Perceptions of Gender in Athletic Administration: Utilizing Role Congruity to Examine (Potential) Prejudice Against Women

2011 ◽  
Vol 25 (1) ◽  
pp. 36-45 ◽  
Author(s):  
Laura J. Burton ◽  
Heidi Grappendorf ◽  
Angela Henderson
Keyword(s):  
Life Skills ◽  
Athletic Administration ◽  
Athletic Administrators ◽  
Role Congruity Theory ◽  
Athletic Director ◽  
Men And Women ◽  
Role Congruity ◽  
Female Candidate ◽  
Female Candidates ◽  
Congruity Theory

Based on the tenets of role congruity theory, the current study examined the unequal representation of men and women in athletic administration positions. A total of 158 female and 118 male (n = 276) athletic administrators evaluated a male or female candidate for an athletic director, compliance director, or life skills director position within athletics. Participants indicated no significant differences in masculine ratings of male or female candidates and significant differences in feminine ratings for female candidates in the life skills position. Male and female candidates were perceived as similar in potential and likely success in all positions. Finally, the female candidate was evaluated as significantly less likely to be offered the athletic director position when compared with the male candidate.

Effects of sexism and job–applicant match on leadership candidate evaluations

2020 ◽  
Vol 48 (9) ◽  
pp. 1-8
Author(s):  
Alissa C. Fleming ◽  
Hanna Hlebasko ◽  
Sarah C. Adams ◽  
Krystal N. Roach ◽  
Neil D. Christiansen
Keyword(s):  
Leadership Positions ◽  
Role Congruity Theory ◽  
Job Applicant ◽  
Role Congruity ◽  
Female Candidate ◽  
Female Candidates ◽  
Female Applicant ◽  
Lack Of Fit ◽  
Candidate Evaluations ◽  
Congruity Theory

In the lack of fit model and role congruity theory it is suggested that mismatch between female candidates and agentic, male-typed jobs is responsible for discrimination when women apply for leadership positions. In 2 studies we examined the effects of job–applicant mismatch and evaluator sexism on candidate evaluations. In Study 1 (participant evaluators N = 306), mismatch between a female applicant and an agentic job was beneficial for hireability and competence when the evaluator was male and scored low in sexism. However, we were surprised by the result that female evaluators who scored high in sexism rated female applicants for communal jobs lower on competence, likeability, and hireability than did female evaluators who scored low in sexism. In Study 2 (participant evaluators N = 619), evaluator sexism was related to hireability through competence but not through likeability. Further research should be conducted to explore why sexist women devalue a female candidate who is applying for a communal position.

scholarly journals A Feminine Advantage? Delineating the Effects of Feminine Trait and Feminine Issue Messages on Evaluations of Female Candidates

2019 ◽  
pp. 1-21
Author(s):  
Nichole M. Bauer
Keyword(s):  
Women In Politics ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Feminine Trait ◽  
Female Candidates ◽  
Survey Experiments ◽  
Congruity Theory ◽  
Underrepresentation Of Women ◽  
Elected Office

AbstractCurrent scholarship offers conflicting conclusions about whether female candidates have a feminine advantage or a disadvantage. Previous work does not consider whether voters respond similarly to all types of messages that might emphasize feminine stereotypes, such as feminine trait and feminine issue messages. I argue that voters will respond differently to trait-based feminine messages relative to issue-based feminine messages. I test the effects of trait-based and issue-based feminine messages through two survey experiments. The results consistently show that emphasizing feminine traits harms female candidates, whereas emphasizing feminine issues helps female candidates. I use role congruity theory to argue that feminine traits activate feminine stereotypes about women, and feminine issues do not activate these stereotypes. I also show that trait-based and issue-based feminine messages affect Democratic and Republican female candidates in very different ways. These results have implications for the ability of women to win elected office and reverse the pervasive underrepresentation of women in politics.

Is It Gender, Religiosity or Both? A Role Congruity Theory of Candidate Electability in Transitional Tunisia

2015 ◽  
Vol 13 (1) ◽  
pp. 74-94 ◽  
Author(s):  
Lindsay J. Benstead ◽  
Amaney A. Jamal ◽  
Ellen Lust
Keyword(s):  
Survey Experiment ◽  
Careful Attention ◽  
Role Congruity Theory ◽  
Underrepresented Groups ◽  
Role Congruity ◽  
Political Bias ◽  
Female Candidates ◽  
Congruity Theory ◽  
Electoral Quotas ◽  
Better Than

Do voters regard male and female candidates equally? Does apparent religiosity of candidates help or hurt their electoral chances? Where biases exist, what explains them? We present a novel explanation of political bias, drawing from role congruity theory. It posits that political contexts shape citizens' perceptions of qualities that make a “capable leader,” which subsequently drives their willingness to vote for candidates. Evidence from a survey experiment embedded in the 2012 Tunisian Post-Election Survey demonstrates that this theory explains biases based on gender and religiosity better than dominant modernization and social identity theories. Moreover, these mechanisms are also likely to drive political biases related to other features and in other countries. This has important implications for policymakers aiming to reduce political biases in Tunisia, the MENA, or globally. It should encourage them to pay careful attention to stereotyped traits of underrepresented groups and successful leaders, and to use institutional solutions (e.g., electoral quotas) to shape expectations about underrepresented groups and leadership.

