Publication Type
Journal Article
Version
acceptedVersion
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
Human Resources Management | Industrial and Organizational Psychology | Organizational Behavior and Theory
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
Citation
ANDERSON, Neil; LIEVENS, Filip; VAN DAM, Karen; and BORN, Marise.
A construct-driven investigation of gender differences in a leadership-role assessment center. (2006). Journal of Applied Psychology. 91, (3), 555-566.
Available at: https://ink.library.smu.edu.sg/lkcsb_research/5598
Copyright Owner and License
Authors
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
Additional URL
https://doi.org/10.1037/0021-9010.91.3.555
Included in
Human Resources Management Commons, Industrial and Organizational Psychology Commons, Organizational Behavior and Theory Commons