Prescriptive Gender Stereotypes and Backlash Toward Agentic Women

By Laurie A. Rudman, Peter Glick. 2001

1,882 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d24419f2289b2c10bf82bca4f3591aaaaae5c08e

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Citations in the corpus

Patterns of Implicit and Explicit Stereotypes III: Long-Term Change in Gender Stereotypes (2021, background): “…possible reasons for men’s relatively slower change, from men being more oblivious or resistant to persuasive messaging on gender bias (Parker et al., 2018; Régner et al., 2019) or a “backlash effect” in response to broader changes toward equity (Rudman & Glick, 2001; Rudman et al., 2012).”
Competent Yet Out in the Cold: Shifting Criteria for Hiring Reflect Backlash Toward Agentic Women (2008, methodology): “using scales ranging from 1 (not at all )t o 6( very much )t o assess the perceived competence of the applicant ( Rudman & Glick, 1999, 2001 ).”
Evidence that gendered wording in job advertisements exists and sustains gender inequality. (2011, positive): “Similarly, the competent but cold stereotype of working women has been used as justification for keeping women out of (male-dominated) management positions (Fiske, Bersoff, Borgida, Deaux, & Heilman, 1991; Phelan, Moss-Racusin, & Rudman, 2008; Rudman, 1998; Rudman & Glick, 1999, 2001).”
Predictive validity of an Implicit Association Test for assessing anxiety. (2002, background): “Rudman and Glick (2001) found that prejudice against female job applicants was predicted by IATassessed gender stereotypes.”
“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”
Getting Explicit About the Implicit (2012, background): “For instance, IAT measures have predicted stereotypical impressions of female job applicants (Gawronski, Ehrenberg, Banse, Zukova, & Klauer, 2003; Rudman & Glick, 2001), women’s career aspirations (Rudman & Heppen, 2003), ratings of the quality of customer service interactions and perceived…”
The dynamics of warmth and competence judgments, and their outcomes in organizations (2011, background): “Gender stereotype researchers have variously referred to the warmth dimension as communality, expressiveness, and feminine traits, and the competence dimension as agency, instrumentality, and masculine traits (see Rudman & Glick, 2008).”
Mindfulness Meditation Reduces Implicit Age and Race Bias (2014, methodology): “For example, implicit attitudes predict discriminatory hiring decisions better than explicit attitudes (Rudman & Glick, 2001; Ziegert & Hanges, 2005), they predict trust in out-group members better than explicit attitudes (Stanley, Sokol-Hessner, Banaji, & Phelps, 2011), and they are also more…”
Paternalistic and Envious Gender Stereotypes: Testing Predictions from the Stereotype Content Model (2002, background): “Negative attributions of these women’s lack of warmth and bad intentions further serve to rationalize acts of discrimination (see also Rudman & Glick, 2001 ).”
Gender, emotion and power in work relationships (2011, background): “If they display emotions that reflect power and status (e.g., confidence, anger), they are likely to experience the double bind of backlash for being too agentic and masculine in their work relationships (Heilman, 2001; Rudman, 1998; Rudman & Glick, 2001).”
Bad Apples, Bad Barrels, and Broken Followers? An Empirical Examination of Contextual Influences on Follower Perceptions and Reactions to Aversive Leadership (2011, background): “…studies, Rudman (1998) found that women who self- promoted were seen as lacking social skills and were less likely to be recommended for hiring; while Rudman and Glick (2001) determined that female applicants who displayed masculine, agentic qualities were consistently viewed as violating…”
Seeing is believing: Exposure to counterstereotypic women leaders and its effect on the malleability of automatic gender stereotyping (2004, background): “…be slower to change in this particular case because communal attributes such as helpfulness and supportiveness are very positively valenced, more so than agentic attributes such as ambition and assertiveness (Eagly & Karau, 2002; Eagly et al., 1991; Eagly & Mladinic, 1989; Rudman & Glick, 2001).”
Social Justice in Our Minds, Homes, and Society: The Nature, Causes, and Consequences of Implicit Bias (2004, positive): “priming (Rudman and Borgida, 1995) or the IAT (Rudman and Glick, 2001).”
Boys Don’t Play with Dolls: Mothers’ and Fathers’ Gender Talk during Picture Book Reading (2014, background): “…hypothesis (Walker & Armstrong, 1995) and with previous research showing that women hold their stereotypes more implicitly or unconsciously than men (Endendijk et al., 2013; Nosek et al., 2002; Rudman & Glick, 2001) and might therefore also be more likely to express them in indirect ways.”
Dancing Backwards in High Heels: Female Professors Experience More Work Demands and Special Favor Requests, Particularly from Academically Entitled Students (2018, background): “This theme of holding women to higher standards still affects women today (see Rudman and Glick 2001).”