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Book part
Publication date: 27 October 2022

Tucker S. McGrimmon and Lisa M. Dilks

The purpose is to theorize and empirically estimate the impact of the gendered nature of the offender-victim dyad and crime type on time to arrest.

Abstract

Purpose

The purpose is to theorize and empirically estimate the impact of the gendered nature of the offender-victim dyad and crime type on time to arrest.

Methodology/Approach

Predictions regarding the impact of gendered offender-victim dyads and crime type on time to arrest are constructed by extending role congruity theory and tested using data from the FBI's National Incident-Based Reporting System across five crime types using dyadic-based event history methods.

Findings

The authors find strong empirical support that role expectations derived from the gender composition of offender-victim dyads and the masculinity of the crime type affect time to clearance.

Originality/Value

This research is the first to theorize and empirically test the relative impact of role congruency and the relational nature of the offender-victim dyad in the adjudication process. Furthermore, the research shows that the construction of “normal crime” can be enhanced by applying a gendered and relational approach, based on social psychological theory, which is predictive of crime clearance.

Research limitations/Implications

Future research is required to validate the results for crimes where law enforcement has less discretion and are feminine typed.

Social Implications

The results imply that by accounting for the expectations generated by gender roles when applied to offender-victim dyads a casual mechanism is established that better organizes previously inconsistent results with respect to the impact of gender on time to clearance. Thus, the authors' utilization of role congruity theory of gender provides a more consistent explanation for inequalities in time to clearance that may be fruitful for evaluating other steps in the adjudication process.

Details

Advances in Group Processes
Type: Book
ISBN: 978-1-80455-153-0

Keywords

Article
Publication date: 6 February 2018

Jamid Ul Islam, Zillur Rahman and Linda D. Hollebeek

The purpose of this paper is threefold: first, to study the influence of self-brand image congruity and value congruity on consumer engagement in online brand communities (OBCs);…

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Abstract

Purpose

The purpose of this paper is threefold: first, to study the influence of self-brand image congruity and value congruity on consumer engagement in online brand communities (OBCs); second to test whether gender moderates this effect; and third, it also examines the role of consumer engagement as a driver of brand loyalty.

Design/methodology/approach

Using an online questionnaire, 443 responses were collected from consumers who are members of at least one OBC on Facebook. Structural equation modeling was used to analyze the data.

Findings

The results revealed that both self-brand image congruity and value congruity significantly affect consumer engagement. A positive effect of consumer engagement on brand loyalty was also attained. Third, the results revealed that gender did not moderate the examined relationships.

Practical implications

This research integrates and broadens existing explanations of different congruity effects on consumer engagement. This study thus suggests the value of developing their OBCs to exhibit congruence with customers’ self-image and value, which in turn, will contribute to the development of brand loyalty.

Originality/value

This research applies congruity theory to examine the impact of self-brand image- and value congruity on consumer engagement in OBCs. Through the establishment of this novel theoretical link, this study furthers insight into the domain of social media marketing.

Article
Publication date: 4 March 2024

Connor Eichenauer and Ann Marie Ryan

Role congruity theory and gender stereotypes research suggests men are expected to engage in agentic behavior and women in communal behavior as leaders, and that role violation…

Abstract

Purpose

Role congruity theory and gender stereotypes research suggests men are expected to engage in agentic behavior and women in communal behavior as leaders, and that role violation results in backlash. However, extant gender and leadership research does not directly measure expectations–behavior incongruence. Further, researchers have only considered one condition of role incongruence – display of counter-role behavior – and have not considered the outcomes of failing to exhibit role-congruent behavior. Additionally, few studies have examined outcomes for male leaders who violate gender role prescriptions. The present study aims to address these shortcomings by conducting a novel empirical test of role congruity theory.

