Gender

Stereotypes
Sri Retno Purwaningsih 10574052
Reza Wattimena 10574053
Yohanes Ari Tri Sambodo 10574054
Arya Yudistira 10574057

final project for the Organizational Behavior course

at Chung Yuan Christian University Taiwan
2017
 Outline
I. Paper List
II. Papers Overview
2.1. Abstract
2.2. Introduction
2.3. Aim
2.4. Methodology
2.5. Results & Discussion
2.6. Conclusion
III. Suggestion Future Paper
IV. Q&A

2
 Paper List

I. Stereotype threat as a barrier to women entering

engineering careers. (Cadaret et al, 2016)
II. The Consequences of Gender Stereotypes in The
Work of Managers. (Mihalcova et al, 2015)
III. Gender differences in evaluation of new business
opportunity: A stereotype threat perspective. (Gupta
et al, 2014)

3
 1 Stereotype threat
as a barrier to
women entering
engineering careers

Abstract
Theory suggests that proximal contextual variables contribute
to women's under representation in STEM fields.
The findings add to the proximal contextual barriers
framework within Social Cognitive Career Theory by
uncovering the existence of negative relationships between
consciousness of discrimination due to group identity and
academic self-efficacy.
Promoting positive identity and constructive interaction with
the environment may support women's career development in
engineering fields.
4
 1 Stereotype threat
as a barrier to
women entering
engineering careers

Introduction
A total of 211 women undergraduate students majoring in engineering fields
responded to measures of stigma consciousness and stereotype vulnerability as
proxies for stereotype threat, along with measures of self-efficacy for coping
with barriers (CWB) and academic self-efficacy.
Stigma consciousness (in the form of awareness of sexism and negative attitudes
about women), but not stereotype vulnerability, negatively related to women's
confidence in their abilities to complete a college degree in a engineering major
field.
Examined:
relationships between stereotype threat as a proximal contextual variable and
academic self-efficacy.
the influence of self-efficacy for coping with educational barriers on those
relationships.
5
 1 Stereotype threat
as a barrier to
women entering
engineering careers

METHOD
Hypothesis 1.
Academic self-efficacy is negatively related to stereotype vulnerability and
stigma consciousness;
Hypothesis 2.
Coping efficacy is positively related to academic self-efficacy and negatively
related to stereotype vulnerability and stigma consciousness;
Hypothesis 3a.
Coping efficacy moderates the relationship between stereotype vulnerability
and academic self-efficacy;
Hypothesis 3b.
Coping efficacy moderates the relationship between stigma consciousness
and academic self-efficacy

6
 1 Stereotype threat
as a barrier to
women entering
engineering careers

RESULTS
Hypothesis 1 stated that academic self-efficacy would relate
negatively to stereotype vulnerability and stigma
consciousness.
Hypothesis 2 stated that coping efficacy would relate
positively to academic self-efficacy and negatively to
stereotype vulnerability and stigma consciousness.
Hypothesis 3a stated that coping efficacy (CWB) would
moderate the relationship between stereotype vulnerability
(SVS) and academic self-efficacy (AM-S).
Hypothesis 3b stated that coping efficacy would moderate
the relationship between stigma consciousness (SCQ) and
academic self-efficacy.
Testing for Hypotheses 3a3b consisted of forming an
interaction term in PROCESS (Hayes, 2016) from the 7
 1 Stereotype threat
as a barrier to
women entering
engineering careers

Conclusion
Results of the present study offer the use of stigma consciousness as a
personal and contextual barrier regarding sex discrimination within an
SCCT model.
Because high levels of stigma consciousness result in greater
incidence of stereotype threat effects (Brown & Pinel, 2003),
stigma consciousness may represent an important variable that
identifies vulnerability to
influence of stereotype threat in real-world contexts for women in
engineering.
In the present study, self-efficacy for coping with educational barriers
demonstrated an important individual differences variable for
overcoming negative stereotypes that lower self-efficacy.

8
2 The Consequences
of Gender
Stereotypes in The
Work of Managers

Abstract
Gender inequality remains a significant factor affecting the
status of men and women in society, despite some progress,
thanks to the measures that have been introduced in recent
years.
Normally we look at the men that they are leaders, they are
ambitious, rational and logical-thinking.
Women managers take care of the family reduces their
opportunities to succeed in recruiting managerial position.
Often stereotyped manager (man) receives rather a person of
the same sex as he is.

