gender bias perspective, female and male professors were equally likely to be recommended for deanships, with recommendations reflecting prior administrative leadership experience. Consistent with the self-selection perspective, female professors' perception of more women among deans and their greater endorsement of communal career goals (e.g., serving the community) related to the appeal of the position, which in turn related to their own ambition to become a dean. In contrast, male professors' endorsement of agentic career goals (e.g., receiving recognition) related to the appeal of deanships, which in turn related to their own ambition to become a dean. Overall, these findings suggest that policies to increase the number of women in university deanships should make salient the presence of other women in these roles and also the potential of these roles to fulfill communal career goals. | en_GB |
dc.format.extent | 602-622 | |
dc.identifier.citation | Vol. 52(8), pp. 602-622 | en_GB |
dc.identifier.doi | https://doi.org/10.1111/jasp.12780 | |
dc.identifier.uri | http://hdl.handle.net/10871/131432 | |
dc.language.iso | en | en_GB |
dc.publisher | Wiley | en_GB |
dc.rights | © 2021 The Authors. Journal of Applied Social Psychology published by Wiley Periodicals LLC. This is an open access article under the terms of the Creative Commons Attribution-NonCommercial-NoDerivs License, which permits use and distribution in any medium, provided the original work is properly cited, the use is non-commercial and no modifications or adaptations are made. | en_GB |
dc.title | Where are the women deans? The importance of gender bias and self‐selection processes for the deanship ambition of female and male professors | en_GB |
dc.type | Article | en_GB |
dc.date.available | 2022-10-25T13:22:26Z | |
dc.identifier.issn | 0021-9029 | |
dc.description | This is the final version. Available on open access from Wiley via the DOI in this record | en_GB |
dc.description | Data availability statement: The data that support the findings of this study are available from the corresponding author, [L. H.], upon reasonable request. | en_GB |
dc.identifier.eissn | 1559-1816 | |
dc.identifier.journal | Journal of Applied Social Psychology | en_GB |
dc.relation.ispartof | Journal of Applied Social Psychology, 52(8) | |
dc.rights.uri | https://creativecommons.org/licenses/by-nc-nd/4.0/ | en_GB |
dcterms.dateAccepted | 2021-05-06 | |
rioxxterms.version | VoR | en_GB |
rioxxterms.licenseref.startdate | 2021-06-08 | |
rioxxterms.type | Journal Article/Review | en_GB |
refterms.dateFCD | 2022-10-25T13:14:18Z | |
refterms.versionFCD | VoR | |
refterms.dateFOA | 2022-10-25T13:22:27Z | |
refterms.panel | C | en_GB |
refterms.dateFirstOnline | 2021-06-08 |
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Except where otherwise noted, this item's licence is described as © 2021 The Authors. Journal of Applied Social Psychology published by Wiley Periodicals LLC. This is an open access article under the terms of the Creative Commons Attribution-NonCommercial-NoDerivs License, which permits use and distribution in any medium, provided the original work is properly cited, the use is non-commercial and no modifications or adaptations are made.