There is a large and growing body of work on gender on leadership, but this literature remains fragmented and incomplete, due in part to insufficient attention paid to nuances of the criterion variable of leadership. To provide a broader perspective on this literature, we draw upon Campbell, McCloy, Oppler, and Sager's (1993) theory of job performance as a framework to organize our review. First, we position gender as an indirect determinant of leadership and summarize prior work on (a) gender differences in leadership outcomes (i.e., emergence and effectiveness), (b) gender differences in leader behaviors, (c) gender differences in direct determinants of leader behaviors (i.e., declarative knowledge, skill, and motivation), and (d) potential mediated or indirect relationships between gender and these leadership criteria. Second, we explore gender as a moderator of both interpersonal (i.e., leader behaviors → leadership outcomes) and intrapersonal (i.e., direct determinants → leader behaviors) leadership processes. Throughout our review, we highlight new directions for future research to advance the study of gender and leadership.

关于领导力性别问题的工作量很大并且正在增长，但是由于对领导力标准变量的细微差别的关注不足，所以该文献仍然是零散的和不完整的。为了提供对此文献的更广阔的视野，我们借鉴了坎贝尔，麦克洛伊，奥普勒和萨格（1993）的工作绩效理论作为组织我们的综述的框架。首先，我们将性别定位为领导力的间接决定因素，并总结了以下方面的先前工作：（a）领导力成果中的性别差异（即出现和有效性），（b）领导者行为中的性别差异，（c）领导者行为的直接决定因素中的性别差异。领导者的行为（即，陈述性知识，技能和动机），以及（d）性别与这些领导者标准之间潜在的中介或间接关系。第二，我们探讨了性别作为人际（即领导者行为→领导成果）和人际（即直接决定因素→领导者行为）领导过程的主持人。在整个审查过程中，我们重点介绍了未来研究的新方向，以推进性别与领导力研究。