Answer:
FEMALE LEADERSHIP ADVANTAGE AND DISADVANTAGE: RESOLVING THE CONTRADICTIONS
Idealized influence (attribute) Demonstrates qualities that motivate respect and pride from association with him or her −0.09 Idealized influence (behavior) Communicates values, purpose, and importance of organization's mission −0.12
Inspirational motivation Exhibits optimism and excitement about goals and future states −0.02
Intellectual stimulation Examines new perspectives for solving problems and completing tasks −0.05
Individualized consideration Focuses on development and mentoring of followers and attends to their individual needs −0.19
−0.19
Transactional
Contingent reward Provides rewards for satisfactory performance by followers −0.13
Active management-by-exception Attends to followers' mistakes and failures to meet standards 0.12
Passive management-by-exception Waits until problems become severe before attending to them and intervening 0.27
Laissez-faire Exhibits frequent absence and lack of involvement during critical junctures 0.16
Explanation:
Note. This table is from Eagly, Johannesen-Schmidt, and van Engen, (2003), Tables 1 and 3. Effect sizes appear in a standardized sex difference metric, d, calculated for each study and averaged across all available studies with more reliable values weighted more heavily. Positive effect sizes for a given leadership style indicate that men had higher scores than women, and negative effect sizes indicate that women had higher scores than men. No effect size appears for overall transactional leadership because its component subscales did not manifest a consistent direction.
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