边缘化群体成员获得领导职位的障碍:威胁和机遇
Astrid C Homan1, Yasmin Abbaszadeh1
1University of Amsterdam, Work and Organizational Psychology, PO Box 15919, 1001 NK Amsterdam, the Netherlands.
Current opinion in psychology
|December 18, 2024
概括
隐含的领导理论 (ILT) 为非原型领导者创造了障碍. 转向机会思维模式可以扩大领导力定义,并促进多元化个人的包容性.
科学领域:
- 社会心理学 社会心理学
- 组织行为 组织行为
- 领导力研究 领导力研究
背景情况:
- 隐性领导力理论 (ILT) 将领导力与占主导地位的群体刻板印象联系起来 (例如,白人,男性).
- 这种关联为非原型个体,包括妇女和少数民族在内的领导层进步中造成了重大障碍.
- 现有的研究强调了代表性不足的群体在声称或被授予领导角色时所面临的挑战.
研究的目的:
- 审查关于非原型群体在领导力进步中面临的障碍的证据.
- 探索这些持久障碍背后的理论机制.
- 倡导一种新的包容性领导方法.
主要方法:
- 关于领导障碍的现有证据的文献综述.
- 在领导力分类中的认知机制的理论分析.
- 关于包容性领导的机会-威胁框架的建议.
主要成果:
- 非原型的个体在层次上的进步中遇到实质性的障碍,原因是刻板印象的领导模式.
- 像偏见意识和肯定行动这样的现有解决方案都有局限性.
- 领导层分类的认知过程是延续这些障碍的核心.
结论:
- 建议从偏见意识转向机会威胁方法.
- 培养机会思维方式鼓励灵活的思维,扩大了传统的领导者形象.
- 这种包容性的方法可以刺激非原型个体的领导力要求和授予.
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