The Feminine in Jungian and American Psychology

Clayton P. Alderfer

doi:10.1037/003559

The Feminine in Jungian and American Psychology

Contemporary Psychology ◽

10.1037/003559 ◽

1995 ◽

Vol 40 (4) ◽

pp. 329-330

Author(s):

Clayton P. Alderfer

Keyword(s):

American Psychology ◽

The Feminine

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On the implications of object permanence: Microhistorical insights from Piaget's new theory

Behavioral and Brain Sciences ◽

10.1017/s0140525x19002954 ◽

2020 ◽

Vol 43 ◽

Author(s):

Jeremy Trevelyan Burman

Keyword(s):

Object Permanence ◽

American Psychology

Abstract The authors’ arguments reflect the dominant traditions of American Psychology. In doing so, however, they miss relevant insights omitted during the original importation (translation and popularization) of the foreign sources that informed the theories they built upon. Of particular relevance here are Piaget's last studies. These are presented to unpack the meaning of “object permanence” as a kind of representation.

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Personification and the Feminine in Roman Philosophy

10.1017/cbo9781316226704 ◽

2016 ◽

Cited By ~ 3

Author(s):

Alex Dressler

Keyword(s):

The Feminine

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The Gender Typicality of Faces and Its Impact on Visual Processing and on Hiring Decisions

Experimental Psychology (formerly Zeitschrift für Experimentelle Psychologie) ◽

10.1027/1618-3169/a000217 ◽

2013 ◽

Vol 60 (6) ◽

pp. 444-452 ◽

Cited By ~ 8

Author(s):

Lisa von Stockhausen ◽

Sara Koeser ◽

Sabine Sczesny

Keyword(s):

Visual Processing ◽

Past Research ◽

Visual Exploration ◽

Facial Appearance ◽

Leadership Roles ◽

Hiring Decisions ◽

Leadership Selection ◽

Gender Typicality ◽

Second Stage ◽

The Feminine

Past research has shown that the gender typicality of applicants’ faces affects leadership selection irrespective of a candidate’s gender: A masculine facial appearance is congruent with masculine-typed leadership roles, thus masculine-looking applicants are hired more certainly than feminine-looking ones. In the present study, we extended this line of research by investigating hiring decisions for both masculine- and feminine-typed professional roles. Furthermore, we used eye tracking to examine the visual exploration of applicants’ portraits. Our results indicate that masculine-looking applicants were favored for the masculine-typed role (leader) and feminine-looking applicants for the feminine-typed role (team member). Eye movement patterns showed that information about gender category and facial appearance was integrated during first fixations of the portraits. Hiring decisions, however, were not based on this initial analysis, but occurred at a second stage, when the portrait was viewed in the context of considering the applicant for a specific job.

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