Women on Indian boards and market performance: a role-congruity theory perspective

2018 ◽  
Vol 17 (1) ◽  
pp. 4-36 ◽  
Author(s):  
Syed Shafqat Mukarram ◽  
Abubakr Saeed ◽  
Shawkat Hammoudeh ◽  
Muhammad Mustafa Raziq
Keyword(s):  
Market Performance ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Congruity Theory

scholarly journals MODEL KONSEPTUAL KEPEMIMPINAN, GENDER, DAN DIVERSITAS

2021 ◽  
Vol 12 (1) ◽  
pp. 1
Author(s):  
Poppy Nurmayanti ◽  
Evi Suryawati ◽  
Yohannes Firzal ◽  
Sinta Ramaiyanti ◽  
Yusni Maulida
Keyword(s):  
Decision Making ◽  
Conceptual Model ◽  
Cross Cultural ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Congruity Theory ◽  
The Difference

This paper presents a conceptual model on leadership, gender, and diversity toward decision making with using role congruity theory. This paper also explore generally whether and why gender may matter for leadership and evaluate views on a feminine/masculine in effectiveness leadership. Recently, considerations of gender and diversity have predominantly focused on differences and similarities between female and male leaders that results from the difference between stereotypes and leadership stereotype. These difference exist worldwide and globalization of management brings to the need to examine this stereotype phenomenon in cross cultural area.    

Biased perceptions against female scientists affect intentions to get vaccinated for COVID-19

2021 ◽  
pp. 096366252110604
Author(s):  
İsminaz Doğan ◽  
Lemi Baruh ◽  
Zeynep Cemalcilar ◽  
Ozan Kuru ◽  
Kerem Yıldırım ◽  
...  
Keyword(s):  
Gender Bias ◽  
Public Attitudes ◽  
News Story ◽  
Negative Consequences ◽  
Efficacy And Safety ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Traditional Gender Roles ◽  
Congruity Theory ◽  
Female Scientists

Based on role congruity theory, we investigated how gender bias may influence public attitudes toward the vaccine in Turkey. Using a between-subjects design, we tested whether an emphasis on the female versus the male scientist as the vaccine’s inventor in a news story influenced attitudes about the BioNTech vaccine and vaccination intentions. Partly confirming role congruity theory, three-way interaction results from 665 participants demonstrated that among male participants with a stronger belief in traditional gender roles (compared to males with lower belief), the presence of the female inventor, either by herself or together with the male inventor, decreased the perceived efficacy and safety of the vaccine and reduced intentions to be vaccinated by the BioNTech vaccine. We did not observe such differences for women. These findings highlight how gender bias may influence individuals’ information processing and decision making in a way that may have negative consequences for public health.

scholarly journals Double Standards: The Role of Gender and Intraparty Politics in Swedish Cabinet Appointments

2018 ◽  
Vol 15 (4) ◽  
pp. 882-911
Author(s):  
Markus Baumann ◽  
Hanna Bäck ◽  
Johan Bo Davidsson
Keyword(s):  
Gender Stereotypes ◽  
Leadership Positions ◽  
Role Congruity Theory ◽  
Double Standards ◽  
Role Congruity ◽  
Specific Dimension ◽  
Party Line ◽  
Female Politicians ◽  
Congruity Theory

Are female politicians less likely to be promoted to specific ministerial posts, and is it important for them to toe the party line? This article focuses on whether the selection of ministers has a gender-specific dimension. Building on role congruity theory and research showing that female and male politicians are evaluated in a different manner in leadership positions, we present some original hypotheses. For example, we hypothesize that female politicians are less likely to be appointed to cabinet when they have held gender-incongruent committee positions in parliament. We also hypothesize that women are less likely to be appointed to cabinet posts when they have previously deviated from the party line. In an empirical analysis of Swedish ministerial appointments in six cabinets, we find that female politicians were less likely to be appointed to cabinet posts when they have held positions in ‘masculine’ parliamentary committees and when they deviated from the party line in their parliamentary speeches. These results suggest that women are more harshly judged when holding positions that are not in line with traditional gender stereotypes and have important implications for our understanding of gender and political leadership.

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