Design/Methodology/approach

This experimental study used polynomial regression to assess how followers evaluated leaders under conditions of incongruence between follower expectations for men and women leaders’ behavior and leaders’ actual behavior (i.e. exceeded and unmet expectations). Respondents read a fictional scenario describing a new male or female supervisor, rated their expectations for the leader’s agentic and communal behavior, read manipulated vignettes describing the leader’s subsequent behavior, rated their perceptions of these behaviors, and evaluated the leader.

Findings

Followers expected higher levels of communal behavior from the female than the male supervisor, but no differences were found in expectations for agentic behavior. Regardless of whether expectations were exceeded or unmet, supervisor gender did not moderate the effects of agentic or communal behavior expectations–perceptions incongruence on leader evaluations in polynomial regression analyses (i.e. male and female supervisors were not evaluated differently when displaying counter-role behavior or failing to display role-congruent behavior).

Originality/value

In addition to providing a novel, direct test of role congruity theory, the study highlighted a double standard in gender role-congruent behavior expectations of men and women leaders. Results failed to support role congruity theory, which has implications for the future of theory in this domain.

Details

Gender in Management: An International Journal , vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 5 May 2023

Ana Rita Gonçalves, Amanda Breda Meira, Saleh Shuqair and Diego Costa Pinto

The digital revolution has changed consumer–service provider interaction, spawning a new generation of FinTech. This paper analyzes consumers' reactions to artificial intelligence…

Abstract

Purpose

The digital revolution has changed consumer–service provider interaction, spawning a new generation of FinTech. This paper analyzes consumers' reactions to artificial intelligence (AI) (vs human) decisions.

Design/methodology/approach

The authors tested their predictions by conducting two experimental studies with FinTech consumers (n = 503).

Findings

The results reveal that consumers' responses to AI (vs human) credit decisions depend on the type of credit product. For personal loans, the rejection by an AI provider triggers higher levels of satisfaction compared to a credit analyst. This effect is explained via the perceived role congruity. In addition, the findings reveal that consumers’ rejection sensitivity determines how they perceive financial services role congruity.

Originality/value

To the best of the authors' knowledge, this research is the first to jointly examine AI (vs human) credit decisions in FinTech and role congruity, extending prior research in the field.

Details

International Journal of Bank Marketing, vol. 41 no. 6
Type: Research Article
ISSN: 0265-2323

Keywords

Book part
Publication date: 23 September 2013

Christabel L. Rogalin

This chapter seeks to theoretically answer the question: under which circumstances do groups succeed under female leadership? Further, is it possible to conceptualize the…

Abstract

Purpose

This chapter seeks to theoretically answer the question: under which circumstances do groups succeed under female leadership? Further, is it possible to conceptualize the engineering of groups such that group success under female leadership is a likely outcome?

Design/methodology/approach

In this chapter, I draw on identity control theory (Burke & Stets, 2009; Stets & Burke, 2005) and role congruity theory (Eagly, 2003) to discuss the implications for female leaders of the discrepancy between the female gender identity and the leader identity. Next, I draw upon status characteristics theory (Berger et al., 1972) to further illustrate the negative consequences of being a female leader. Then, drawing on group processes research, I make the explicit link between the negative expectations for female leaders on group performance through the endorsement of group members. Finally, I utilize innovative research using institutionalization of female leadership to propose a possible solution for improving group performance.

Research implications

I present nine testable hypotheses ready for empirical test.

Social implications

I propose that training materials underscoring the skills that females have as leaders can subvert the development of conflictual expectations facing female leaders, thus removing the deleterious effects on group performance. That is, if group members receive training that emphasizes the competencies and skills women bring to the group’s task and to the leadership role, then group performance will not be threatened.

Details

Advances in Group Processes
Type: Book
ISBN: 978-1-78190-976-8

Keywords

Article
Publication date: 14 October 2019

Tamer Koburtay, Jawad Syed and Radi Haloub

Informed by the role congruity theory of prejudice towards female leaders, this paper aims to review the literature on gender and leadership to consolidate existing theory

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Abstract

Purpose

Informed by the role congruity theory of prejudice towards female leaders, this paper aims to review the literature on gender and leadership to consolidate existing theory development, stimulate new thinking and provide a framework for future empirical studies. It offers a theoretical framework to understand what may prevent or facilitate the emergence of female leaders.

