Gender differences in self-perception accuracy: The confidence gap and women leaders’ underrepresentation in academia
SA Journal of Industrial Psychology
| Field | Value | |
| Title | Gender differences in self-perception accuracy: The confidence gap and women leaders’ underrepresentation in academia | |
| Creator | Herbst, Tessie H.H. | |
| Description | Orientation: The study reported here explores the preconceived notion of women’s missing agency – characterised by a lack of confidence – as an explanation for their continued underrepresentation at senior leadership levels in higher education institutions (HEIs) in South Africa.Research purpose: The study investigated gender differences in self-perception accuracy, defined as self-other agreement. The concept of confidence in this article refers to a high degree of self-perception accuracy defined as self-other rating agreement.Motivation for the study: One of the reasons for the underrepresentation of women in senior leadership levels frequently cited in the literature is the relationship between self-confidence and effective leadership. This phenomenon has however not yet been researched in the context of South African HEIs.Research approach/design and method: A quantitative, cross-sectional study of gender differences in self-perception accuracy using data collected from a 360-degree assessment intervention amongst the total population (N = 112) of academic managers in a HEI in South Africa was conducted. The realised sample consisted of 74 managers with an average of 9.5 raters per participant.Main findings: The results revealed that significant gender differences with regard to self-perception accuracy emerged. This was in spite of the fact that male and female leaders were perceived to be equally effective by their raters.Practical/managerial implications: The implications of women leaders’ inaccurate self-perceptions on their career progression and the design of leadership development programmes aimed at improving gender disparity are discussed.Contribution/value-add: This study contributes to scientific knowledge regarding the factors that contribute to the slow advancement of women to senior leadership positions in HEIs. | |
| Publisher | AOSIS | |
| Date | 2020-02-24 | |
| Identifier | 10.4102/sajip.v46i0.1704 | |
| Source | SA Journal of Industrial Psychology; Vol 46 (2020); 8 pages 2071-0763 0258-5200 | |
| Language | eng | |
| Relation |
The following web links (URLs) may trigger a file download or direct you to an alternative webpage to gain access to a publication file format of the published article:
https://sajip.co.za/index.php/sajip/article/view/1704/2749
https://sajip.co.za/index.php/sajip/article/view/1704/2748
https://sajip.co.za/index.php/sajip/article/view/1704/2750
https://sajip.co.za/index.php/sajip/article/view/1704/2746
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