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Karen L. Robinson, Ph.D.
- Member for
- 5 years 4 months
Generational differences in the attitudes of women in leadership roles
With a re-invigorated focus on women in leadership roles, spurred in part by popular publications like the book Lean In (Sandberg, 2013), a more granular focus is needed to truly understand the representation gaps of women in leadership roles; this includes understanding the attitudes of women about work and leadership, and the conditions that encourage (or inhibit) movement into leadership roles. Recent articles have highlighted that much of the work conducted to-date on women in leadership has taken a fairly narrow look at women and has generally failed to account for generational differences within the demographic (Taylor & Stein, 2014), despite other emerging bodies of research that demonstrate significant, though often mixed, differences in the viewpoints and attitudes of women from different generations (i.e., Parry & Urwin, 2011; Stark, Kirk & Bruhn, 2012). This initial exploratory study will attempt to identify potential areas of difference using a cross-sectional survey of women in leadership roles in order to identify areas of future study.
- Problem: U.S. workforce is increasingly diverse; generational differences can be pronounced, particularly for women.
- Focus: Exploratory study aimed at identifying differences in leadership styles and attitudes among a cross-sectional sample of women.
- Factors: Generational differences, leadership style and attitudes, work preferences and commitment
- Participants: Cross-sectional sample of women in leadership positions across the U.S.
- Outcome: Better understand of the impact generational differences have on the attitudes and approach to work.