Design/methodology/approach

The paper reviews and synthesises recent research on the linkages between gender and leadership.

Findings

The review extends Eagly and Karau’s (2002) role congruity theory by identifying additional constructs that may alleviate negative prejudicial evaluations and offering new insights into the potential alignment between feminine traits and leadership success.

Practical implications

The theoretical framework that emerged in this paper may be used as a heuristic model to contextually examine the lack of female leaders.

Originality/value

The paper proposes a theoretical framework to understand issues related to the emergence of female leaders. It offers news insights into possible alignment in female-leader role stereotypes that may address prejudicial evaluations against female leaders.

Details

European Business Review, vol. 31 no. 6
Type: Research Article
ISSN: 0955-534X

Keywords

Article
Publication date: 18 December 2023

A.K. Fazeen Rasheed and Janarthanan Balakrishnan

The study examines the influence of various congruity factors (economic, safety and Health, hedonic, and functional) on tourists' satisfaction with sharing economy-based services.

Abstract

Purpose

The study examines the influence of various congruity factors (economic, safety and Health, hedonic, and functional) on tourists' satisfaction with sharing economy-based services.

Design/methodology/approach

A single cross-sectional design is used in the study, with 513 travellers surveyed directly at three different tourist destinations in India. The partial least squares-structural equation modelling approach is used to analyse the data.

Findings

The research shows that congruity factors significantly influence tourists' satisfaction with sharing economy-based services. Moreover, satisfaction is strongly associated with recommendation intention for these services and customer loyalty. Additionally, the intention to recommend directly leads to increased customer loyalty.

Practical implications

The results offer pertinent insights for stakeholders in the sharing economy, including tourism marketers, policymakers and corporations. Aligning services with the identified congruity factors can enhance user satisfaction, boost recommendation rates and foster long-standing customer loyalty.

Originality/value

This study stands out for its thorough investigation into how congruity factors influence tourist satisfaction within the context of the sharing economy. Additionally, by focusing on specific demographic differentiators, such as age (gen Z or old gen) and gender (male or female), the study provides a nuanced understanding that enriches the existing body of knowledge.

Details

Journal of Hospitality and Tourism Insights, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9792

Keywords

Article
Publication date: 8 May 2009

Angela C. Henderson, Heidi Grappendorf and Laura J. Burton

The purpose of this paper is to investigate the influence of attractiveness on perceptions of female athletes' potential success in managerial positions using role congruity as…

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Abstract

Purpose

The purpose of this paper is to investigate the influence of attractiveness on perceptions of female athletes' potential success in managerial positions using role congruity as the theoretical framework.

Design/methodology/approach

Using a simulated employment evaluation, participants (n=68 male, n=121 female) were asked to evaluate the résumé of either an attractive female athlete or an unattractive female athlete for an entry‐level management position in a sport organization. Participants evaluated the athlete on hiring recommendations, competence, and anticipated liking for the applicant.

Findings

Analysis of the data indicated that attractive‐looking athletes had a significant advantage over unattractive‐looking athletes on all dependent measures. Athletes perceived to be unattractive were more harshly evaluated for entry‐level managerial positions.

Research limitations/implications

The unattractive‐looking female athletes in this study may have been perceived as having both the masculine characteristics of athlete in addition to appearing to be less feminine. This combination of the masculine role of athlete, heightened by a less‐feminine appearance (i.e. unattractive‐looking), may have negatively impacted the unattractive‐looking female athletes in this study, providing further support that when women demonstrate characteristics considered to violate appropriate gender roles, they will be punished for such violations. These findings are a potential addition to role congruity theory in that backlash was occurring as a result of violating two roles; being both athletic and less attractive.

