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The Relationship Between Gender Differentiated Values and Leadership Behaviors of Regional Managers at a Large Government Agency

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TITLE: The Relationship Between Gender Differentiated Values and Leadership Behaviors of Regional Managers at a Large Government Agency
 
RESEARCHER: William T. Kahl, Jr.
School of Education
University of San Francisco
Doctoral Dissertation: May 1999

OBJECTIVE
To determine if there is a relationship between gender differentiated values and corresponding leadership behaviors of local managers of a large government agency.

METHODOLOGY
Two regions of a government agency were selected as the sample. Each manager (N=80; 89% response rate) completed the Leadership Practices Inventory and requested completion of the LPI-Observer by as many as three of his/her director reports (N=128; 74% response rate). With 23 female managers and 45 female constituents responding, the manager/direct report gender dyads were as follows: Female/Female (14), Female/Male (27), Male/Female (31) and Male/Male (56). Work related values were assessed using the Vales Survey Module 94 formulae (Hofstede, 1994). A random sample of ten percent of the managers were interviewed following completion of the survey data.

KEY FINDINGS
No differences were found on the LPI between male and female managers. ANOVA revealed no significant differences on the LPI across the four possible genderbased dyads of managers and direct reports. A weak relationship was found between gender and work-related values.

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