UNASSIGNED:先前的研究经常检查领导中的性别定型观念,并对有关领导机构和社区的预定性别特征进行评级(即,明确的措施)。本研究的目的是通过采取更微妙的方法来扩大对领导中性别陈规定型观念的理解,专注于男人和女人真正归因于典型的东西,男性,和女性领导人,以及他们如何含蓄地评价他们。
UNASSIGNED:收集的在线调查(a)反映社会表现的免费协会(例如,支配,移情),(b)对给定协会的评价为否定的,中性,或积极的,(c)对皮博迪的语义差异进行评级,将非性别形容词对与典型领导者的评估成分相结合,一位男性领袖,还有一位女领袖.
UNASSIGNED:通过分析来自194名参与者的2,842个自由协会,使用社会表征的方法表明了主要的性别刻板印象。对自由协会的评价表明,女性对与女性领导人相关的特征的评价比与典型领导人和男性领导人相关的特征更为负面。相比之下,使用非性别形容词对的评估成分表明,典型和女性领导人通常比男性领导人得到更积极的评价,女性更有可能贬低男性领导人。
未经授权:直接询问领导者(即,协会)可能会检索参与者的性别刻板印象,而当使用非直接问题时(即,形容词对的评价成分)性别刻板印象可能不太突出。因此,在评估领导者时,从业者和研究人员应考虑这些评估是明确还是隐含地获得,以评估性别定型观念的潜在影响.
UNASSIGNED: Previous research often examined gender stereotypes in leadership with ratings on predetermined gendered characteristics concerning leaders\' agency and communality (i.e., explicit measures). The aim of the present study was to broaden the understanding of gender stereotypes in leadership by taking more subtle approaches, that focus on what men and women actually ascribe to typical, male, and female leaders and how they implicitly evaluate them.
UNASSIGNED: An online survey collected (a) free associations which reflect social representations (e.g., dominant, empathic), (b) evaluations of the given associations as negative, neutral, or positive, and (c) ratings on Peabody\'s semantic differential combining non-gendered adjective pairs to an evaluative component of a typical leader, a male leader, and a female leader.
UNASSIGNED: Using the approach of social representations by analyzing 2,842 free associations from 194 participants shows the predominant gender stereotypes. Ratings of the free associations revealed that women evaluate characteristics associated with female leaders more negatively than those associated with typical leaders and male leaders. By contrast, using the evaluative component of non-gendered adjective pairs shows that typical and female leaders were often rated more positively than male leaders and that women were more likely to devalue male leaders.
UNASSIGNED: Directly asking about leaders (i.e., associations) might retrieve participants\' gender stereotypes, whereas when using non-direct questions (i.e., evaluation component of adjective pairs) gender stereotypes might be less prominent. Thus, when evaluating leaders, practitioners and researchers should consider whether these evaluations were obtained explicitly or implicitly to assess potential influences of gender stereotypes.