Originality/value

This study was the first to explore if the influence of perceived attractiveness on hiring preferences for female athletes applying for management positions was similar to the influence of attractiveness as reported in research that has examined this influence for women in social and managerial settings. The results of the current study indicated female athletes that are perceived as unattractive must walk the tightrope of being masculine, but not too masculine.

Details

Gender in Management: An International Journal, vol. 24 no. 3
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 1 May 2009

Corinne Post, Nancy DiTomaso, Sarah R. Lowe, George F. Farris and Rene Cordero

This paper aims to evaluate alternative theories about how perceived innovativeness and perceived relational skills interact with gender to explain evaluations by managers of…

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Abstract

Purpose

This paper aims to evaluate alternative theories about how perceived innovativeness and perceived relational skills interact with gender to explain evaluations by managers of scientists and engineers' promotability into management.

Design/methodology/approach

A cross‐sectional design is used. The sample (n=2,278) is drawn from 24 large US corporations. Separate surveys are administered in each corporation to scientists and engineers and to managers evaluating them.

Findings

Managers rate men and women equally promotable. Furthermore, women whom managers perceived to be especially innovative receive higher evaluations of promotability than similarly accomplished men. And, among those perceived to have low relational skills, women and men are evaluated similarly.

Research limitations/implications

More research is needed to evaluate how ambivalent stereotypes and pressures from organizations to suppress categorical thinking might combine to affect evaluation and selection processes in diverse work settings.

Practical implications

Companies should be concerned about the potential tendency for managers to reward a few individuals when they exceed stereotypical expectations. Employees should be aware of and actively manage the impressions that managers have of them with regard to innovativeness and relational skills.

Originality/value

This paper calls attention to the role of ambivalence and legitimacy theories that predict that women will receive higher evaluations when they exceed stereotypical expectations of innovativeness and that when women do not meet stereotypical expectations of relational skills, managers will temper their harshness in evaluating them. In developing this analysis, it seeks to contribute to the understanding of evaluation processes by considering the context in which evaluations take place.

Details

Journal of Managerial Psychology, vol. 24 no. 4
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 5 March 2020

Bari L. Bendell, Diane M. Sullivan and Kathrin J. Hanek

The purpose of this paper is to investigate differences in how men and women small- and medium-sized enterprise (SME) entrepreneurs make decisions regarding whether to invest in…

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Abstract

Purpose

The purpose of this paper is to investigate differences in how men and women small- and medium-sized enterprise (SME) entrepreneurs make decisions regarding whether to invest in technologies for their firms. Answering recent calls for a gendered perspective in entrepreneurial decision-making, this study integrates premises from social identity theory and role congruity theory to help explain innovation investment decisions among male and female SME entrepreneurs.

Design/methodology/approach

Using data from 121 SME entrepreneurs in the dry cleaning industry, the authors employ a conjoint experimental methodology to capture decisions SME entrepreneurs make to adopt or reject an environment-friendly dry cleaning technology. The authors examine the role gender, firm revenue, technology price, and technology complexity play in entrepreneur investment decisions.

Findings

The authors find that gender indirectly impacts innovation purchase decisions through interactions with firm revenue and key innovation characteristics. Women SME entrepreneurs were less likely to purchase the technology than their male counterparts at low (and high) firm revenue, high innovation price, and high innovation complexity—all highly risky, masculine, choice contexts.

Research limitations/implications

These findings suggest that men and women's entrepreneurial investment decisions might be shaped by gender stereotypes. Future research should sample additional industries and determine the norms guiding gendered decision-making.

Originality/value

Beyond the decision to launch a new venture, this multi-level analysis, using the lens of social identity and role congruity theories, helps illuminate how men and women SME entrepreneurs approach innovation investment decision-making in significantly different—and gender role consistent—ways.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 26 no. 4
Type: Research Article
ISSN: 1355-2554

Keywords

1 – 10 of over 3000