9
2 The Consequences
of Gender
Stereotypes in The
Work of Managers

INTRODUCTION
The main source of unequal representation of men and women in
managerial positions is the problem of harmonization of labor and family
requirements.
The statement that women have lower level of freedom due to their
family responsibilities has been accepted by as much as 2/3 of the
Europeans, representing 68% (European Commission, 2012).
Establishment of conditions for harmonizing their working and
professional lives by way of developing flexible forms of jobs and
providing other benefits
AIM
To analyze managerial positions in relation to gender stereotypes and
documenting higher representation of men in top management compared
to women
10
2 The Consequences
of Gender
Stereotypes in The
Work of Managers

RESULTS AND DISCUSSIONS

The labor market shows substantial inequality between men
and women in wages both in terms of branches and their
hierarchical position held in the society. Almost 86% of women
feel that their work is not appreciated to the same level as those
of the men, while as much as 69.57% of men hold the opposite
opinion, namely there is now difference in the remuneration.
The fact that 72.55% respondents feel equal opportunities for
posts and working positions made available by their companies
both for men and women can be regarded positively. As much
as 80.39% of the respondents work in companies taking
measures for harmonization of work with family.

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 2 The Consequences
of Gender
Stereotypes in The
Work of Managers CONCLUSION

All the hypotheses have been confirmed by the research :

The existence of stereotypes is still of substantial influence within a society.
Women compared to men have experienced a much larger number of unpaid
amounts of work. They are also restrained by their families to which both
their private and working lives have to be adapted. The stereotypes give rise
to several barriers women have to overcome after having been appointed
into a top management position.
Women are often underestimated, and often they fail to put out extra effort to
achieve the highly appreciated goal. Family turned out to be the most obvious
barrier for women plus the majority of men in those positions as the labour
market set more likely for men than women, not to mention the already cited
barriers of other kinds.
The problem of effort-reward commensurability becomes very important for the
human resources to be utilized more effectively thereby achieving higher
productivity. 12
3 Gender differences in
evaluation of new
INTRODUCTION
business opportunity:
a stereotype threat
perspective

Entrepreneurship is activities associated with

bringing to fruition ideas for new means,
ends, or meansend relationships to sell novel
goods and services at greater than their costs
of production (Venkataraman, 1997).
The entrepreneur role is often characterized
as being masculine (bold, risk taking, and
aggressive), thus women's participation in
entrepreneurship is considerably lower than
men in almost all societies.
This study draws on stereotype threat theory
to explore differences between men and
women on evaluation of new business 13
3 Gender differences in
evaluation of new
business opportunity:
a stereotype threat
HYPOTHESES
perspective

Business
Opportunity
Gender Evaluation
Hypothes
Stereotypical
es
Information
Men Women

1 n/a ++ +
2a ++ +
Masculine
2b +
3a + ++
Feminine
3b +
4 Neutral + +
14
3 Gender differences in
evaluation of new
METHODS
business opportunity:
a stereotype threat
perspective

2 experiments were carried out, in Turkey and United

States.
Samples:
Turkey : 279 students (128 M, 132 W, 19 U), age of
18-24, avg. GPA of 2.63 with 6 month work
experience.
US : 301 respondents (50% M), avg. age of 32, 10
years work experience, 42% public sector, 25%
retails & services, 73% national avg. income,
40% passed undergraduate, 77% Caucasian,
47% lived in Eastern Time Zone.
Procedures:
1. Respondents were given articles about potentially
profitable business opportunity.
15
2. Ask their general evaluation of the business
3 Gender differences in
evaluation of new
business opportunity: RESULTS
a stereotype threat
perspective

Turkey US

From the figure above, we can say that the results were
generally supportive of the hypotheses.

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 Suggestion
Future Paper

Abstract
Gender inequality remains a significant factor
affecting the status of men and women in society,
despite some progress, thanks to the measures that
have been introduced in recent years.
Normally we look at the men that they are leaders,
they are ambitious, rational and logical-thinking.
Women managers take care of the family reduces
their opportunities to succeed in recruiting
managerial position.
Often stereotyped manager (man) receives rather a
person of the same sex as he is.

17
 Conclusion

Abstract
Gender inequality remains a significant factor
affecting the status of men and women in society,
despite some progress, thanks to the measures that
have been introduced in recent years.
Normally we look at the men that they are leaders,
they are ambitious, rational and logical-thinking.
Women managers take care of the family reduces
their opportunities to succeed in recruiting
managerial position.
Often stereotyped manager (man) receives rather a
person of the same sex as he is.

18