Reconsidering the Impact of Gender Stereotypes on the Advancement of Women in Organizations

By Mark D. Agars. 2004

187 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/f3600a4789b8c4a249884e621e1d7f27d3c34eff

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In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

Gender differences in leadership – believing is seeing: implications for managing diversity (2010, result): “Agars (2004) argues, in line with other scholars (e.g. Wellington et al., 2003; Ellemars, 2004), that gender differences, or perceptions of such differences, play a powerful role in maintaining the ‘‘glass ceiling.’’”
Gender Stereotypes and Their Impact on Women’s Career Progressions from a Managerial Perspective (2021, background): “Moreover, it is vital to remember that discriminatory viewpoints are not necessarily intentionally adopted (Agars, 2004).”
Women “Take Care,” Men “Take Charge”: Managers' Stereotypic Perceptions of Women and Men Leaders (2009, result): “We attempt to do just this in the present study, adding to a body of research (Agar, 2004; Biernat & Kobrynowicz, 1997; Boldry, Wood, & Kashy, 2001; Eagly & Karau, 2002; Heilman et al., 2004; Schein, 2001) that increasingly supports these women’s convictions.”
Women and minorities in science, technology, engineering and mathematics : upping the numbers (2007, background): “…and some have suggested that discrimination may be more prevalent and/or 160 Building interest and commitment more damaging in careers where women do not have a substantial voice, due to their lack of numbers (Agars, 2004; Benokraitis and Feagin, 1995; J. Steele et al., 2002; Swim et al., 2001).”
No Place for a Woman: Evidence for Gender Bias in Evaluations of Presidential Candidates (2007, background): “Indeed, even a small gender-bias in evaluations can result in a severe cumulative bias against women, especially in real-world contexts (Agars, 2004).”
New Routes to Recruiting and Retaining Women in STEM: Policy Implications of a Communal Goal Congruity Perspective (2015, background): “The combination of these discrimination experiences over a career can have consequences for women’s success in the field, as illustrated by the demonstration of the cumulative impact of even small differences in treatment of men versus women (Agars, 2004).”
An exploration of stereotypical beliefs about leadership styles: Is transformational leadership a route to women's promotion? (2011, background): “Although there are many possible answers to the question, we investigate gender stereotypes about leadership styles, which might result in women seeming unsuited for leadership (e.g., Agars, 2004; Eagly & Karau, 2002; Heilman & Haynes, 2008).”
Stereotype threat: Antecedents and consequences for working women (2011, background): “Given that men typically earn more, are promoted faster, and are given work that is of greater value to the organization than their female counterparts (Agars, 2004; Heilman, 2001), it might be problematic for women to compare themselves with their male colleagues.”
Video Game Characters and the Socialization of Gender Roles: Young People’s Perceptions Mirror Sexist Media Depictions (2007, background): “Similarly, Agars (2004) found that gender stereotypes in the workplace hinder women’s professional advancement.”