Diekman, Amanda
diekmaa
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Item What is the Problem? Prejudice as an Attitude-in-Context
Diekman, Amanda; Eagly, AliceKeywords: prejudice, negativity, stereotypes, social roles, socioeconomic change This chapter contains section titled: Allport's Views on “The Nature of Prejudice”, Developments since Allport: Evidence of Prejudice in the Absence of Negativity, A New Framework: Prejudice at the Intersection of Stereotypes and Social Roles, Has Allport Been Supported? Prejudice as a Social Problem, Future Directions: Accuracy and Change of StereotypesItem Beyond the Damsel in Distress: Gender Differences and Similarities in Enacting Prosocial Behavior
Diekman, Amanda; Clark, EmilyWe examine gender differences and similarities in prosocial behavior from the vantage point of social role theory. According to this perspective, the gendered division of labor leads to gender roles, which are elaborated in internalized attributes as well as social interactions. We consider gender differences and similarities in prosocial behavior in light of the different environments, experiences, and expectations encountered by each sex. Consistent with a social role perspective, the evidence shows gender-differentiated behavior particularly when contexts implicate central aspects of the male gender role or the female gender role. In particular, prosocial behavior that involves real or perceived physical risk or chivalry tends to be enacted more by men than women. In contrast, prosocial behavior that involves long-term, sustained caregiving or concern for societally disadvantaged others tends to be enacted more by women than men.Item Seeking congruity between goals and roles: A new look at why women opt out of STEM careers
Diekman, Amanda; Brown, Elizabeth; Johnston, Amanda; Clark, EmilyAlthough women have nearly attained equality with men in several formerly male-dominated fields, they remain underrepresented in science, technology, engineering, and mathematics (STEM). We argue that one important factor is that STEM careers are perceived as less likely than other careers to fulfill communal goals. Such perceptions might disproportionately affect women’s decisions, because women especially endorse communal goals. As predicted, STEM careers, relative to other careers, were perceived to impede communal goals. Moreover, communal goal endorsement negatively predicted interest in STEM careers, even when controlling for past experience and self-efficacy in science and math. Understanding how communal goals influence interest in STEM fields thus provides a new perspective on the question of women’s representation in STEM.Item Differential effects of female and male candidates on system justification: Can cracks in the glass ceiling foster complacency?
Diekman, Amanda; Brown, ElizabethDespite women’s increasing representation in elected offices across a range of countries, women remain a minority of elected officials (Inter-Parliamentary Union, 2012). Although greater gender equality in political leadership may be assumed to promote gender equality in other domains, the presence of female candidates might ironically facilitate attitudes associated with legitimizing gender inequality. Using experimental methods, we demonstrate that the presence of a female political candidate, relative to a male political candidate, leads to greater beliefs that the sociopolitical system is just (Experiment 1), greater legitimacy of the gender status hierarchy (Experiment 2), and greater implicit preference for stability (Experiment 3). Ironically, within a context in which women are generally underrepresented as political leaders, the increasing presence of women as political candidates might lead to stronger legitimization of the current sociopolitical system, potentially inhibiting social change.Item A Change Will Do Us Good: Threats Diminish Typical Preferences for Male Leaders
Diekman, Amanda; Brown, Elizabeth; Schneider, MonicaThe current research explores role congruity processes from a new vantage point by investigating how the need for change might shift gender-based leadership preferences. According to role congruity theory, favorability toward leaders results from alignment between what is desired in a leadership role and the characteristics stereotypically ascribed to the leader. Generally speaking, these processes lead to baseline preferences for male over female leaders. In this research, we propose that a shift in gender-based leadership preferences will emerge under conditions of threat. Because the psychological experience of threat signals a need for change, individuals will favor candidates who represent new directions in leadership rather than consistency with past directions in leadership. Specifically, we find that threat evokes an implicit preference for change over stability (Experiment 1) and gender stereotypes align women with change but men with stability (Experiments 2a and 2b). Consequently, the typical preference for male leaders is diminished, or even reversed, under threat (Experiments 3 and 4). Moreover, the shift away from typical gender-based leadership preferences occurs especially among individuals who highly legitimize the sociopolitical system (Experiment 4), suggesting that these preference shifts might serve to protect the underlying system.Item The Effect of Context on the Silver Ceiling: A Role Congruity Perspective on Prejudiced Responses
Diekman, Amanda; Hirnisey, LeighThree studies examined role incongruity as a source of age bias in hiring decisions. Building upon previous research demonstrating contextual variation in prejudice, we predicted that prejudiced responses emerge particularly in contexts where group stereotypes misalign with the requirements of social roles. Findings indicate that (a) older workers are particularly penalized in occupational contexts that are quickly changing; (b) older workers are perceived as less adaptable than younger workers; and (c) the tendency to prefer younger than older workers more for a dynamic than a stable company is mediated by perceptions of adaptability. Finally, adaptability perceptions better predicted hiring bias than did global evaluations of older people and levels of contact with older people. These experiments provide initial evidence that perceived fit to roles is a determinant of contextual variation in prejudiced responses.Item The Effect of Context on the Silver Ceiling: A Role Congruity Perspective on Prejudiced Responses
(2010-07-01T15:40:59Z) Diekman, Amanda B.; Hirnisey, Leigh;Three studies examined role incongruity as a source of age bias in hiring decisions. Building upon previous research demonstrating contextual variation in prejudice, we predicted that prejudiced responses emerge particularly in contexts where group stereotypes misalign with the requirements of social roles. Findings indicate that (a) older workers are particularly penalized in occupational contexts that are quickly changing; (b) older workers are perceived as less adaptable than younger workers; and (c) the tendency to prefer younger than older workers more for a dynamic than a stable company is mediated by perceptions of adaptability. Finally, adaptability perceptions better predicted hiring bias than did global evaluations of older people and levels of contact with older people. These experiments provide initial evidence that perceived fit to roles is a determinant of contextual variation in prejudiced responses.