Perceptions of Men, Women, and Ceos: The Effects of Gender Identity
By Michael Robert Dennis, Adrianne Kunkel. 2004
100 citations recorded by the source corpus.
Previous studies (e.g., Heilman, Block, & Martell, 1995; Heilman, Block, Martell, & Simon, 1989; Kunkel, Dennis, & Waters, 2003; Schein, 1973, 1975; Schein & Mueller, 1992) have detected differences in how participants perceive the characteristics of males and females in general and those of male and female managers, though sex-based stereotyping dissipated with the consideration of successful managers. This study, an administration of the Schein Descriptive Index (SDI, Schein, 1973) and the Bem Sex Role Inventory (BSRI; Bem, 1974) to 220 participants (125 women and 95 men), is the second to extend the operationalization of the extant program beyond the commonplace label of manager to that of chief executive officer (CEO) and the first to find that participants' gender identities may be critical to their perceptions of similarities and differences between the sexes. While males and masculinity continue to be associated with organizational leadership attributes, individuals of either sex who express feminine orientations perceive little difference between the sexes.
Subfields: Gender Studies
View Paper: https://www.semanticscholar.org/paper/7d0b464a6c2fec351513ded4a9d49f715d43a4b1
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In Gender Studies
Citations in the corpus
- The strong, sensitive type : Effects of gender stereotypes and leadership prototypes on the evaluation of male and female leaders (2008, background): “In a study of hypothetical male and female managers and CEOs, Dennis and Kunkel (2004) showed that sex-type affected ratings of male and female leaders such that individuals with more masculine sex-types viewed men as more effective leaders than those with a feminine sex-type.”
- Taking Gender into Account: Theory and Design for Women's Leadership Development Programs (2011, background): “In most cultures, the meaning is masculine, making the prototypical leader a quintessentially masculine man: decisive, assertive, and independent (Bailyn, 2006; Calás & Smircich, 1991; Dennis & Kunkel, 2004; Epitropaki & Martin, 2004; Powell, Butterfield, & Parent, 2002; Willemsen, 2002).”
- Gender stereotypes and workplace bias (2012, background): “There also is research that has explicitly verified that good managers are described in masculine terms (Dennis & Kunkel, 2004; Powell, Butterfield, & Parent, 2002; Willemsen, 2002), and that stereotypically male qualities are thought necessary to be a successful executive (Martell, Parker, Emrich,…”