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The purpose of this research is to develop and validate a new gender role stereotypes scale intended to be a short, effective, and modern measure of gender role attitudes.

A total of 800 participants completed an online survey, with 546 completing a second survey one week later. Recommended scale development procedures were utilized throughout in order to design and test the proposed instrument.

Item analyses determined a final set of most effective items, while exploratory and confirmatory factor analyses provided support for the eight‐item, two‐dimensional (female stereotypes, male stereotypes) scale (Gender Role Stereotypes Scale – GRSS). Additionally, internal consistency and test‐retest reliabilities were acceptable, as was the construct‐related validity. This study also finds that gender role stereotypes are best examined as a two‐factor construct (male, female), rather than conceptualized as two poles of a unidimensional continuum.

The GRSS has advantages over similar measures, including that it assesses attitudes toward both men and women with only eight items, and includes items that are easily understandable, cross‐culturally appropriate, and modern. Practitioners can use the GRSS to assess potential gender role stereotypes held by management. If managers are found to have highly traditional gender role stereotypes, organizations may be able to intervene before stereotypes affect performance ratings or task assignments.

This paper yields an updated and sound measurement scale to replace outdated scales assessing similar constructs and/or assessing only one gender role stereotype (male or female, versus both). The GRSS allows for the parsimonious, comprehensive, and effective measurement of gender role stereotypes in research and practice alike.

The purpose of this paper is to describe how gender stereotypes and self-stereotypes of Danish managers vary among managers at different job levels, from lower level managers to CEO level, in a large survey of Danish private-sector managers.

This study is explorative. Measures of stereotypes and self-stereotypes are constructed and analyzed with regressions models that control for a large number of individual and firm characteristics.

The results document significant gender differences in stereotyping among managers. Male managers have significantly more masculine stereotypes of successful leaders, and they rate themselves higher on masculine traits than female managers. For CEOs, the picture is different. Stereotypes do not differ by gender and female CEOs have more pronounced masculine stereotypes than female managers at lower levels. Female managers at the age of 50 are the least gender stereotyping managers. Younger female managers have significantly more masculine stereotypes about the role as a successful leader.

This study is based on cross-sectional data and does not claim to uncover causal relationships.

The results suggest that gender stereotypes and self-stereotypes among Danish private-sector managers are not going to change quickly indicating that new government policies with more focus on gender equalization and affirmative actions are called for.

Most earlier studies of stereotypes concerning female managers are based on studies of samples drawn from the general population or consisting of students. This study makes use of a large sample of managerial employees from all levels of the corporate hierarchy in different types of firms.

This paper aims to the precise critical interpretation of gender roles portrayed in the three selected TV advertisements shown in Bangladesh.

The analysis begins with the theoretical framework of gender roles analysis here in this paper: Goffman’s gender stereotypes hypothesis which is used to identify and analyse the thematic features present in the ads. After critically examining the hypothesis, Kress and Van Leeuwen’s systemic functional analysis framework is used to analyse the semiotic feature to interpret the signs and symbols. After that, Fairclough’s stylistic analysis of discourse analysis is used to find out these features in the advertisements to search the cultural, political implications. Finally, the paper uses Pope’s The Rape of the Lock and it is Cultural-Ecofeminist Analysis of Francois d’Eaubonne.

This paper tries to connect with the above-mentioned frameworks from a contextual point of view to predict the future progression of the gender representations and their implications in the coming years to check whether the changes in gender roles are reflected in the society or not.

Both in houses and workplaces, women empowerment, more female entrepreneurs in the working forces will bring out a change in the minds of people about the stereotypes and make more women inclusive and the women-friendly environment in Bangladesh and South Asian Countries.

The purpose of this paper is to reveal implicit occupational gender stereotypes for 12 different occupations in Turkey.

Using a sample of 954 Turkish university students, this study aimed to explore which jobs are implicitly perceived to be masculine and which jobs are implicitly perceived to be feminine. The role of the respondents’ sex, the place where they grew up (metropolitan or rural) and the information level about the occupation (job title or job description) on occupational gender stereotypes were also tested. Gender stereotypes were assessed using a hypothetical scenario method, which provides an opportunity to reveal implicit information processing. Chi Square and t-test were used in hypothesis testing.

