Alain Hong

information, increased women’s willingness to lead because this information made them more confident about their leadership capabilities. In addition, this dissertation showed that women negotiated more beneficial first offers and outcomes for themselves when they had been primed with a sense of power, and that gender differences in first offers and negotiation outcomes disappeared after such a prime.

In line with a social role perspective, the results of this dissertation support the idea that women are less likely to engage in behaviors that are inconsistent with female gender role expectations. The findings of this dissertation suggest that there may still be a mismatch between the behaviors based on female gender role expectations and the more masculine, agentic traits that are seen as essential for leadership. This mismatch may affect women’s leadership behaviors and the choices that they make. The results of this dissertation also indicate that this mismatch can be reduced and that, depending on the (daily) context, the degree of this mismatch may vary. Furthermore, our results imply that personalized feedback influences women’s leadership confidence and emergence more strongly than information that goes against stereotypical beliefs. The findings of this dissertation indicate that it is important to examine women’s own leadership choices, and that both leadership roles and leadership behaviors need to be taken into account when assessing women’s and men’s leadership emergence. In all, this dissertation helped to build a better understanding of why and when women (do not) want to be a leader, and under what circumstances they are more likely to emerge as leaders.