Madeline E Heilman
Dados Biográficos
| ID | 4231064 |
|---|---|
| NOME | Madeline E Heilman |
| PRENOMES | Madeline E |
| SOBRENOME | Heilman |
| ASSINATURA | HEILMAN M E |
| AFILIAÇÕES | New York University |
| ORCID | 0000-0002-9059-0440 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 27 |
| TOTAL DE CITAÇÕES | 177 |
| TOTAL COMO AUTOR | 27 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1971 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2024 |
| ÍNDICE H | 7 |
Explaining Penalties and Rewards for Gender Norm Violations
Think Manager-Think Male Re-Examined
Emphasizing the Communal Demands of a Leader Role Makes Job Interviews Less Stressful for Women But Not More Successful
The online version contains supplementary material available at 10.1007/s11199-024-01509-7
Women underrepresented or men overrepresented? Framing influences women's affective and behavioral responses to gender gap in political leadership
Women at Work
Despite important advances, gender-based discrimination continues to hinder women's career progress. This review examines the role that gender stereotypes play in promoting gender bias and discrimination. After reviewing what is known about the content of gender stereotypes and examining both their descriptive and prescriptive aspects, we discuss two pathways through which stereotypes result in discrepant work outcomes for women and men. First, w…
Footsteps I would like to follow? How gender quotas affect the acceptance of women leaders as role models and inspirations for leadership
This research examines how the method of selecting women leaders affects other women's leadership interest. The results of three experiments ( N = 1,015) indicated that only when women leaders were selected due to merit, not quota‐based policies, did they boost female participants’ interest in a leadership position. These reactions were mediated by perceptions of the woman leader's deservingness of her position (Studies 1–3) and consequent accept…
Breaking the glass ceiling
The current research challenges the assumption that the presence of women in leadership positions will automatically "break the glass ceiling" for other women. We contend that it is not just a female leader's presence, but also her performance, that influences evaluations of subsequent female candidates for leadership positions. We argue that the continued scarcity and perceived mismatch of women with high-level leadership increases gender salien…
The Multiple Dimensions of Gender Stereotypes
We used a multi-dimensional framework to assess current stereotypes of men and women. Specifically, we sought to determine (1) how men and women are characterized by male and female raters, (2) how men and women characterize themselves, and (3) the degree of convergence between self-characterizations and charcterizations of one's gender group. In an experimental study, 628 U.S. male and female raters described men, women, or themselves on scales …
Combatting gender discrimination
Gender inequalities in the workplace persist, and scholars point to gender discrimination as a significant contributor. As organizations attempt to address this problem, we argue that theory can help shed light on potential solutions. This paper discusses how the lack of fit model can be used by organizations as a framework to understand the process that facilitates gender discrimination in employment decisions and to identify intervention strate…
Should I stay or should I go? Implications of maternity leave choice for perceptions of working mothers
The “Bad Parent” Assumption
Although balancing work and family commitments is a significant source of strain for working parents, working mothers in traditionally male positions face additional anxiety due to unfounded assumptions about their competence as employees, assumptions rooted in gender stereotypes. However, stereotype‐based assumptions can also bias competence impressions of these working mothers in family domains, depicting them as bad parents. In four experiment…
Building blocks of bias
Just the thought of it
Wimpy and undeserving of respect
Motivated to Penalize
Two studies tested the hypothesis that females penalize women who succeed in male gender-typed jobs to salvage their own self-views regarding competence. The authors proposed that women are motivated to penalize successful women (i.e., characterize them as unlikable and interpersonally hostile) to minimize the self-evaluative consequences of social comparison with a highly successful female target. Results supported the hypothesis. Whereas both m…
Description and Prescription
This review article posits that the scarcity of women at the upper levels of organizations is a consequence of gender bias in evaluations. It is proposed that gender stereotypes and the expectations they produce about both what women are like (descriptive) and how they should behave (prescriptive) can result in devaluation of their performance, denial of credit to them for their successes, or their penalization for being competent. The processes …
Affirmative Action's Contradictory Consequences
This comment raises questions about whether affirmative action has actually moved us closer to the objective of creating a more equal workplace. It explores some of the potential psychological costs of affirmative action—costs that paradoxically may undermine its objectives—and their implications for achieving the goal of workplace equality
Accuracy and objectivity on behalf of the APA
Social science research on trial
