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A Gender Perspective on Person‐Manager Fit and Managerial Advancement
Author(s) -
Marongiu Sophia,
Ekehammar Bo
Publication year - 2000
Publication title -
scandinavian journal of psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.743
H-Index - 72
eISSN - 1467-9450
pISSN - 0036-5564
DOI - 10.1111/1467-9450.00185
Subject(s) - psychology , masculinity , social psychology , perspective (graphical) , personality , congruence (geometry) , personality profile , big five personality traits , person–environment fit , applied psychology , artificial intelligence , computer science , psychoanalysis
This article presents two studies examining (1) the relationship between Person‐Manager (P‐M) fit and managerial advancement of women and men with, and without managerial aspirations and (2) the P‐M fit as related to managerial and non‐managerial women. The P‐M fit was assessed by computing the congruence between participants’ self‐rated personality profile and the perceived personality profile of a manager. Sex (men show a higher P‐M fit than women), gender (the higher the individual’s masculine gender‐role, the higher the P‐M fit) and group (managers and managerial aspirants show a higher P‐M fit than non‐managerial aspirants and non‐managers) hypotheses were tested. There was no support for the sex difference hypothesis. However, the group and gender hypotheses were confirmed showing that managers and managerial aspirants had a higher P‐M fit than non‐managers and non‐aspirants. Further, analyses revealed that the higher the participants’ masculinity scores, the higher the P‐M fit. Implications of these findings are discussed in relation to the gendered image of the managerial role and adaptation theory.