Prejudice against Women in Male-congenial Environments: Perceptions of Gender Role Congruity in Leadership

By R. García‐Retamero, Esther Lopez-Zafra. 2006

315 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/0c941390d9291e7e4ad3baa53860402aed957510

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Citations in the corpus

“Think Athletic Director, Think Masculine?”: Examination of the Gender Typing of Managerial Subroles Within Athletic Administration Positions (2009, background): “As a result, women may be a) perceived as lacking the appropriate traits required to be successful managers (Eagly and Karau 2002) or b) if women do develop or possess agentic behaviors to be successful managers, they can be negatively evaluated for their success (Garcia-Retamero and López-Zafra 200”
Perceptions of gender in athletic administration: utilizing role congruity to examine (potential) prejudice against women. (2011, result): “In congruence with results reported by Garcia-Retamero and López-Zafra (2006) female candidates for this study did not receive significantly different scores on the masculine rating from Bem’s Sex Role Inventory (1974) regardless of position for which the female candidate was evaluated.”
Does gender bias against female leaders persist? Quantitative and qualitative data from a large-scale survey (2011, background): “…Norris and Wylie, 1995; Tomkiewicz and Adeyemi-Bello, 1995), whereas other studies suggest women react more negatively than men to female leaders (Garcia-Retamero and López-Zafra, 2006; Parks-Stamm et al., 2008; Rudman, 1998), and yet another found no gender differences (Johnson et al., 2008).”
The Relationship Between Transformational Leadership and Emotional Intelligence from a Gendered Approach (2012, background): “…in mind, we hypothesized that women may face a double-bind prejudice, given that the concept of leadership is perceived as masculine in contexts that are considered to be incongruent with the feminine gender role (Cabrera, Sauer, & Thomas-Hunt, 2009; Garcia-Retamero & Lopez-Zafra, 2002, 2006b).”
Women and Leadership (2017, unknown): “In particular, prior research has focused on stereotyping, gender bias, and discrimination against women as main contributors to the gender gap at the top levels (e.g., Eagly & Karau, 2002; Garcia-Retamero & López-Zafra, 2006; Heilman, 2001).”
She’s Got the Look: Inferences from Female Chief Executive Officers’ Faces Predict their Success (2009, result): “Thus, male and female raters showed similar perceptions of the female CEOs; a departure from previous findings that have demonstrated differences in perceiver gender for survey data (e.g., Garcia-Retamero and Lopez-Zafra 2006 investigating a Spanish sample; see also Eagly and Johnson 1990).”
Gender-Bias Primes Elicit Queen-Bee Responses Among Senior Policewomen (2011, background): “Several workplace studies have found that, compared with men, women are less supportive of the advancement of other women (Garcia-Retamero & Lopez-Zafra, 2006; Mathison, 1986), express more gender-biased perceptions of other women’s career commitment (Ellemers, Van Den Heuvel, De Gilder, Maass, &…”
Women in high places: When and why promoting women into top positions can harm them individually or as a group (and how to prevent this) (2012, background): “Several studies have found that, compared to men, women tend to be less supportive of the advancement of other women (Garcia-Retamero & Lopez-Zafra, 2006; Mathison, 1986), express more gender-biased perceptions of other women’s career commitment (Ellemers, Van Den Heuvel, De Gilder, Maass, &…”