Behavioral Styles and the Influence of Women in Mixed-Sex Groups

Shackelford, Susan L.; Wood, Wendy; Worchel, Stephen

doi:10.2307/2787024

Cited by 75 publications

(59 citation statements)

References 16 publications

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“…The impact of gender roles may thus be enhanced when cognitive resources are reduced. In contrast, other conditions might decrease the weight assigned to gender roles relative to leader roles-for example, perceivers' own outcomes might be made dependent on accurate assessment of others' leadership ability (Rudman, 1998;Shackelford, Wood, & Worchel, 1996).…”

Section: First Form Of Prejudicementioning

confidence: 99%

“…In accord with the role congruity theory of prejudice, muting the double standard requires clear and explicit evidence of women's high level of competence (Foddy & Smithson, 1999;Heilman, Martell, & Simon, 1988;Pugh & Wahrman, 1983;Shackelford et al, 1996;Wagner, Ford, & Ford, 1986;W. Wood & Karten, 1986).…”

Section: Studies Of Agentic Behavior By Men and Womenmentioning

confidence: 99%

“…In addition to the obvious method of making women's abilities especially outstanding and presenting this information prominently (e.g., Eskilson & Wiley, 1976;Shackelford et al, 1996), another method involves reducing bias against women by making group members' own success depend on accurate assessment of one another's ability (Rudman, 1998;Shackelford et al, 1996).…”

Section: Less Favorable Evaluation Of Women's (Than Men's) Agentic Bementioning

confidence: 99%

“…A different method of enhancing women's success with an agentic repertoire consists of complementing it with communal behaviors (e.g., Shackelford et al, 1996;Watson, 1988). According to our role congruity theory, prejudice lessens because such behavior reduces agentic women's overall disparity from the female gender role.…”

Section: Less Favorable Evaluation Of Women's (Than Men's) Agentic Bementioning

confidence: 99%

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Role congruity theory of prejudice toward female leaders.

Eagly¹,

Karau²

2002

Psychological Review

4,781

257

5,712

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A role congruity theory of prejudice toward female leaders proposes that perceived incongruity between the female gender role and leadership roles leads to 2 forms of prejudice: (a) perceiving women less favorably than men as potential occupants of leadership roles and (b) evaluating behavior that fulfills the prescriptions of a leader role less favorably when it is enacted by a woman. One consequence is that attitudes are less positive toward female than male leaders and potential leaders. Other consequences are that it is more difficult for women to become leaders and to achieve success in leadership roles. Evidence from varied research paradigms substantiates that these consequences occur, especially in situations that heighten perceptions of incongruity between the female gender role and leadership roles. Role Congruity Theory: How Gender Roles and LeaderRoles Produce Two Types of PrejudiceIn general, prejudice can arise from the relations that people perceive between the characteristics of members of a social group

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Section: First Form Of Prejudicementioning

confidence: 99%

Section: Studies Of Agentic Behavior By Men and Womenmentioning

confidence: 99%

Section: Less Favorable Evaluation Of Women's (Than Men's) Agentic Bementioning

confidence: 99%

Section: Less Favorable Evaluation Of Women's (Than Men's) Agentic Bementioning

confidence: 99%

See 2 more Smart Citations

Role congruity theory of prejudice toward female leaders.

Eagly¹,

Karau²

2002

Psychological Review

4,781

257

5,712

View full text Add to dashboard Cite

show abstract

“…Workplace issues can include feelings of isolation or marginalization, 14,[18][19][20] lack of mentoring 14,[18][19][20][21][22] and sponsorship by senior colleagues. 11,12 The outlined issues can lead to an accumulated disadvantage over the course of a career, 13 a need to gain credibility or respect, 14,23,24 unclear expectations for tenure and promotion, 3,20 and biases ranging from subtle to open. 10,20,[25][26][27] They can provide personal challenges in childbearing and child-rearing decisions; 17,[28][29][30][31] work/family balance; 19,27,31,32 and in controlling the overflow of work life into home life.…”

Section: Self-study Overview and Findingsmentioning

confidence: 99%

Institutional Transformation Guided by a Multi-frame Organizational Analysis Approach

Bailey

Marchetti

Mason

et al.

2015 ASEE Annual Conference and Exposition Proceedings

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Professor Sharon Mason is an Associate Professor in the Department of Information Sciences and Technology at RIT where she has served on the faculty since 1997. Sharon has been involved in computing security education at RIT since its inception. She is the PI of for the Department of Defense (DoD) Information Assurance Scholarship Program (IASP) awards to RIT. These scholarships enable students to study and do research in graduate programs in security, forensics and information assurance. To date, scholarships to RIT students total more than $800,000.

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Sex Differences in Academic Productivity Across Academic Ranks and Specialties in Academic Medicine

Lehrer

Wang

et al. 2021

JAMA Netw Open

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IMPORTANCE Despite equal numbers of men and women entering medical school, women are underrepresented in the upper echelons of academic medicine and receive less compensation and research funding. Citation-related publication productivity metrics, such as the h-index, are increasingly used for hiring, salary, grants, retention, promotion, and tenure decisions. Exploring sex differences in these metrics across academic medicine provides deeper insight into why differences are observed in career outcomes. OBJECTIVE To systematically examine the available literature on sex differences in h-index of academic faculty physicians across all medical specialties and all levels of academic rank.

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Behavioral Styles and the Influence of Women in Mixed-Sex Groups

Cited by 75 publications

References 16 publications

Role congruity theory of prejudice toward female leaders.

Role congruity theory of prejudice toward female leaders.

Institutional Transformation Guided by a Multi-frame Organizational Analysis Approach

Sex Differences in Academic Productivity Across Academic Ranks and Specialties in Academic Medicine

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