This study both replicates and extends research conducted by Schein (1973). 268 managers used a 92-item attribute inventory to rate 1 of 7 target groups: men (in general, managers, or successful managers), women (in general, managers, or successful managers), or successful middle managers. Results closely paralleled those of the earlier study, indicating that men in general still are described as more similar to successful managers than are women in general. Results also indicated that, although the correspondence between descriptions of women and successful managers increased dramatically when women were depicted as managers, they continued to be seen as more different from successful managers than were men. Furthermore, when women were depicted as managers, perceived differences in many attributes central to managerial performance persisted, dissipating only with an explicit indication of managerial success.We would like to thank Harold Scharlott of Training and Development Associates, Lexington, Kentucky, for his invaluable assistance in the conduct of this study.

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This study departed from previous research on gender stereotyping in the leadership domain by adopting a more comprehensive view of leadership and using a diagnostic-ratio measurement strategy. One hundred and fifty-one managers (95 men and 56 women) judged the leadership effectiveness of male and female middle managers by providing likelihood ratings for 14 categories of leader behavior. As expected, the likelihood ratings for some leader behaviors were greater for male managers, whereas for other leader behaviors, the likelihood ratings were greater for female managers or were no different. Leadership ratings revealed some evidence of a same-gender bias. Providing explicit verification of managerial success had only a modest effect on gender stereotyping. The merits of adopting a probabilistic approach in examining the perception and treatment of stigmatized groups are discussed.

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