IngentaConnect Gender differences and similarities in judgments of trustworthine...

Abstract:

Purpose - To share research findings on the criteria female and male managers use to judge the trustworthiness of their co-workers. Design/methodology/approach - Quantitative study involving 321 female and 849 male managers attending leadership development programmes at business schools in Europe and Asia. Male and female respondents were compared on the importance they placed on four criteria of trustworthiness: ability, benevolence, integrity and cultural similarity. Male and female responses were also compared according to their region of origin. Findings - There are no significant differences between women and men on the importance placed on a co-worker's ability, but women as a group place significantly more importance on a co-worker's benevolence, integrity and cultural similarity. However, when compared by region of origin (i.e. Europe, Southeast Asia, and North America), no significant differences are found between men and women within the same region, but important differences emerge between men and women across the three regions. Research limitations/implications - Owing to sample composition, the broader region of origin was used as an indicator of cultural differences, as opposed to national culture or ethnicity. In addition, the use of western-developed concepts and instruments may have influenced the responses in Asia. Practical implications - These findings have important implications for building and rebuilding trust between employees, particularly in organisations characterised by cultural and gender diversity. Originality/value - This research fills an important knowledge gap in the fields of trust and diversity by providing much needed empirical data on the behaviours related to judgments of trustworthiness, and how these may differ by gender or by culture.

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Gender differences and similarities in judgments of trustworthiness