No Place for a Woman: Evidence for Gender Bias in Evaluations of Presidential Candidates

Smith, Jessi L.; Paul, David M.; Paul, Rachel

doi:10.1080/01973530701503069

Cited by 72 publications

(67 citation statements)

References 45 publications

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“…On the organizational level, with respect to the human resource (HR) practice focused on in this article—GPM—a considerable amount of research has examined gender bias in evaluation processes (e.g., Axelson, Solow, Ferguson, & Cohen, ; Elsesser & Lever, ; Maurer & Taylor, ; Robbins & DeNisi, ; Smith, Paul, & Paul, ; Terborg & Shingledecker, ), most of which examine the influence of certain characteristics of the actors on the performance evaluation result—in particular, sex and gender stereotypical attitudes. However, results are again inconsistent in that some findings reveal that the sex of the actors influences managers’ performance judgments by demonstrating a so‐called “pro‐male bias”—that is, men are rated higher than women despite equal performance levels (Bauer & Baltes, ).…”

Section: Male‐oriented Management Cultures and Related Discriminatorymentioning

confidence: 99%

Gender-Specific Preferences in Global Performance Management: An Empirical Study of Male and Female Managers in a Multinational Context

2014

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This study investigates gender‐specific preferences in one important human resource management (HRM) practice—namely, global performance management (GPM). GPM has major consequences for the career advancement of women and can therefore also represent a barrier if it is rooted in traditional male corporate cultures. As prior research suggests that the underrepresentation of women in top management positions is a worldwide phenomenon with only minor national variations, empirical data were collected in five countries belonging to various cultural clusters: China, France, Germany, South Africa, and the United States. For all countries, the results show that preferences vary significantly between male and female managers for crucial parts of the GPM system (actors’ roles, evaluation methods, feedback procedures, and GPM purposes). This study confirms that the preferences of female managers do not match more male‐oriented GPM practices, indicating that female managers are less satisfied with existing GPM procedures. It was particularly surprising to find that these gender differences do not vary according to cultural background, but rather display the same pattern in all investigated countries. These findings not only have the potential to explain the often‐limited career advancement of women, but also have major implications for multinational companies aiming to retain talented women. © 2014 Wiley Periodicals, Inc.

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Section: Male‐oriented Management Cultures and Related Discriminatorymentioning

confidence: 99%

Gender-Specific Preferences in Global Performance Management: An Empirical Study of Male and Female Managers in a Multinational Context

2014

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“…Social role theory posits that people expect men and women to fulfill these gender-role stereotypes, particularly regarding genderspecific professional roles (Eagly, 1997;Jennings, 1983). Gender incongruence, the mismatch between the stereotyped gender of a professional role and the gender of the person who plays the role, often causes negative evaluations (Rudman and Glick, 2001;Smith et al, 2007). Furthermore, media representations of gender have a significant impact on shaping these stereotypical gender-role perceptions (Sung, 2011).…”

Section: Gender Stereotypes In Politicsmentioning

confidence: 99%

‘You know how tough I am?’ Discourse analysis of US Midwestern congresswomen’s self-presentation

Lee

2013

Discourse & Communication

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Drawing on gender-role theories and considering the potential new media environments brought to the dynamics of strategic political communication, this study explores the nature of US Midwestern congresswomen's strategic online self-presentations in comparison to those of congressmen. The discourse analysis presented in this study shows that in their official online biographies, that is, as given on websites provided by the US government, congresswomen devoted more space to describing their own personal traits than did congressmen. In particular, women tended to stress the masculine aspects of their personalities by using so-called masculine words such as tough and fighter much more than their male counterparts did. Such masculine terminology was scarcely evident in the biographies of male House members in the same states and committees as the female members. These findings imply that female politicians are more active in strategically presenting themselves as tough leaders in what appears to be a self-conscious effort to counteract detrimental gender stereotypes.

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“…Other scholars have suggested that gender is influential in voter's decisions and attitudes articulated because of the ''lack of fit'' between the stereotype of a leader and women. Called the gender incongruency hypothesis, this explanation suggests that men are favored when running for powerful leadership positions because these roles are male-dominated and, as such, the characteristics of what is viewed as a ''good'' leader become equated with the characteristics of a man (Eagly, Makhijani, and Klonsky 1992;Moore and Shackman 1996;Rudman and Kilianski 2000;Smith, Paul, and Paul 2007). Thus, gender-based bias may have resulted in our study because the position and the candidate did not ''fit'' (Eagly and Diekman 2005;Gerdes and Kelman 1981;Heilman 1983).…”

Section: Discussionmentioning

confidence: 99%

“…Experimental research has demonstrated that candidates who are men often fare better than women in hypothetical presidential contests (Rosenwasser and Seale 1988;Rosenwasser and Dean 1989;Smith, Paul, and Paul 2007). For example, Rosenwasser and Dean (1989) demonstrated that hypothetical men presidential candidates received higher ratings than (equally qualified) women candidates in terms of ''effectiveness'' on a number of presidential duties.…”

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confidence: 99%

Subtle Sexism? Examining Vote Preferences When Women Run Against Men for the Presidency

Paul

Smith

2008

Journal of Women, Politics & Policy

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No Place for a Woman: Evidence for Gender Bias in Evaluations of Presidential Candidates

Cited by 72 publications

References 45 publications

Gender-Specific Preferences in Global Performance Management: An Empirical Study of Male and Female Managers in a Multinational Context

Gender-Specific Preferences in Global Performance Management: An Empirical Study of Male and Female Managers in a Multinational Context

‘You know how tough I am?’ Discourse analysis of US Midwestern congresswomen’s self-presentation

Subtle Sexism? Examining Vote Preferences When Women Run Against Men for the Presidency

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