researchers expected to find signifi cant differences between the women who had broken the glass ceiling and the men who were already in leadership positions. After all, the popular literature and some social scientific literature had conditioned them to ex pect that there is a feminine versus a masculine style of leadership, the feminine style being an outgrowth of a consensus/team-oriented leader ship women, in this view, arc depicted as leaders who, when compared to men, are better listeners, more empathic, less analytical more people oriented, and less aggressive in pursuit of goals. In examining women in leadership positions, the researchers collected behavioral data, including ratings by both self and others, assessment cen ter and their on the California Psychological Inventory. trary to the stereotypes and popular views, however, there were no statistically significant differences between men's and women's ship styles, women and men were equally analytical, people oriented, forceful, goal oriented, empathic, and skilled at listening. There were other differences between the men and women, however, beyond the leadership styles. The researchers did(and these must be interpreted cautiously because of the relatively small numbers involved) that women had significantly lower well-being scores, their commitment to the organizations they worked for was more guarded than that of their male counterparts, and the women were much more likely to be willing to take career risks associated with going to new or unfamiliar areas of the company where women had not been before. Continued with women in corporate positions has both and clarified findings. example, the scores for women in general well-being may reflect the inadequacy of their sup port system for dealing with day-to-day issues of living. This is tied to the reality for many women that in addition to having roles in their compa- nies they remain caretakers for their families. Further, there may be additional pressures of being visibly identified as proof that the organiza tion has women the top other types of differences-particularly those around"people issues are still not evident. In fact, the hypothesis is that such supposed