Does gender bias against female leaders persist? Quantitative and qualitative data from a large-scale survey
By Kim M. Elsesser, J. Lever. 2011
197 citations recorded by the source corpus.
Subfields: Gender Studies, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/3dc570f78dec95c28e05ffe4df35a53605e288a7
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
- N. Ellemers
- Floor Rink
- Michelle K. Ryan
- B. Derks
- Silvia Knobloch-Westerwick
- David R. Hekman
- Michael E. Huge
- J. Lever
In Organizational Behavior and Human Resource Management
- Floor Rink
- Silvia Knobloch-Westerwick
- B. Derks
- David R. Hekman
- J. Lever
- Wei Yang
- Michelle K. Ryan
- Stefanie K Johnson
Citations in the corpus
- The Matilda Effect in Science Communication (2013, background): “However, other work has shown that both sexes tend to evaluate women less favorably in performance contexts and that women may prefer a male boss over a female boss even more strongly than men (Elsesser & Lever, 2011).”
- Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Non-White and Female Leaders? (2017, background): “…status and power gap, as thepercentage of Fortune 500 ethnicminority or women CEOs has doubled from 4% to 8% over the last decade (Cook & Glass, 2014; Zweigenhaft & Domhoff, 2011), and 79% of working men report having worked for a female boss at some point in their careers (Elsesser & Lever, 2011).”
- Close adult friendships, gender, and the life cycle (2015, background): “…publications on a variety of topics—including examinations of close relationships (Galperin et al., 2013), workers’ attitudes toward female bosses (Elsesser & Lever, 2011), use of online dating sites and adult websites (Grov, Gillespie, Royce, & Lever, 2011), and elements of body…”
- 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): “For instance, female workers have been found to be more inclined to prefer a male over a female boss (Elsesser, 2011), and tend to hold negative evaluations of women who have been more successful than they are (Parks-Stamm, Heilman, & Hearns, 2008).”