While performing this research, limitations were experienced during the course of the study. First of all, the quantitative research method also knows several limitations, besides the
strengths that were stated in the methods chapter. The quantitative method only captures a certain phenomenon at a specific point in time, whereas a qualitative method has a longer range regarding time (Queirós et al., 2017). Therefore, it is recommended for future research to either combine a quantitative approach with a qualitative method for example or to use different methodologies.
Secondly, convenience sampling was used which can have a negative influence on the generalizability of the data as the results cannot be generalized with convenience sampling (Acharya et al., 2013). It is evident that convenience sampling is likely to be biased (Etikan, 2016). With convenience sampling it is not known how well the sample represents the population, therefore the variability cannot be measured nor can it be controlled (Acharya et al., 2013).
Moreover, the generalizability of the performed research is considered questionable as mostly Dutch leader-follower dyads were asked to participate in the study. The reason for this were resource and time constraints. Therefore, for future studies, it is recommended to replicate this study among other worldwide companies outside of the Netherlands. Also, it is recommended for future researchers to increase the number of participants to be able to reflect the diversity of the population within the sample and increase the generalizability of the study.
In addition, the questionnaire is self-reported meaning that different biases of respondents can be seen back in the answers as well as respondents who might feel the need to answer in a socially desirable manner. This limitation was considered in the study by communicating that all answers were processed anonymously. Self-reported data can have a negative influence on the validity of the study (Lance & Vandenberg, 2009). Future research should take into account this limitation and could prevent this by adding an observable measure instead of just a self-reported measure. With regards to this study subject, it would mean to not only include leader humbleness and assertiveness as self-reported data but also as a perceived
scale. Thus, perceived humbleness of the leader and perceived assertiveness of the leader by the follower.
The control variables used were all considered insignificant and thus irrelevant for this study. The control variables used in this study were based on previous research. Therefore, future research should take into consideration different control variables such as the perceived assertiveness and humbleness of the leaders assessed by the follower's (Huffman et al., 2014).
There was an unequal distribution of male and female leaders within the data, 36.6% of the leaders were female and 63.4% male. Therefore, future research could focus on a greater sample size to have a more equal representation of male and female leaders within the data.
Furthermore, another limitation is the language mix that was used for the survey.
English scales were used and were translated to Dutch which might have caused translation errors and ultimately influences the results of the study. The direct translation of a scale does not ensure matching the exact original scale (Cha et al., 2007). Also, it influences cross-culture validity as different words can have different meanings or are interpreted differently across cultures (Tennant et al., 2004). For future research, it should be prevented to use multi-lingual surveys as translation can have a major influence on the way the survey is interpreted and on the results. Also, there should be accounted for cultural differences to ensure cross-cultural validity. This can be done by using an instrument for back translation to ensure validation for cross-cultural research studies (Cha et al., 2007).
Data was collected at one point in time, this is called a cross-sectional design, which means that causal relationships cannot be concluded from the different variables (Solem, 2015).
A cause-and-effect relationship cannot be determined with a cross-sectional design and thus no predictive conclusions can be drawn. Future studies could experiment with longitudinal designs instead of using a cross-sectional design.
Lastly, there was a lack of data resulting from the irrelevance of the hypotheses, all hypotheses were found to be insignificant. This could mean that the hypotheses were formed
in such a way that there were no significant results found. More attention should be paid to forming the right hypotheses in a proper manner so the chance of finding significant results is higher. Therefore, a suggestion for future research is to either collect more leader-follower dyads to increase the sample size or adjust the design of the conceptual framework. It is also recommended to replicate the study after a few years to analyze changes with regards to leader behavior and the strength of the gender-stereotypical beliefs of the followers.
6 Conclusion
To conclude, the aim of this study was to research the relationship between leader humbleness, leader assertiveness, and the perceived effectiveness of a leader while unraveling the moderating effect of leader gender and the gender stereotypical beliefs of the follower. The goal was to find out the different effects on female leaders and male leaders when they show assertiveness and humbleness. Therefore, this study examined if the relation of humbleness and assertiveness on the perceived effectiveness of the leader is stronger for male leaders compared to female leaders and whether this moderating effect is explained by employees’ gender-stereotypical beliefs. This quantitative study used 145 leader-follower dyads in order to analyze and draw conclusions. All results were found to be insignificant for all seven different hypotheses. Based on the collected data we cannot conclude that there is a relationship. For future research, it would be interesting to explore the relationship between leader humbleness and leader assertiveness. A reason for not having found significant results could be the limitations of the study. In a replication of the study, the language with regards to the questionnaire should be taken into account as well as translation issues that occurred in this specific study. Besides, a larger sample size could influence the results of this study and thus it is recommended that the replication of this study should include a larger sample size of leader-follower dyads. Open discussions with regards to gender-stereotypical beliefs amongst
followers should be stimulated within organizations. Additionally, organizations could also stimulate discussion amongst leaders in their organization to exchange their experiences with regard to showing assertiveness and humbleness. This way leaders can learn from one another and support each other potentially resulting in the de-masculinization of an organization's culture. Even though no significant results were found, this study and its findings should inspire other researchers to strive for more gender equality in the workplace and to research the topic of leader traits with leader gender and gender-stereotypical beliefs.
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