Intergroup leadership, self-construals, and gender are relatively well researched. However, there has been limited research that has looked at the interplay between these areas of research. For example, past research has shown women’s tendency towards an interdependent self-construal (Cross & Madson, 1997), the various challenges women face in pursuit of leadership roles (Eagly, 1987; Schein, 1973), as well as which style of intergroup leadership is most effective in various scenarios of subgroup relations (Hogg & Rast, 2022; Hogg et al., 2012; Rast et al., 2018). Although real world leadership situations often combine all these phenomena, research has yet to catch up and explore how they interact with each other. Therefore, two studies were conducted to examine how leader gender, intergroup leadership style, and subgroup relations impact evaluations of candidates running for a leadership position (Study 1; N = 256); and how participant gender and subgroup relations impact participants’ endorsement of an intergroup leadership style when placed in a leadership role (Study 2; N = 262). Results of Study 1 showed that participants more strongly endorsed a candidate who used an intergroup relational identity (IRI) style of leadership and were also more likely to promote that candidate. Results of Study 2 showed that, in a leadership position themselves, women more strongly endorsed using IRI rhetoric than men, and that participants in the cooperation subgroup condition more strongly endorsed using IRI rhetoric than participants in the competitive subgroup condition.
","abstract_html":"<p>Intergroup leadership, self-construals, and gender are relatively well researched. However, there has been limited research that has looked at the interplay between these areas of research. For example, past research has shown women’s tendency towards an interdependent self-construal (Cross & Madson, 1997), the various challenges women face in pursuit of leadership roles (Eagly, 1987; Schein, 1973), as well as which style of intergroup leadership is most effective in various scenarios of subgroup relations (Hogg & Rast, 2022; Hogg et al., 2012; Rast et al., 2018). Although real world leadership situations often combine all these phenomena, research has yet to catch up and explore how they interact with each other. Therefore, two studies were conducted to examine how leader gender, intergroup leadership style, and subgroup relations impact evaluations of candidates running for a leadership position (Study 1; N = 256); and how participant gender and subgroup relations impact participants’ endorsement of an intergroup leadership style when placed in a leadership role (Study 2; N = 262). Results of Study 1 showed that participants more strongly endorsed a candidate who used an intergroup relational identity (IRI) style of leadership and were also more likely to promote that candidate. Results of Study 2 showed that, in a leadership position themselves, women more strongly endorsed using IRI rhetoric than men, and that participants in the cooperation subgroup condition more strongly endorsed using IRI rhetoric than participants in the competitive subgroup condition.</p>","abstract_has_math":false,"creators":["Shaib, Jackie"],"institution":null,"degree_name":"Psychology, PhD","degree_level":"Open Access Dissertation","degree_discipline":"School of Social Science, Politics, and Evaluation","degree_department":null,"school":null,"contributors":["Michael A. Hogg","Eusebio M. Alvaro","Jason T. Siegel"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2024,"date_issued":"2024-01-01T08:00:00Z","date_published":"2024-01-01T08:00:00Z","updated_at":"2026-07-24T01:40:36Z","subjects":["Intergroup leadership","Self-construals","Intergroup relational identity","Gender","Social Psychology"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://scholarship.claremont.edu/cgu_etd/800","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Michael A. Hogg","Eusebio M. Alvaro","Jason T. 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However, there has been limited research that has looked at the interplay between these areas of research. For example, past research has shown women’s tendency towards an interdependent self-construal (Cross & Madson, 1997), the various challenges women face in pursuit of leadership roles (Eagly, 1987; Schein, 1973), as well as which style of intergroup leadership is most effective in various scenarios of subgroup relations (Hogg & Rast, 2022; Hogg et al., 2012; Rast et al., 2018). Although real world leadership situations often combine all these phenomena, research has yet to catch up and explore how they interact with each other. Therefore, two studies were conducted to examine how leader gender, intergroup leadership style, and subgroup relations impact evaluations of candidates running for a leadership position (Study 1; N = 256); and how participant gender and subgroup relations impact participants’ endorsement of an intergroup leadership style when placed in a leadership role (Study 2; N = 262). Results of Study 1 showed that participants more strongly endorsed a candidate who used an intergroup relational identity (IRI) style of leadership and were also more likely to promote that candidate. Results of Study 2 showed that, in a leadership position themselves, women more strongly endorsed using IRI rhetoric than men, and that participants in the cooperation subgroup condition more strongly endorsed using IRI rhetoric than participants in the competitive subgroup condition.
"]},{"key":"dc:title","label":"Title","values":["Do Women Have an Advantage When Leading Across Groups? An Examination of Gender, Self-Construals, and Intergroup Leadership"]}]}],"canonical_facts":{"dc:contributor":["Michael A. Hogg","Eusebio M. Alvaro","Jason T. Siegel"],"dc:creator":["Shaib, Jackie"],"dc:date.available":["2024-06-01T07:00:00Z"],"dc:description.abstract":["Intergroup leadership, self-construals, and gender are relatively well researched. However, there has been limited research that has looked at the interplay between these areas of research. For example, past research has shown women’s tendency towards an interdependent self-construal (Cross & Madson, 1997), the various challenges women face in pursuit of leadership roles (Eagly, 1987; Schein, 1973), as well as which style of intergroup leadership is most effective in various scenarios of subgroup relations (Hogg & Rast, 2022; Hogg et al., 2012; Rast et al., 2018). Although real world leadership situations often combine all these phenomena, research has yet to catch up and explore how they interact with each other. Therefore, two studies were conducted to examine how leader gender, intergroup leadership style, and subgroup relations impact evaluations of candidates running for a leadership position (Study 1; N = 256); and how participant gender and subgroup relations impact participants’ endorsement of an intergroup leadership style when placed in a leadership role (Study 2; N = 262). Results of Study 1 showed that participants more strongly endorsed a candidate who used an intergroup relational identity (IRI) style of leadership and were also more likely to promote that candidate. Results of Study 2 showed that, in a leadership position themselves, women more strongly endorsed using IRI rhetoric than men, and that participants in the cooperation subgroup condition more strongly endorsed using IRI rhetoric than participants in the competitive subgroup condition.
"],"dc:identifier":["https://scholarship.claremont.edu/cgu_etd/800"],"dc:subject":["Intergroup leadership","Self-construals","Intergroup relational identity","Gender","Social Psychology"],"dc:title":["Do Women Have an Advantage When Leading Across Groups? An Examination of Gender, Self-Construals, and Intergroup Leadership"],"thesis:degree_discipline":["School of Social Science, Politics, and Evaluation"],"thesis:degree_level":["Open Access Dissertation"],"thesis:degree_name":["Psychology, PhD"]},"updated_at":"2026-07-24T01:40:36Z"}