| Popis: |
Women are believed to be higher in community and lower in agency than men and are therefore stereotyped as feminine (Ellemers, 2018; Fiske et al., 2002). However, leadership is predominantly associated with agentic attributes like dominance, assertiveness, and competitiveness (e.g., Eagly & Carli, 2007; Koenig et al., 2011; Schein, 2001). According to Role Congruity Theory (Eagly & Karau, 2002), there is an inconsistency between (femininely stereotyped) women and (masculinely stereotyped) leadership roles. Hence, women are believed to be less suitable for leadership positions and roles compared to men. Compared to women, male voices show on average a lower mean fundamental frequency (Berg et al., 2017) as well as lower variability in f0 (Ko et al., 2006). Typical traits attributed to leaders, such as dominance and competence, are associated with lower mean f0 and less f0 variability (McAleer et al., 2014; Oleszkiewicz et al., 2016). Results of a previous study show that voice pitch is lowered when individuals are in an authoritarian position (Sorokowski et al., 2019) and when they intend to sound more masculine (Cartei et al., 2012). Complementarily, individuals with lower-pitched voices are primarily preferred for leadership roles (Klofstad & Anderson, 2018; Tigue et al., 2012), even for female-typed occupations (Anderson & Klofstad, 2012). For women, however, the evidence is rare overall. This lab study aims to expand research on the impact of leadership (vs. employee) roles on women’s vocal characteristics. Additionally, we will investigate, among others, the influence of gender-related stereotypes and gender-role self-concept in moderating the possible association between leadership roles and women’s speech. |
