eprintid: 10155811
rev_number: 9
eprint_status: archive
userid: 699
dir: disk0/10/15/58/11
datestamp: 2022-09-16 08:55:45
lastmod: 2022-09-16 08:55:45
status_changed: 2022-09-16 08:55:45
type: article
metadata_visibility: show
sword_depositor: 699
creators_name: Danbold, Felix
creators_name: Bendersky, Corinne
title: Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors
ispublished: inpress
divisions: C05
divisions: F49
divisions: B04
divisions: UCL
keywords: Social Sciences, Psychology, Applied, Management, Psychology, Business & Economics, gender, diversity, leadership, followership, group prototypes, LEADERSHIP EFFECTIVENESS, GROUP PROTOTYPICALITY, FOLLOWERSHIP, GENDER, DISCRIMINATION, CATEGORIZATION, PERSONALITY, SALIENCE
note: This version is the author accepted manuscript. For information on re-use, please refer to the publisher’s terms and conditions.
abstract: Despite decades of efforts, many organizations still have sexist supervisors—those in supervisory positions who define their profession by primarily stereotypically masculine features. As a result of their “masculine” professional prototypes, sexist supervisors see their work as a “man’s job” in which women cannot succeed. Research suggests that one problem posed by sexist supervisors is that they may pass their biased views on to subordinates who endorse them as leaders. To make this less likely, we test in two experiments (N = 1,879) a strategy to reduce subordinates’ endorsement of sexist supervisors. We do this by encouraging subordinates to see themselves as low in perceived professional prototype alignment (PPPA)—the extent to which a subordinate perceives their supervisor to share their beliefs about what it means to be a member of their profession—with sexist supervisors. Specifically, encouraging subordinates’ to hold less masculine, more “balanced” professional prototypes, in which they see stereotypically feminine attributes as equally important to the job as stereotypically masculine ones, reduces PPPA with sexist supervisors. Lowering PPPA, in turn, reduces supervisor endorsement, even after accounting for the effects of other established mechanisms of supervisor endorsement. This research sheds new light on the psychology of followership and offers a new way to curb gender bias from the bottom up
date: 2022-07-28
date_type: published
publisher: American Psychological Association (APA)
official_url: https://psycnet.apa.org/doi/10.1037/apl0001038
oa_status: green
full_text_type: other
language: eng
primo: open
primo_central: open_green
verified: verified_manual
elements_id: 1967807
doi: 10.1037/apl0001038
medium: Print-Electronic
pii: 2022-86136-001
lyricists_name: Danbold, Felix
lyricists_id: FDANB35
actors_name: Danbold, Felix
actors_id: FDANB35
actors_role: owner
full_text_status: public
publication: Journal of Applied Psychology
pages: 11
event_location: United States
citation:        Danbold, Felix;    Bendersky, Corinne;      (2022)    Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors.                   Journal of Applied Psychology        10.1037/apl0001038 <https://doi.org/10.1037/apl0001038>.    (In press).    Green open access   
 
document_url: https://discovery.ucl.ac.uk/id/eprint/10155811/2/Danbold_%26%20Bendersky%20%282022%29.pdf