The effects of emotions on the associations between stereotypical characteristics of successful and unsuccessful leaders and evaluations of their performance (doi:10.21950/VJADUC)

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The effects of emotions on the associations between stereotypical characteristics of successful and unsuccessful leaders and evaluations of their performance

doi:10.21950/VJADUC

e-cienciaDatos

2018-04-03

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García-Ael, Cristina; Recio, Patricia; Cuadrado, Isabel; Molero, Fernando, 2018, "The effects of emotions on the associations between stereotypical characteristics of successful and unsuccessful leaders and evaluations of their performance", https://doi.org/10.21950/VJADUC, e-cienciaDatos, V1

The effects of emotions on the associations between stereotypical characteristics of successful and unsuccessful leaders and evaluations of their performance

doi:10.21950/VJADUC

García-Ael, Cristina (https://ror.org/02msb5n36)

Recio, Patricia (https://ror.org/02msb5n36)

Cuadrado, Isabel (https://ror.org/003d3xx08)

Molero, Fernando (https://ror.org/02msb5n36)

2015-03-01

SPSS

AMOS

e-cienciaDatos

Admin, Dataverse

Admin, Dataverse

2018-03-19

https://doi.org/10.21950/VJADUC

Ciencias sociales, Stereotypes, Emotions, Gender, Leadership, Failure, Social Psychology

This study investigated how emotions (admiration; envy; contempt) mediated the relationship between the stereotypes (competence; warmth) ascribed to successful and unsuccessful male and female leaders working in male- and female-dominated sectors (technology and health respectively) and evaluations of performance. Multiple-Group Structural Equation Modelling was used to analyse data from 956 workers. We found that in other sex-dominated environments leaders’ perceived competence (directly) and warmth (indirectly through admiration) were associated with more positive evaluations of performance than in same sex-dominated environments regardless of their company’s success. Moreover, successful, competent female leaders exhibiting little warmth in a female-dominated environment elicited envy, and hence negative evaluations. The results are discussed in terms of the Stereotype Content Model and its extension, the Behaviours from Intergroup Affect and Stereotypes (BIAS) Map, as well as role congruity theory. <bold>Keywords</bold>: stereotypes; emotions; gender; leadership; failure.

2014-09-01-2014-12-01

Spain

Participants who provided incomplete personal data or had not been in paid employment were excluded from the analyses (n = 321). Variables were created according to the Stereotype Content Model (Fiske et al. 2002), that is, Competence, warmth, admiration, envy and disgust. We developed separate models for successful and unsuccessful performance. For this reason, the General file was divided into two subfiles depending on the condition (success vs. failure). Finally, Structural Equation Modelling (SEM) using AMOS was used to analyse data. Before SEM we assessed the normality of the frequency distributions of responses to the various scales and removed multivariate outliers.

This study investigated how emotions (admiration; envy; contempt) mediated the relationship between the stereotypes (competence; warmth) ascribed to successful and unsuccessful male and female leaders working in male- and female-dominated sectors (technology and health respectively) and evaluations of performance. Nine hundred fifty-six Spanish workers from a variety of different economic sectors and ranging in age from 18 to 75 years participated the study. Participants were recruited by e-mail (and remainder mails) (response rate = 76.3%). They registered for the study online and completed the consent form before responding to the experimental questionnaire. Participants were randomly assigned to one of eight experimental conditions (situation: success; failure; company type: technology vs. health; sex of leader: male; female).

Cuadrado, I., García-Ael, C., & Molero, F. (2015). Evaluations of real and ideal manager. Scandinavian Journal of Psychology, 56, 236-244. doi:10.1111/sjop.12 http://files.isabelcuadradoual.webnode.es/200000065-362de37280/Scandinavian_final%20.pdf

doi:0.1111/sjop.12187

Cuadrado, I., García-Ael, C., & Molero, F. (2015). Evaluations of real and ideal manager. Scandinavian Journal of Psychology, 56, 236-244. doi:10.1111/sjop.12 http://files.isabelcuadradoual.webnode.es/200000065-362de37280/Scandinavian_final%20.pdf

García-Ael, C., Cuadrado, I., & Molero, F. (2012). Think manager – Think male vs. Teoría del Rol Social: ¿cómo percibimos a hombres y mujeres en el mundo laboral? Estudios de Psicología, 33, 347-357.

García-Ael, C., Cuadrado, I., & Molero, F. (2012). Think manager – Think male vs. Teoría del Rol Social: ¿cómo percibimos a hombres y mujeres en el mundo laboral? Estudios de Psicología, 33, 347-357.

García-Ael, C., Cuadrado, I., & Molero, F. (2012). García-Ael, C., Cuadrado, I., & Molero, F. (2012). Think Manager–Think Male in Adolescents and its Relation to Sexism and Emotions in Leadership. Spanish Journal of Psychology, Published online. doi 10.1017/sjp.2013.88

doi:10.1017/sjp.2013.88

García-Ael, C., Cuadrado, I., & Molero, F. (2012). García-Ael, C., Cuadrado, I., & Molero, F. (2012). Think Manager–Think Male in Adolescents and its Relation to Sexism and Emotions in Leadership. Spanish Journal of Psychology, Published online. doi 10.1017/sjp.2013.88

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Failure_Technology vs. Health.csv

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Success-Failure_Technology vs. Health.pdf

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