The American Psychological Association filed an amicus curiae brief supporting the validity of the field of stereotyping and the general methods used by the expert. Such legal application provides further lessons for psychological research on stereotyping. The American Psychological Association (APA) submitted to the Supreme Court amicus curiae brief. The relevant psychological literature was heavily cited in Judge Gesell's original decision, and…
Male and Female Assumptions About Colleagues' Views of Their Competence
In an attempt to determine what working men and women believe their male and female colleagues think of them, an experiment was conducted with 100 insurance company employees. They were led to believe that their (fictional) co-workers were male or female and, after working jointly on a task, were told that their joint performance was “poor” or “superior.” Subjects were then asked to indicate their perceptions of how their co-workers viewed them. …
When beauty is beastly
Reacting to reactance
Oppositional behavior as a function of influence attempt intensity and retaliation threat
Counteracting the boomerang
Threats and promises
Wimpy and undeserving of respect
Combatting gender discrimination
Gender inequalities in the workplace persist, and scholars point to gender discrimination as a significant contributor. As organizations attempt to address this problem, we argue that theory can help shed light on potential solutions. This paper discusses how the lack of fit model can be used by organizations as a framework to understand the process that facilitates gender discrimination in employment decisions and to identify intervention strate…
Should I stay or should I go? Implications of maternity leave choice for perceptions of working mothers
The “Bad Parent” Assumption
Although balancing work and family commitments is a significant source of strain for working parents, working mothers in traditionally male positions face additional anxiety due to unfounded assumptions about their competence as employees, assumptions rooted in gender stereotypes. However, stereotype‐based assumptions can also bias competence impressions of these working mothers in family domains, depicting them as bad parents. In four experiment…
Reacting to reactance
Building blocks of bias
Effects of sentiment and completion of a helping act on observer helping
Affirmative Action's Contradictory Consequences
This comment raises questions about whether affirmative action has actually moved us closer to the objective of creating a more equal workplace. It explores some of the potential psychological costs of affirmative action—costs that paradoxically may undermine its objectives—and their implications for achieving the goal of workplace equality
Threats and promises
Explaining Penalties and Rewards for Gender Norm Violations
Breaking the glass ceiling
The current research challenges the assumption that the presence of women in leadership positions will automatically "break the glass ceiling" for other women. We contend that it is not just a female leader's presence, but also her performance, that influences evaluations of subsequent female candidates for leadership positions. We argue that the continued scarcity and perceived mismatch of women with high-level leadership increases gender salien…
Oppositional behavior as a function of influence attempt intensity and retaliation threat
Think Manager-Think Male Re-Examined
Footsteps I would like to follow? How gender quotas affect the acceptance of women leaders as role models and inspirations for leadership
This research examines how the method of selecting women leaders affects other women's leadership interest. The results of three experiments ( N = 1,015) indicated that only when women leaders were selected due to merit, not quota‐based policies, did they boost female participants’ interest in a leadership position. These reactions were mediated by perceptions of the woman leader's deservingness of her position (Studies 1–3) and consequent accept…
Just the thought of it
Male and Female Assumptions About Colleagues' Views of Their Competence
In an attempt to determine what working men and women believe their male and female colleagues think of them, an experiment was conducted with 100 insurance company employees. They were led to believe that their (fictional) co-workers were male or female and, after working jointly on a task, were told that their joint performance was “poor” or “superior.” Subjects were then asked to indicate their perceptions of how their co-workers viewed them. …
Counteracting the boomerang
Effects of magnitude and rectifiability of harm and information value on the reporting of accidental harm-doing
Effects of sentiment and completion of a helping act on observer helping
Effects of magnitude and rectifiability of harm and information value on the reporting of accidental harm-doing
Threats and promises
Counteracting the boomerang
Reacting to reactance
Oppositional behavior as a function of influence attempt intensity and retaliation threat
When beauty is beastly
Male and Female Assumptions About Colleagues' Views of Their Competence
In an attempt to determine what working men and women believe their male and female colleagues think of them, an experiment was conducted with 100 insurance company employees. They were led to believe that their (fictional) co-workers were male or female and, after working jointly on a task, were told that their joint performance was “poor” or “superior.” Subjects were then asked to indicate their perceptions of how their co-workers viewed them. …
