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首页> 外文期刊>Frontiers in Psychology >Endorsing and Reinforcing Gender and Age Stereotypes: The Negative Effect on Self-Rated Leadership Potential for Women and Older Workers
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Endorsing and Reinforcing Gender and Age Stereotypes: The Negative Effect on Self-Rated Leadership Potential for Women and Older Workers

机译：认可和加强性别和年龄的陈规定型：对妇女和老年工人的自我评价领导潜力的负面影响

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Previous research has examined the impact of stereotypes on outcomes such as career progression and hiring decisions. We present a novel approach to examine the role of stereotypes in predicting self-rated leadership potential across gender and age groups. This research sheds light on the impact of leadership-incongruent and detrimental stereotypes about one's gender and age, for women and older workers, on self-ratings of leadership potential. Across three studies (total N = 640), correlational and experimental evidence shows differential effects of stereotypes about women (vs. men) and older (vs. younger) people on self-ratings of their own leadership potential. Results suggest that both gender and age stereotypes affect older workers more than their younger counterparts (Study 1). Specifically, effects on self-rated leadership potential at the intersectional level show that endorsement of stereotypes has opposite effects on older women to younger men (Study 1). Furthermore, stereotyped workplace cultures impacted women's and older worker's perceptions of job fit (Studies 2 and 3), also extending to job appeal for older workers (Study 3). Results are discussed in terms of career implications for both women and older workers, with a particular focus on older women, whose intersecting identities are leadership stereotype-incongruent.
机译：以前的研究发现了刻板印象对职业发展和雇用决策等结果的影响。我们提出了一种新颖的方法来审查刻板印象在预测性别和年龄组的自我评价领导潜力方面的作用。这项研究揭示了领导力 - 不一致和不利的刻板印象对一个人的性别和年龄的影响，对妇女和老年人的性别和年龄的影响，对领导潜力的自我评级。在三项研究中（总N = 640），相关性和实验证据表明了刻板印象关于妇女（与男性）和老年人（与年龄）的差异影响的差异效应对自身领导潜力的自我评级。结果表明，两种性别和年龄的陈规定型观念比较年轻的同行（研究1）影响老年工人。具体而言，对交叉级别的自我评价的领导潜力的影响表明，刻板印象的认可对年龄较大的男性对年轻男性的影响相反（研究1）。此外，陈规定型工作场所文化影响妇女和老年人的工作契合（研究2和3）的看法，也延伸到老年工人的职位上诉（研究3）。结果是在妇女和老年工人对职业生涯的影响方面讨论的，特别关注年长妇女，其相交的身份是领导态度 - 不一致。

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