Description and prescription: How gender stereotypes prevent women's ascent up the organizational ladder.

By M. Heilman. 2001

2,356 citations recorded by the source corpus.

Subfields: Gender Studies, Management Science and Operations Research, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/f42989848849410d0819280e784202d7d0cd2559

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Citations in the corpus

Leadership, followership, and evolution: some lessons from the past. (2008, background): “Male leadership was the norm in ancestral environments—although there has always been a niche for female peacekeepers among primates (de Waal, 1996) and humans (Van Vugt, 2008)—and male leadership continues to be the norm today (Eagly & Karau, 2002; Heilman, 2001; Schein, 1973).”
Resisting Prejudice Every Day: Exploring Women’s Assertive Responses to Anti-Black Racism, Anti-Semitism, Heterosexism, and Sexism (2007, background): “The interpersonal context provides a readily accessible forum for women to engage in activism and resistance, yet this forum also presents special challenges because women are expected to be passive and accommodating ( Heilman, 2001; Korabik, Baril, & Watson, 1993 ;P rentice & Carranza, 2002; Rudma”
The Relationship Between Gender Role Stereotypes and Requisite Military Leadership Characteristics (2003, background): “Suggestions for overcoming possible leadership barriers posed by gender role stereotypes in masculine organizational cultures include individual, organizational, and contextual strategies (Bajdo & Dickson, 2002; Heilman, 2001; Heilman et al., 1989; Loden, 1985; Ragins, Townsend, & Matthis, 1998; Y”
The Joy of Sexism? A Multinational Investigation of Hostile and Benevolent Justifications for Gender Inequality and Their Relations to Subjective Well-Being (2010, background): “…legally sanctioned barriers to women’s career advancement have been eradicated in most of the Western world, women continue to face obstacles in terms of asymmetric domestic labor and childcare responsibilities as well as gender biases in the workplace (Evertsson and Nermo 2004; Heilman 2001).”
Wimpy and undeserving of respect: Penalties for men's gender-inconsistent success (2010, background): “Gender stereotypes, in addition to describing the attributes of women and men, denote norms about behaviors that are suitable for each (Burgess & Borgida, 1999; Eagly & Karau, 2002; Heilman, 2001; Heilman & Parks-Stamm, 2007; Rudman & Glick, 2001).”
Normative Discrimination and the Motherhood Penalty (2010, background): “Theories of discrimination often examine how cultural beliefs or stereotypes affect behaviors or attitudes (Bobo and Hutchings 1996; Fiske et al. 2002).”
Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures (2017, background): “But stereotypes also carry a prescriptive aspect, which represent norms about how we think members of groups should be and act (prescriptions) and should not be and act (proscriptions) (Eagly & Karau, 2002; Heilman, 2001; Rudman & Fairchild, 2004; Rudman & Phelan, 2008).”
Is Transformational Leadership Always Perceived as Effective? Male Subordinates' Devaluation of Female Transformational Leaders1 (2009, background): “Social scientists (e.g., Antal & Izraeli, 1993; Heilman, 2001) have long provided evidence that gender stereotypes affect perceptions of leadership and effectiveness, which is a hindrance to women’s access to decision-making positions.”
Understanding psychology's resistance to intersectionality theory using a framework of epistemic exclusion and invisibility (2020, neutral): “…exclusion reflects biases against marginalized group members, such as Black, Latinx, and Native American people as unintelligent and lazy, Asian Americans as perpetual foreigners (Ghavami & Peplau, 2013; Sue, 2010), and women as less mathematically and intellectually adept than men (Heilman, 2001).”
Mothers and Fathers in the Workplace: How Gender and Parental Status Influence Judgments of Job‐Related Competence (2004, positive): “In the workplace, the domain under investigation, women are judged less competent than men in traditionally masculine domains (Biernat & Kobrynowicz, 1997; Boldry, Wood, & Kashy, 2001; Heilman, 2001).”
Backlash effects for disconfirming gender stereotypes in organizations (2008, background): “In other words, violating feminine niceness prescriptions can result in poor performance evaluations and adversely affect promotion considerations (Heilman, 2001; Lyness & Judiesch, 1999).”
Entrepreneurial Perceptions and Intentions: The Role of Gender and Culture (2012, background): “Heilman and Chen (2003) propose that lack of support is a more significant barrier to entrepreneurship for women, Langowitz and Minniti indicate that fear of failure is negatively related to women’s entrepreneurial intentions, and finally, Thébaud (2010) identified lack of competency as a more signi”
The Role of Gender Stereotypes in Perceptions of Entrepreneurs and Intentions to Become an Entrepreneur (2009, background): “In the organizational literature, upper management is believed to be a “manly business” while secretarial jobs are seen as “woman’s work” (Heilman, 2001).”