摘要
高阶理论认为,男性和女性的领导风格和决策偏好存在显著差异;女企业家经营稳健、不过度自信,更重视员工发展。然而,这一假设忽略了性别文化对个性塑造的影响。本文探讨两性在避险意识、竞争意识和涉他偏好上的差异,并重点考察性别角色认知对上述差异的调节作用。本文通过宏观和微观两个层面的数据,构建了性别平等指数,并依据世界银行企业调查数据进行实证研究。结论如下:(1)整体而言,拥有女性投资者的企业偏好差异化战略,更乐于提供员工培训,但采取创新决策的可能性要低于投资者均为男性的企业。(2)文化因素对两性差异存在调节作用。在性别平等程度较低的情境中,女性投资人并没有体现出强烈的涉他偏好和竞争回避意识。(3)性别平等是多维度概念,女性社会角色认知既受家庭环境的影响,也受制度环境的影响。传统性别角色定位下的女性领导人为克服偏见和障碍,而不能充分发挥自身性格特质。本研究既补充和完善了领导力理论,又对改善企业经营绩效具有启示意义。
Upper echelon theory holds that men and women are distinguished by personality. Female leaders are generally risk averse, having more other-regarding preferences and less taste for competition. However, this assumption fails to acknowledge that culture is a predominant factor in shaping personality. On the basis of upper echelon theory this paper studies the impact of gender role on the preference of women investors. It constructs gender equality index based on data set at both micro and macro levels. The conclusions are as follows:(1) in general sense, enterprises with female owners are less likely to innovate, more likely to train employees and pursue diversified strategies than enterprises with male owners only;(2) the above differences, however, are moderated by cultural factors. In the context of lower levels of gender equality, women do not have more other-regarding preferences and less tastes for competition compared with male counterparts; and(3) gender equality is a multi-dimensional concept. Both family environment as well as institutional environment exerts impacts on gender roles; women under traditional gender roles need to overcome more prejudices and obstacles. The conclusion of this study complements upper echelon theory and provides guidance on improving business performance.
出处
《管理世界》
CSSCI
北大核心
2018年第6期127-139,共13页
Journal of Management World
基金
作者感谢中国博士后科学基金面上项目(2018M633322)的资助.
