Wimpy and undeserving of respect: Penalties for men's gender-inconsistent success

By M. Heilman, A. Wallen. 2010

211 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/93c7801ee39aeb1824bda4a50144ba3b66b989a9

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Citations in the corpus

Biosocial Construction of Sex Differences and Similarities in Behavior (2012, unknown): “Also, men who were successful at a female gender-typed job (employee relations counselor) were judged as more ineffectual and less deserving of respect than women successful at the same job or men successful at a male gender-typed job (financial advisor; Heilman & Wallen, 2010).”
Penalizing Men Who Request a Family Leave: Is Flexibility Stigma a Femininity Stigma? (2013, methodology): “In tandem with prior research, it appears that when men “act like women” they are charged with violating proscriptions against weakness and prescriptions for agency—gender rules that play a key role in employment discrimination (Heilman & Wallen, 2010; Moss-Racusin et al., 2010).”
A bed of thorns: Female leaders and the self-reinforcing cycle of illegitimacy (2016, unknown): “For example, participants in an experiment derogated both men and women who were successful in gender-inconsistent positions, and were less likely to prefer them as bosses (Heilman & Wallen, 2010).”
Race matters for women leaders: Intersectional effects on agentic deficiencies and penalties (2016, background): “…prescriptive stereotypes tend to foster gender biases in evaluations of women (when considered in aggregate) enacting masculine roles (Gill, 2004; Heilman & Wallen, 2010; Rudman, 1998; Rudman & Fairchild, 2004), this may not be the case for Black women, as they tend to be viewed as more…”
Leadership During Crisis: An Examination of Supervisory Leadership Behavior and Gender During COVID-19 (2021, background): “While there is also evidence that men can be penalized for engaging in counter-role leader behaviors (Heilman & Wallen, 2010), the support for backlash against women for incongruent behavior is more consistently documented (Rudman, 1998; Rudman & Glick, 2001).”
When Do We Confront? Perceptions of Costs and Benefits Predict Confronting Discrimination on Behalf of the Self and Others (2012, background): “We chose to include only women in the present research because men’s experience of sexism may be qualitatively different than women’s; for example, men tend to be penalized for different types of behaviors (Heilman & Wallen, 2010; Moss-Racusin, Phelan & Rudman, 2010).”
Are male leaders penalized for seeking help? The influence of gender and asking behaviors on competence perceptions (2015, background): “Furthermore, Heilman and Wallen (2010) showed that this gender-incongruent behavior may not only influence competence perceptions but also negatively influence perceptions of leader effectiveness.”
Negotiating the Gender Divide (2012, background): “Women inspire derogation and even sabotage when they engage in gendercounternormative behavior (Heilman & Wallen, 2010; Rudman & Fairchild, 2004).”
Why Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy (2019, background): “Conversely, men are judged negatively for behaving in “communal” ways (see Meeussen et al., 2020), including female-typical career choices (Heilman & Wallen, 2010), modesty (Moss-Racusin, Phelan, & Rudman, 2010), and requesting flexible work (Rudman & Mescher, 2013).”
The Yin and Yang of entrepreneurship: Gender differences in the importance of communal and agentic characteristics for entrepreneurs' subjective well-being and performance (2019, background): “Moreover, the suggestion that entrepreneurs require both agentic and communal traits in general might be a problematic simplification, given that we know from literature originating outside of the area of entrepreneurship that certain counterstereotypical characteristics can elicit backlash from obs”
Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures (2017, background): “Studies have also shown backlash effects for men who violate gender role prescriptions in a work context (Heilman & Wallen, 2010; Moss-Racusin, Phelan, & Rudman, 2010).”