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Leaning In, Opting Out and Having It...

Gifford, Rachel R.

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Leaning In, Opting Out and Having It All: Is the Motherhood Penalty to Blame for the Gap of Women in Leadership?

Record Type:	Electronic resources : Monograph/item
Title/Author:	Leaning In, Opting Out and Having It All: Is the Motherhood Penalty to Blame for the Gap of Women in Leadership?/
Author:	Gifford, Rachel R.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2018,
Description:	162 p.
Notes:	Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.
Contained By:	Dissertation Abstracts International80-03A(E).
Subject:	Organizational behavior. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10973520
ISBN:	9780438530430

Leaning In, Opting Out and Having It All: Is the Motherhood Penalty to Blame for the Gap of Women in Leadership?
Gifford, Rachel R.

Leaning In, Opting Out and Having It All: Is the Motherhood Penalty to Blame for the Gap of Women in Leadership? - Ann Arbor : ProQuest Dissertations & Theses, 2018 - 162 p.

Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.

Thesis (Ph.D.)--Alvernia University, 2018.

Role congruity theory suggests that prejudice towards females prevents them from obtaining positions of leadership because stereotypical feminine qualities are seen as incongruent with the stereotypic masculine qualities perceived to be essential to leadership (Eagly & Karau, 2002). This study examined if there is a "motherhood penalty" that further exacerbates this problem. A convenience sample of business professionals located in Southeastern, Pennsylvania read fictitious vignettes describing job candidates of differing gender and parental status. Participants rated candidates on a series of leadership traits and how likely they would hire them. Although yielding a low response rate, patterns in the data suggested that mothers were rated similar to women without children on all leadership traits and were equally as likely to be hired. The data also suggested that fathers might benefit from a "fatherhood bonus" as they were rated as more competent than men without children (Budig & Hodges, 2010; Kmec, 2011).

ISBN: 9780438530430Subjects--Topical Terms:

516683
Organizational behavior.

Leaning In, Opting Out and Having It All: Is the Motherhood Penalty to Blame for the Gap of Women in Leadership?
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245 1 0 $a Leaning In, Opting Out and Having It All: Is the Motherhood Penalty to Blame for the Gap of Women in Leadership?
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2018
300 $a 162 p.
500 $a Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.
500 $a Adviser: Elizabeth K. Matteo.
502 $a Thesis (Ph.D.)--Alvernia University, 2018.
520 $a Role congruity theory suggests that prejudice towards females prevents them from obtaining positions of leadership because stereotypical feminine qualities are seen as incongruent with the stereotypic masculine qualities perceived to be essential to leadership (Eagly & Karau, 2002). This study examined if there is a "motherhood penalty" that further exacerbates this problem. A convenience sample of business professionals located in Southeastern, Pennsylvania read fictitious vignettes describing job candidates of differing gender and parental status. Participants rated candidates on a series of leadership traits and how likely they would hire them. Although yielding a low response rate, patterns in the data suggested that mothers were rated similar to women without children on all leadership traits and were equally as likely to be hired. The data also suggested that fathers might benefit from a "fatherhood bonus" as they were rated as more competent than men without children (Budig & Hodges, 2010; Kmec, 2011).
520 $a Contributions of this study to the body of knowledge on the motherhood penalty include insights on how the diversity of decision makers may influence career outcomes for mothers and women in general. Although sampling and methodological challenges limit the conclusions of this study, future studies should continue to explore the relationship between how gender and parental status may relate to perceived leadership potential within business settings.
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