MEN, WOMEN, AND MANAGERS: ARE STEREOTYPES FINALLY CHANGING?

By Emily E. Duehr, J. Bono. 2006

444 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/0c1f900977fdde57968cd4ccc58f9b106ca9d921

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Sabine Sczesny
2. J. Bosak
3. M. Hebl
4. R. Kark
5. L. Shore
6. A. Eagly
7. E. King
8. B. R. Ragins

In Organizational Behavior and Human Resource Management

1. R. Kark
2. Bruce J. Avolio
3. Boas Shamir
4. L. Shore
5. E. King
6. M. Hebl
7. A. Eagly
8. Hui Liao

Citations in the corpus

• Am I the Right Candidate? Self-Ascribed Fit of Women and Men to a Leadership Position (2008, background): “…workforce diversity, less hierarchical structures), require leaders to support and empower their subordinates, or briefly to show an androgynous blend of attributes (for transformational leadership, see Avolio 1999; Bass 1998; Duehr and Bono 2006; for successful leadership, see McCauley 2004).”
• Gender differences in leadership – believing is seeing: implications for managing diversity (2010, background): “Later, it seems as if women have changed their perceptions to some extent, but men less so (for an overview, see Brenner et al., 1989; Duehr and Bono, 2006; Lueptow et al., 2001; Schein, 2007).”
• Raising Doubt in Letters of Recommendation for Academia: Gender Differences and Their Impact (2018, background): “…example, extant research shows how gender schemas influence the evaluations and stereotypes of managers and leaders, such that management and leadership qualities are still perceived to be more masculine than feminine (Duehr & Bono, 2006; Heilman, 2012; Koenig, Eagly, Mitchell, & Ristikari, 2011).”
• Hegemonic Masculinity and the Institutionalized Bias Toward Women in Men’s Collegiate Basketball: What do Men Think? (2013, background): “Like Duehr and Bono’s (2006) research showing most people agree on the characteristics that are necessary for a good manager, participants in this study also believed that in women’s and men’s college basketball “you still need the same traits to be a great coach.”
• “Think Athletic Director, Think Masculine?”: Examination of the Gender Typing of Managerial Subroles Within Athletic Administration Positions (2009, background): “This research provides some support for work that indicates that more feminine managerial skills are valued in management and leadership positions (Duehr and Bono 2006; Eagly 2007) (e.”
• The Dark Triad at work: How toxic employees get their way (2012, background): “Having higher levels of the Dark Triad traits may facilitate the rise to upper-level positions, management positions, and leadership roles (Boddy et al., 2010; Duehr & Bono, 2006; Heilman, 2001; Paunonen et al., 2006).”
• Leadership and followership identity processes: A multilevel review ☆ (2017, unknown): “…the majority of past studies emphasized others' perceptions and stereotypes that act as barriers of women advancement (e.g., Ayman & Korabik, 2010; Duehr & Bono, 2006; Heilman, Block, Martell, & Simon, 1989; Schein, 1973; Schein & Mueller, 1992), it is only in recent years that we find studies…”
• Benevolent Sexism at Work (2012, background): “Clearly, negative stereotypes of women continue to persist and reflect beliefs that women are less competent and credible in work-related domains than their male counterparts (Duehr & Bono, 2006; Heilman, 2001; Lyness & Heilman, 2006).”
• Perceived organizational barriers to women's career advancement in Lebanon (2010, background): “(2006) as well as a substantive body of literature (Davidson and Burke, 2004; Duehr and Buono, 2006; Salloum, 2003) that has detailed how the work culture of organizations can impede women’s career advancement.”
• The genetic basis of entrepreneurship: Effects of gender and personality (2009, background): “However, in a recent study conducted by Duehr and Bono (2006), the authors reported that the stereotypes that have traditionally differentiated male and female managers/ leaders have diminished in their impact over the last 15 years, with this research showing a greater tendency for managerial and l”
• Gender and leadership emergence: A meta‐analysis and explanatory model (2018, background): “However, some evidence indicates that both perceptions of the leadership role and perceptions of gendermay have changed over time (seeDonnelly & Twenge, 2016; Duehr & Bono, 2006; Koenig et al., 2011; Powell, Butterfield, & Parent, 2002; Twenge, 1997).”
• Diversity in organizations: Where are we now and where are we going? (2009, background): “…such as theory on status hierarchy (Chattopadhyay, 2003; Graves & Elsass, 2005), gender reproduction theory (which seeks to explain why masculine and feminine behaviors occur in different contexts; Young & Hurlic, 2007), and theories of stereotypes and social roles (Duehr & Bono, 2006).”