Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/20684 
Autor:innen: 
Erscheinungsjahr: 
2004
Schriftenreihe/Nr.: 
IZA Discussion Papers No. 1387
Verlag: 
Institute for the Study of Labor (IZA), Bonn
Zusammenfassung: 
This paper deals with sex differences in managerial behaviour, by testing the extent to which such differences match those expected from gender stereotypes. Unlike previous research on the topic, always based on opinions about individual managers, this investigation uses firm-level evidence from the British 1998 Workplace Employment Relationship Survey (WERS 98). This means that some problems usually present in individual-level studies, including answer stereotyping and selection of female managers into specific responsibilities, are avoided in the research presented here. The results show that workplaces where the presence of women at management is higher are driven in a more democratic fashion, with more interpersonal and interactive relationships between managers and subordinates, and with more employee-mentoring responsibilities undertaken by managers. No sex differences were found for more structural policies, such as the degree of delegation on supervisors or the extension of payment by results.
Schlagwörter: 
managerial style
gender behavioural differences
human resources policies
JEL: 
J53
M54
Dokumentart: 
Working Paper

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