Purpose

This paper aims to analyze the impact of gender in leadership on strategic orientation and the relative impact of these strategic orientations on organizational performance with the leadership of each gender.

Design/methodology/approach

Cross-sectional survey-based data were collected from 1,260 logistics companies, and 503 responses were found suitable for further data evaluation. Structural equation modeling (SEM) and regression analysis were used to analyze the data and test the hypotheses.

Findings

Results show that managers' gender affects only the aggressiveness subdimension (p = 0.018 and ß = 0.114) in strategic orientation decisions and that male managers tend to be more aggressive-oriented than female managers. Strategic orientation is more effective on organizational performance. More clearly, when female executives use the same strategic orientation as their male counterparts, organizational performance is higher than that of male executives.

Research limitations/implications

Managers' power is related to social norms about their valuable contribution to the organization and roles are associated with experiences. Thus, at different levels of management, different results will be obtained.

Practical implications

Organizations should only define leadership roles in masculine terms with information or research that explains how women leaders can contribute to the organization's outcomes.

Social implications

The lack of fit model should not be expected when determining executive-level female leaders' performance.

Originality/value

There is a significant potential in studying strategic decision-making and whether the ability to provide effective organizational outcomes is related to a person's gender. Even if previous literature suggests that gender stereotypes affect perceptions of men's and women's fit for executive positions, the strategic conception of organizational decisions is immune to gender, but strategy execution is not.

中文翻译：

---

性别多样性对战略导向和战略执行的影响

目的

本文旨在分析领导力中的性别对战略导向的影响，以及这些战略导向对各性别领导力组织绩效的相对影响。

设计/方法论/途径

从 1,260 家物流公司收集了基于横截面调查的数据，发现 503 份回复适合进一步数据评估。使用结构方程模型（SEM）和回归分析来分析数据并检验假设。

发现

结果表明，管理者的性别仅影响战略导向决策中的进取性子维度（p  = 0.018 和 ß = 0.114），并且男性管理者往往比女性管理者更具进取性。战略导向对组织绩效更加有效。更明显的是，当女性高管采用与男性同行相同的战略定位时，组织绩效高于男性高管。

研究局限性/影响

管理者的权力与他们对组织的宝贵贡献的社会规范有关，而角色则与经验有关。因此，在不同的管理层次上，会得到不同的结果。

实际影响

组织应该只用男性术语来定义领导角色，并提供信息或研究来解释女性领导者如何为组织的成果做出贡献。

社会影响

在确定高管层女性领导者的绩效时，不应预期缺乏拟合模型。

原创性/价值

研究战略决策以及提供有效组织成果的能力是否与个人性别相关具有巨大潜力。即使之前的文献表明，性别刻板印象会影响对男性和女性是否适合担任高管职位的看法，但组织决策的战略构想不受性别影响，但战略执行则不然。