The Price of Power: Power Seeking and Backlash Against Female Politicians

Okimoto, Tyler G.; Brescoll, Victoria L.

doi:10.1177/0146167210371949

Cited by 301 publications

(237 citation statements)

References 70 publications

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“…When people believe the societal order is under threat, they adopt a prosecutorial mindset marked by moral outrage, negative character attributions, and punishment goals (Rucker, Polifroni, Tetlock, & Scott, 2004;Tetlock, 2002;Tetlock et al, 2007). Supporting the idea that people target agentic women with a prosecutorial mindset, greater moral outrage is expressed toward power-seeking women than power-seeking men (Okimoto & Brescoll, 2010), and social punishments for agentic behavior are exacerbated when perceivers believe the system is under threat (Rudman, Moss-Racusin, Phelan, & Nauts, 2012). Previously, we summarized findings that agentic women are targets of negative character attributions, harassment, and sabotage (Berdahl, 2007a,b;Bowles et al, 2007;Rudman, 1998;Rudman & Fairchild, 2004;Rudman & Glick, 2001;Rudman & Phelan, 2008).…”

Section: Outcomes Of Motivated Reasoningmentioning

confidence: 99%

A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation

Kennedy

Kray

2015

Research in Organizational Behavior

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Within a framework of inequality the existence of conflict is denied and the means to engage openly in conflict are excluded. -Jean Baker Miller, M. D. The New Psychology of WomenWomen in organizations are succeeding to a lesser degree than men. Women still hold only 5% of CEO positions (Catalyst, 2015), 19% of Board Directorships (Catalyst, 2015 and are estimated to earn only $0.82 for every dollar paid to men (Hegewisch, Ellis, & Hartmann, 2015). When women are under-represented in high status positions, it becomes more difficult for other women to succeed in the organization (Ibarra, 1992(Ibarra, , 1993Kanter, 1977). The female gender group is seen more negatively in firms with fewer senior women (Ely, 1994) and women's skills go unrecognized (Joshi, 2014) 1 .Despite similar career aspirations, the trajectories of high-achieving men and women in MBA programs vary in important ways. A recent survey of Harvard Business School alumni showed that women were less likely than men to hold senior management positions, less likely to Women's relatively worse performance in negotiation is often cited as an explanation for gender differences in advancement and pay within organizations. We review key findings from the past twenty years of research on gender differences in negotiation. Women do underperform relative to men in negotiation, but only under limited circumstances, which means the performance gap is unlikely due to lesser skills on their part. The barriers between women and negotiation excellence are of three types: cognitive, motivational, and paradigmatic. Cognitive barriers stem from negative stereotypes about women's negotiating abilities. Motivational barriers stem from desire to prevent women negotiators from excelling in a masculine domain. Paradigmatic barriers stem from how negotiation is currently studied. We call for greater attention to motivational barriers and for changes to the negotiation paradigm. Women negotiators are not incompetent, and training them to negotiate more like men is not obviously the solution. In fact, women have greater concern for others than men do, and their cooperativeness elevates collective intelligence and enables ethical behavior. Under a new paradigm of negotiation, the value of these strengths could become more readily apparent. In particular, we advocate for greater attention to long-term relationships, subjective value, and relational capital, all of which may have important economic implications in real world negotiations. ß

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Section: Outcomes Of Motivated Reasoningmentioning

confidence: 99%

A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation

Kennedy

Kray

2015

Research in Organizational Behavior

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“…Perhaps societal symbols to disempower girls and women (whether conscious, covert, or institutionalized) only need to be engaged once they actually can pose a threat to the status quo, so the older she is, the more these markers are applied [62,63].…”

Section: Study 2 -Conclusionmentioning

confidence: 99%

Female Disempowerment Disguised as a Halloween Costume

Sullivan¹,

Hipple²,

Hyers³

2017

TOFAMSJ

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Objective:We explore the relationship between gender stereotypes and North American Halloween costumes. Method (Study 1):Extending Nelson's analysis of gender-markers in mass-produced children's Halloween costumes, Study 1 explored gender-typing in children's costumes (n = 428), also adding a sample of adult's costumes (n = 428) from major retailers, coding for character archetypes (heroes, villains, and fools), active-masculinity/passive-femininity, and for degree of disguise. Results (Study 1):Compared to boys'/men's costumes, girls'/women's costumes represented more ornamental feminine-passivity. Method (Study 2):Ornamental feminine-passivity was explored in an additional sample of baby girls' (n = 161), child girls' (n = 189), teen girls' (n = 167), and women's (n = 301) costumes, coded for character archetypes and markers of infantilization and sexualization. Results (Study 2):In addition to age differences in character archetypes, women's costumes were most likely to be sexualized (especially heroes), girls' and teenage young women's costumes were most likely to combine both infantilization and sexualization, and baby girls' costumes were least likely to incorporate either gender-markers. Conclusion:Costumes reinforce gender stereotypes differentiating boys/men and girls/women and the ways in which girls/women are stereotyped varies across the lifespan. Patterns are discussed with regard to how gender stereotypes embedded in holiday traditions reinforce messages of disempowerment for women and girls.

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“…Similarly, Zeigler-Hill and Myers (2011) showed that women (but not men) with higher self-esteem, compared to those with moderate or low self-esteem, scored lower on the warmth-trustworthiness dimension of the Partner Ideal Scales when being evaluated by heterosexual men. Additionally, Okimoto and Brescoll (2010) found that people were less likely to vote for a female politician if they perceived that the candidate was seeking power. These results suggest that gender stereotypes allow power-seeking behaviors for men, but not for women (Okimoto & Brescoll, 2010).…”

mentioning

confidence: 99%

“…Additionally, Okimoto and Brescoll (2010) found that people were less likely to vote for a female politician if they perceived that the candidate was seeking power. These results suggest that gender stereotypes allow power-seeking behaviors for men, but not for women (Okimoto & Brescoll, 2010). Similarly when women's success in a male stereotyped job is clearly presented, the women are rated significantly less likable and more interpersonally hostile then men who are successful (Heilman, Wallen, Fuchs, & Tamkins, 2004).…”

mentioning

confidence: 99%

Romantic Priming Effects on the Social Desirability and Hireability of Self-Promoting Women

Douglas¹,

Cole²

2016

IJPS

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The present study examined the effects of romantic and intelligence priming on the social-desirability and hireability of self-promoting and communal female job applicants. Participants were first primed with either romantic or intelligence related images and then asked to evaluate the social-desirability and hireability of three female job applicants. These job applicants were self-promoting and competent, communal and competent, or communal and not competent. After rating the job applicants, participants were reprimed and asked to complete a scale measuring career aspiration. Results revealed that participants rated the self-promoting applicant as more hirable than the communal applicants. In contrast, the communal and competent applicant was rated more socially desirable than the self-promoting applicant. No effect of priming on participants' career aspiration or applicants' social-desirability or hireability was found. However, there was a marginally significant relationship between participant gender and first choice to hire.

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The Price of Power: Power Seeking and Backlash Against Female Politicians

Cited by 301 publications

References 70 publications

A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation

A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation

Female Disempowerment Disguised as a Halloween Costume

Romantic Priming Effects on the Social Desirability and Hireability of Self-Promoting Women

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