Correspondence Cynthia Sims, Department of Educational and Organizational Leadership, College of Education, Clemson University, Clemson, SC 29634, USA. Email: cmsims@clemson.edu Abstract This study examined whether women and men who were more skilled in one leadership style—servant, transformational, transactional, or passive avoidant—were better mentors and assessed if gender influenced leadership style or mentoring. Faculty (n = 56) who were members of one of two cohorts, participated in leadership development programs focused on gender equity at a university in the southeast U.S. The study used a quantitative cross-sectional survey design and the units of analysis were individual program participants. Initial regression analysis revealed servant leadership was positively and statistically associated with mentoring and passive avoidant leadership was negatively and statistically associated with mentoring. Transformational and transactional leadership were not statistically associated with mentor competency. Gender was not found to be associated with leadership style or mentoring. Human Resource Development professionals and those who conduct gender equity and other leadership development programs should consider the benefits of servant leadership due to its gender-neutral style and synergistic ability to develop leaders as skilled mentors. DOI: 10.1002/hrdq.21408

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服务型、变革型、交易型和被动回避型领导风格是否会影响教师的指导能力？性别平等领导力发展计划的研究

Cynthia Sims，克莱姆森大学教育学院教育和组织领导系，克莱姆森，SC 29634，美国。电子邮件：cmsims@clemson.edu 摘要 本研究考察了在一种领导风格（仆人、变革型、交易型或被动回避型）方面更熟练的女性和男性是否是更好的导师，并评估了性别是否影响了领导风格或指导。教职员工 (n = 56) 是两个队列中的一个的成员，参加了美国东南部一所大学专注于性别平等的领导力发展项目 该研究使用了定量横断面调查设计，分析单位是个人项目参与者. 最初的回归分析显示，仆人式领导与指导在统计上呈正相关，而被动回避型领导在统计上与指导呈负相关。变革型和交易型领导在统计上与导师能力无关。没有发现性别与领导风格或指导有关。人力资源开发专业人员以及实施性别平等和其他领导力发展计划的人员应考虑仆人式领导的好处，因为它具有性别中立的风格和将领导者培养为熟练导师的协同能力。DOI：10.1002/hrdq.21408 没有发现性别与领导风格或指导有关。人力资源开发专业人员以及实施性别平等和其他领导力发展计划的人员应考虑仆人式领导的好处，因为它具有性别中立的风格和将领导者培养为熟练导师的协同能力。DOI：10.1002/hrdq.21408 没有发现性别与领导风格或指导有关。人力资源开发专业人员以及实施性别平等和其他领导力发展计划的人员应考虑仆人式领导的好处，因为它具有性别中立的风格和将领导者培养为熟练导师的协同能力。DOI：10.1002/hrdq.21408