Publication Type

Journal Article

Publication Date

5-2006

Abstract

This study examined gender differences in a large-scale assessment center for officer entry in the British Army. Subgroup differences were investigated for a sample of 1,857 candidates: 1,594 men and 263 women. A construct-driven approach was chosen (a) by examining gender differences at the construct level, (b) by formulating a priori hypotheses about which constructs would be susceptible to gender effects, and (c) by using both effect size statistics and latent mean analyses to investigate gender differences in assessment center ratings. Results showed that female candidates were rated notably higher on constructs reflecting an interpersonally oriented leadership style (i.e., oral communication and interaction) and on drive and determination. These results are discussed in light of role congruity theory and of the advantages of using latent mean analyses.

Keywords

Assessment centers, gender differences

Discipline

Organizational Behavior and Theory | Social and Behavioral Sciences

Research Areas

Organisational Behaviour and Human Resources

Publication

Journal of Applied Psychology

Volume

91

Issue

3

First Page

555

Last Page

566

ISSN

0021-9010

Identifier

10.1037/0021-9010.91.3.555

Publisher

American Psychological Association

Creative Commons License

Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.

Additional URL

http://doi.org./10.1037/0021-9010.91.3.555

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