The underrepresentation of women in leadership positions persists. Existing research examines barriers women face in climbing organizational hierarchies, but we know less about women who break past the glass ceiling. Once women obtain supervisory positions, do they face additional hurdles in managing employees? Specifically, how does gender, gender congruence, and rule formalization influence employee rule compliance and trust? Using a survey experiment across both government and nonprofit contexts, we find that both men and women are more likely to trust men managers, but this gender gap is mitigated when rules are written. Gender congruence plays a role for rule compliance, where both men and women are more compliant when the supervisor matches their gender, while gender congruence is only a significant factor for enhancing trust for men. The findings advance role incongruence theory and have implications for the challenges women leaders face in terms of trust and rule following.

中文翻译：

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性别在政府和非营利工作场所中的作用：规则合规性和监督者信任的实验分析

女性担任领导职务的比例仍然偏低。现有的研究调查了女性在攀登组织等级时面临的障碍，但我们对打破玻璃天花板的女性知之甚少。一旦女性获得主管职位，她们在管理员工方面是否面临额外的障碍？具体来说，性别、性别一致性和规则形式化如何影响员工规则的遵守和信任？通过一项针对政府和非营利组织的调查实验，我们发现男性和女性都更有可能信任男性管理者，但这种性别差距在制定规则后会得到缓解。性别一致性对规则合规性起着重要作用，当主管与其性别匹配时，男性和女性都会更加顺从，而性别一致性只是增强男性信任的重要因素。