Social science research on trial
The American Psychological Association filed an amicus curiae brief supporting the validity of the field of stereotyping and the general methods used by the expert. Such legal application provides further lessons for psychological research on stereotyping. The American Psychological Association (APA) submitted to the Supreme Court amicus curiae brief. The relevant psychological literature was heavily cited in Judge Gesell's original decision, and…
Accuracy and objectivity on behalf of the APA
Affirmative Action's Contradictory Consequences
This comment raises questions about whether affirmative action has actually moved us closer to the objective of creating a more equal workplace. It explores some of the potential psychological costs of affirmative action—costs that paradoxically may undermine its objectives—and their implications for achieving the goal of workplace equality
Description and Prescription
This review article posits that the scarcity of women at the upper levels of organizations is a consequence of gender bias in evaluations. It is proposed that gender stereotypes and the expectations they produce about both what women are like (descriptive) and how they should behave (prescriptive) can result in devaluation of their performance, denial of credit to them for their successes, or their penalization for being competent. The processes …
Motivated to Penalize
Two studies tested the hypothesis that females penalize women who succeed in male gender-typed jobs to salvage their own self-views regarding competence. The authors proposed that women are motivated to penalize successful women (i.e., characterize them as unlikable and interpersonally hostile) to minimize the self-evaluative consequences of social comparison with a highly successful female target. Results supported the hypothesis. Whereas both m…
Just the thought of it
Wimpy and undeserving of respect
The “Bad Parent” Assumption
Although balancing work and family commitments is a significant source of strain for working parents, working mothers in traditionally male positions face additional anxiety due to unfounded assumptions about their competence as employees, assumptions rooted in gender stereotypes. However, stereotype‐based assumptions can also bias competence impressions of these working mothers in family domains, depicting them as bad parents. In four experiment…
Building blocks of bias
Should I stay or should I go? Implications of maternity leave choice for perceptions of working mothers
Combatting gender discrimination
Gender inequalities in the workplace persist, and scholars point to gender discrimination as a significant contributor. As organizations attempt to address this problem, we argue that theory can help shed light on potential solutions. This paper discusses how the lack of fit model can be used by organizations as a framework to understand the process that facilitates gender discrimination in employment decisions and to identify intervention strate…
The Multiple Dimensions of Gender Stereotypes
We used a multi-dimensional framework to assess current stereotypes of men and women. Specifically, we sought to determine (1) how men and women are characterized by male and female raters, (2) how men and women characterize themselves, and (3) the degree of convergence between self-characterizations and charcterizations of one's gender group. In an experimental study, 628 U.S. male and female raters described men, women, or themselves on scales …
Breaking the glass ceiling
The current research challenges the assumption that the presence of women in leadership positions will automatically "break the glass ceiling" for other women. We contend that it is not just a female leader's presence, but also her performance, that influences evaluations of subsequent female candidates for leadership positions. We argue that the continued scarcity and perceived mismatch of women with high-level leadership increases gender salien…
Women at Work
Despite important advances, gender-based discrimination continues to hinder women's career progress. This review examines the role that gender stereotypes play in promoting gender bias and discrimination. After reviewing what is known about the content of gender stereotypes and examining both their descriptive and prescriptive aspects, we discuss two pathways through which stereotypes result in discrepant work outcomes for women and men. First, w…
Footsteps I would like to follow? How gender quotas affect the acceptance of women leaders as role models and inspirations for leadership
This research examines how the method of selecting women leaders affects other women's leadership interest. The results of three experiments ( N = 1,015) indicated that only when women leaders were selected due to merit, not quota‐based policies, did they boost female participants’ interest in a leadership position. These reactions were mediated by perceptions of the woman leader's deservingness of her position (Studies 1–3) and consequent accept…
Explaining Penalties and Rewards for Gender Norm Violations
Think Manager-Think Male Re-Examined
Psychology (27 obras) · Social Psychology (26 obras) · Gender Diversity and Inequality (18 obras) · Social Psychology (18 obras) · Developmental psychology (9 obras) · Social and Intergroup Psychology (8 obras) · Gender Roles and Identity Studies (6 obras) · Perception (5 obras) · Sociology (5 obras) · Economics (4 obras)