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 Workers’ Observation of Uncivil Leadership: Is Tolerance for Workplace Incivility a Gendered Issue?

2021 ◽  
Vol 13 (11) ◽  
pp. 6111
Author(s):  
Isabel Carmona-Cobo ◽  
Eva Garrosa ◽  
Esther Lopez-Zafra
Keyword(s):  
Human Resources ◽  
Gender Bias ◽  
Workplace Incivility ◽  
Prevention Strategies ◽  
Role Congruity Theory ◽  
Male And Female ◽  
Role Congruity ◽  
Female Workers ◽  
Gender Biases ◽  
Congruity Theory

In the context of organizational psychology, this study aimed to examine workers’ gender biases in tolerance when observing leaders’ incivility in the workplace. Based on role congruity theory, this paper proposes analyzing the gender differences in workers’ evaluations of awareness and tolerance of workplace incivility considering the gender of a leader who commits different incivility behaviors against an employee. Moreover, we posit that the type of incivility is also gendered. A sample of 547 workers (male and female) randomly played the roles of observers whereby they rated a scenario describing a leader (male or female) who publicly humiliates and openly doubts an employee’s judgment (overt incivility—agentic), or leaves out and pays little attention (covert incivility—communal) to an employee. The results indicate that male workers tolerated incivility less when role incongruence occurred, such as when male leaders used covert incivility. In contrast, female workers were consistently less tolerant when role congruence occurred with the leader’s gender, such as when male leaders were overtly uncivil. Furthermore, compared to males, female workers were more aware and less tolerant of incivility when a female leader was overtly or covertly uncivil. This paper provides empirical insights and fulfills an identified need to study how gender bias in workplace incivility can be enabled in organizations. The implications for practice can drive the development of prevention strategies within the field of management and human resources.

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.

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.    

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.

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.

Venturing for Others, Subject to Role Expectations? A Role Congruity Theory Approach to Social Venture Crowd Funding

2021 ◽  
pp. 104225872110245
Author(s):  
Aaron H. Anglin ◽  
Christopher Courtney ◽  
Thomas H. Allison
Keyword(s):  
White Men ◽  
Role Expectations ◽  
Theory Approach ◽  
Social Entrepreneurs ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Color Experience ◽  
Social Venture ◽  
Scant Attention ◽  
Congruity Theory

Scant attention has been paid to the differences in fundraising for social versus commercial ventures. We adopt a role congruity theory perspective to argue that because women and people of color are more congruent with role expectations attributed to social entrepreneurs, they experience better fundraising performance when raising crowdfunded capital for social ventures compared to commercial ventures. We then argue entrepreneur race heightens fundraising differences for men and women. Results indicate women experience better funding performance when funding a social versus commercial venture—an effect that is larger for women of color. Men of color experience worse performance when funding a social venture. We find no differences for White men.

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