guuvestВестник университетаVestnik Universiteta1816-42772686-8415State University of Management10.26425/1816-4277-2020-3-5-10guuvest-2122Research ArticleАКТУАЛЬНЫЕ ВОПРОСЫ УПРАВЛЕНИЯCURRENT ISSUES OF MANAGEMENTАНАЛИЗ СОВРЕМЕННЫХ ТЕНДЕНЦИЙ ПРЕОДОЛЕНИЯ УПРАВЛЕНЧЕСКИХ СТЕРЕОТИПОВANALYSIS OF MODERN TRENDS OF OVERCOMING MANAGERIAL STEREOTYPEShttps://orcid.org/0000-0003-4664-5931АндроповаТ. Н.AndropovaT. N.

соискатель, 

г. Курск

Postgraduate student, 

 Kursk

t.andropova@rt-neo.ruФГБОУ ВО «Юго-западный государственный университет»РоссияSouthwest State UniversityRussian Federation20202805202003510Copyright © Андропова Т.Н., 20202020Андропова Т.Н.Andropova T.N.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://vestnik.guu.ru/jour/article/view/2122

Изучены предпочтения сотрудников организаций в мужских и женских лидерских качествах, а также в выборе между мужчиной-руководителем и женщиной-руководителем. Более конкретно рассмотрены три фактора, которые могут повлиять на эти предпочтения: пол работника, пол руководителя и соотношение мужчин и женщин в организации. В процессе исследования изучена теория конгруэнтности, которая утверждает, что существует несоответствие между женской гендерной ролью и ролью менеджера. Проанализирована концепция токенизма. Эмпирические исследования показывают неоднозначную поддержку концепции токенизма. Действительно, существуют исследования, подтверждающие, что численная репрезентация отрицательно коррелирует с дискриминацией. На основе теории социальных ролей сделан вывод о том, что женщины-руководители страдают от недостатков, основанных на предрассудках, связанных с полом и управленческими стереотипами. В результате исследования автор приходит к заключению, что увеличение доли женщин-руководителей является эффективным способом преодоления управленческих стереотипов.

The preferences of employees of organizations in male and female leadership qualities, as well as in the choice between a male leader and a female leader have been studied. More specifically, three factors have been considered, which can influence on these preferences: gender of the employee, gender of the manager, and the ratio of men to women in the organization. In the process of research, the theory of congruency has been studied, which claims that there is a mismatch between the female gender role and the role of manager. The concept of tokenism has been analysed. Empirical studies show mixed support for the concept of tokenism. Indeed, there are studies confirming that numerical representation negatively correlates with discrimination. Using the theory of social roles, it has been concluded that women leaders suffer from shortcomings based on prejudices related to gender and managerial stereotypes. As a result of the study, the author comes to the conclusion that increasing the proportion of women leaders is an effective way to overcome managerial stereotypes.

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The authors declare that there are no conflicts of interest present.