Am I the Right Candidate? Self-Ascribed Fit of Women and Men to a Leadership Position

Bosak, Janine; Sczesny, Sabine

doi:10.1007/s11199-007-9380-4

Cited by 81 publications

(67 citation statements)

References 35 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Diekman, Goodfriend, & Goodwin, 2004; Hoyt & Simon, 2011; Killeen, López-Zafra, & Eagly, 2006; Lips, 2000, 2001). As Bosak and Sczesny (2008) demonstrated, this can occur because usually women associate traditional agentic (male) traits to leadership roles and view themselves as possessing less of these (supposed) required characteristics than men do. In sum, two stereotypes are at stake: one referring to the masculine leader; the other referring to the communal women (see Eagly & Karau, 2002).…”

Section: Introductionmentioning

confidence: 99%

If stigmatized, self-esteem is not enough: Effects of sexism, self-esteem and social identity on leadership aspiration

Fedi

Rollero

2016

Eur. J. Psychol.

View full text Add to dashboard Cite

Ambivalent sexism has many pernicious consequences. Since gender stereotypes also affect leadership roles, the present research investigated the effects of ambivalent sexism on envisioning oneself as a leader. Our studies tested the influence of sexist attitudes (toward women – Study 1 – and men – Study 2) on leadership aspiration, taking into account the interaction among ambivalent attitudes, personal characteristics (e.g. self-esteem), and group processes (e.g. level of identification with gender). Specifically, the current study used a 3 (sexism: hostile, benevolent, control) x 2 (social identification: high, low) x 2 (self-esteem: high, low) factorial design. 178 women participated in Study 1. Results showed that, although sexism was not recognised as a form of prejudice and did not trigger negative emotions, in sexist conditions high-identified women increase their leadership aspiration. In Study 2 men (N = 184) showed to recognise hostility as a form of prejudice, to experience more negative emotions, but to be not influenced in leadership aspiration. For both men and women self-esteem had a significant main effect on leadership aspiration.

show abstract

Section: Introductionmentioning

confidence: 99%

If stigmatized, self-esteem is not enough: Effects of sexism, self-esteem and social identity on leadership aspiration

Fedi

Rollero

2016

Eur. J. Psychol.

View full text Add to dashboard Cite

show abstract

“…(Davis 2008, p. 9). Despite women's greater access to leadership roles in recent years (United Nations Development Programme 2008), gender stereotypes and prejudice towards female leaders continue to contribute to the underrepresentation of women in leadership roles (for an overview, see Bosak and Sczesny 2008;Eagly and Sczesny 2009), and this appears to be particularly true in Germany. Evidence from German managers (Sczesny 2003a) and from German business students (Schein and Mueller 1992;Sczesny 2003b) shows that gender stereotypic beliefs about leadership still prevail in men's and women's view of leaders and women in Germany.…”

Section: Introductionmentioning

confidence: 99%

Gender Bias in Leader Selection? Evidence from a Hiring Simulation Study

Bosak

Sczesny

2011

Sex Roles

Self Cite

View full text Add to dashboard Cite

The present research investigated factors that might affect gender discrimination in a hiring simulation context from the perspectives of social role theory and the shifting standards model. Specifically, the experimental study investigated whether gender biases are evident in the screening and hiring stage of the personnel selection process depending on the applicants' social role and evaluators' gender. A sample of German undergraduate business students (54 women, 53 men) was asked to make a personnel selection decision (short-listing or hiring) about a fictitious applicant (man or woman) in a specific role (leader or non-leader) for a managerial position. Consistent with social role theory's assumption that social role information is more influential than gender information, participants selected applicants described as leaders over applicants described as non-leaders, regardless of applicant gender. In addition, in the presence of role information, female applicants portrayed as leaders were similarly shortlisted and hired as male applicants with the same credentials. In the absence of role information, female applicants were similarly short-listed as male applicants; however, male applicants were hired over female applicants, albeit by male participants only. This is consistent with the shifting standards model's assumption that group members are held to a higher standard to confirm traits on which they are perceived to be deficient: Male participants hired female applicants portrayed as non-leaders with less certainty than their male counterparts possibly due to higher confirmatory standards for leadership ability in women than men. The research and practice implications of these results are discussed.

show abstract

“…This methodology uses unobtrusive measures and usually employs student samples rather than engaging professional samples. These studies evaluate gender bias with respect to articles (Paludi & Bauer 1983, Levenson et al 1975, paintings (Ward 1979), job applications (Halon & Cole 1975), resumes (Bosak & Sczesny 2008), etc. Surprisingly, only three articles are related with advertising (Sego 1999, Windels et al 2010, Roca et al 2012).…”

Section: Gender Bias Paradigmmentioning

confidence: 99%

Is there gender bias when creative directors judge advertising? Name cue effect in ad evaluation

Roca

Tena

Lázaro

et al. 2016

International Journal of Advertising

View full text Add to dashboard Cite

A lack of women in creative departments has been documented in previous research. These departments are seen as a male fraternity subculture in advertising agencies, where women experience many difficulties in their career progress. One of these drawbacks is gender bias in the selection of ideas' process. Male creative directors are believed to promote ideas created by men within a homosocial environment. This female perception, that emerged from previous qualitative research, is studied experimentally for the first time. Almost 90 advertising creative directors and higher level positions, assessed ads created by students in an advertising university course. In the current study we explore the effects of ad gender authorship. Results revealed an absence of gender bias based on ad name cues, neither the gender of the ad creators nor the creatives affected the evaluations. The findings are discussed and future research is proposed.

show abstract

Am I the Right Candidate? Self-Ascribed Fit of Women and Men to a Leadership Position

Cited by 81 publications

References 35 publications

If stigmatized, self-esteem is not enough: Effects of sexism, self-esteem and social identity on leadership aspiration

If stigmatized, self-esteem is not enough: Effects of sexism, self-esteem and social identity on leadership aspiration

Gender Bias in Leader Selection? Evidence from a Hiring Simulation Study

Is there gender bias when creative directors judge advertising? Name cue effect in ad evaluation

Contact Info

Product

Resources

About