When Professionals Become Mothers, Warmth Doesn't Cut the Ice

By Amy J. C. Cuddy, Susan T. Fiske, Peter Glick. 2004

832 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6f00ceddb3e7f407c555a546bf3db354b400443d

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. N. Ellemers
2. Susan T. Fiske
3. Shelley J. Correll
4. Christin L. Munsch
5. Peter Glick
6. Amy J. C. Cuddy
7. Sylvia Fuller
8. E. King

In Sociology and Political Science

1. N. Ellemers
2. Susan T. Fiske
3. Shelley J. Correll
4. Adam D. Galinsky
5. Peter Glick
6. Derek D. Rucker
7. Amy J. C. Cuddy
8. Christin L. Munsch

Citations in the corpus

• The BIAS map: behaviors from intergroup affect and stereotypes. (2007, background): “, failure to hire, promote, or train) toward the mother (Cuddy et al., 2004).”
• The dynamics of warmth and competence judgments, and their outcomes in organizations (2011, background): “The four combinations of high versus low warmth and competence judgments create four unique emotional responses: admiration, contempt, envy, and pity (Caprariello, Cuddy, & Fiske, 2009; Cuddy et al., 2004, 2007; Fiske et al., 2002a,b).”
• The effect of bias on the advancement of working mothers: Disentangling legitimate concerns from inaccurate stereotypes as predictors of advancement in academe (2008, background): “The results of previous research suggest that there are unique expectations of parents (especially mothers) compared with non-parents (e.g. Cuddy et al., 2004; Williams & Segal, 2004), and that mothers who work outside the home earn substantially lower salaries than fathers (e.g. Budig & England,…”
• Are motherhood penalties and fatherhood bonuses warranted? Comparing pro-work behaviors and conditions of mothers, fathers, and non-parents (2011, background): “Undergraduate students rating fictitious consultants presented as either men or women without children or mothers and fathers rated working mothers less competent than working non-mothers while they rated non-fathers and fathers as equally competent (Cuddy et al., 2004).”
• Warmth and Competence As Universal Dimensions of Social Perception: The Stereotype Content Model and the BIAS Map (2008, methodology): “…Lin et al., 2005; Maddux et al., in press); immigrants (Lee and Fiske, 2006); subgroups of gay men (Clausell and Fiske, 2005); subgroups of women (Cuddy et al., 2004; Cuddy and Frantz, 2007; Eckes, 2002; MacDonald and Zanna, 1998); subgroups of Black Americans (Williams and Fiske, 2006); types…”
• Cultural Schemas, Social Class, and the Flexibility Stigma (2013, background): “These studies show that caregiving fathers are at risk of greater masculinity harassment and general mistreatment; the fatherhood bonus documented by earlier studies was limited to traditional fathers who evidenced little domestic work (Correll et al., 2007; Cuddy et al., 2004).”
• Gender Stereotypes. (2018, background): “As a consequence, people are generally less willing to hire, promote, or educate working mothers than working fathers or workers without children (Cuddy et al. 2004).”
• Dancing Backwards in High Heels: Female Professors Experience More Work Demands and Special Favor Requests, Particularly from Academically Entitled Students (2018, background): “In order to please students, female professors must walk a line between warmth and agency, a fine balance not as strictly required of male professors (Basow 1998; Cuddy et al. 2004).”
• Nonprofits are seen as warm and for-profits as competent: Firm stereotypes matter (2010, neutral): “DOI: 10.1086/651566”