Consistent with the circumscription and compromise and the social role theory, as expected, the findings of the current study provided additional support about occupational gender stereotypes showing that job titles are strongly effective vehicles to communicate gender stereotypes for Turkish university students.

Using implicit measures of information processing and offering findings from a completely different cultural background (Turkey) constitutes the original contribution of this work.

Entrepreneurship, which traditionally has been a male occupation, still attracts fewer women than men. Challenging gender stereotypes within entrepreneurship is one avenue to increase women's entrepreneurial intention and promote women entrepreneurship. This study adapts the “think manager – think male” leadership perspective to the entrepreneurship context and explores gender stereotype's implications for both entrepreneurial intention and motivation to become an entrepreneur.

A total of 902 Spanish non-entrepreneurs, both male and female, were randomly asked about the representation of successful entrepreneurs (no-gender-mention), successful men entrepreneurs or successful women entrepreneurs (reduced stereotype threat condition vs no-gender-mention or men entrepreneurs' conditions). Then, female participants' entrepreneurial intention, its antecedents (i.e. attitudes toward entrepreneurship, subjective norms and entrepreneurial self-efficacy) and necessity vs opportunity motivation were measured and compared to their male counterparts' scores in those three conditions.

Female participants reported higher entrepreneurial intention, self-efficacy and opportunity motivation when assigned to the successful women entrepreneurs' condition. Younger participants – compared to older ones – also exhibited higher entrepreneurial intention and opportunity motivation, more positive attitudes toward entrepreneurship and higher scores in subjective norms. Furthermore, findings suggest a woman entrepreneur seems to be less accessible (or more counter-stereotypical) to male participants than to female participants and, thus, the “think entrepreneur – think male” bias is more noticeable in male participants. Therefore, reducing negative stereotype threat for women in entrepreneurship may increase women's entrepreneurial career aspirations. This is of utmost importance to optimize training courses and mentoring programs to strengthen women's self-efficacy in their entrepreneurial skills and capabilities.

This study contributes to the literature about gender, entrepreneurial intention and motivation by adapting a leadership paradigm (“think manager – think male”) to entrepreneurship (“think entrepreneur – think male”). These findings shed new light on the antecedents of entrepreneurial intention and motivation and have implications for policy measures. Acknowledging that exposure to successful women entrepreneurs as role models potentially facilitates entrepreneurship among women, governments should provide tailor-made incentives and support for women entrepreneurs in the form of awareness raising, networking and in the mass media.

Entrepreneurship is shaped by a male norm, which has been widely demonstrated in qualitative studies. The authors strive to complement these methods by a quantitative approach. First, gender role stereotypes were measured in entrepreneurship. Second, the explicit notions of participants were captured when they described entrepreneurs. Therefore, this paper aims to revisit gender role stereotypes among young adults.

To measure stereotyping, participants were asked to describe entrepreneurs in general and either women or men in general. The Schein Descriptive Index (SDI) for characterization was used. Following the procedures of Schein (1975), intra-class-correlation was calculated as a measure of congruence. This approach was complemented by controlling explicit notions, i.e. the image that participants had when describing entrepreneurs.

The images of men and entrepreneurs show a high and significant congruence (r = 0.803), mostly in those adjectives that are untypical for men and entrepreneurs. The congruence of women and entrepreneurs was low (r = 0.152) and insignificant. Contrary to the participants’ beliefs, their explicit notions did not have any effect on measures of congruence. However, young adults who knew business owners in their surroundings rated the congruence of women and entrepreneurs significantly higher (r = 0.272) than average.

This study is unique in combining “implicit” stereotypes and explicit notions. It demonstrates that gender stereotypes in entrepreneurship are powerful. The image of the entrepreneur remains male, independent of explicit notions. As young adults who knew business owners in their surroundings rated the congruence of women and entrepreneurs higher, this could be a starting point for education programmes.

IT security compliance is critical to the organization’s success, and such compliance depends largely on IT leadership. Considering the prevalence of unconscious gender biases and stereotyping at the workplace and growing female leadership in IT, the authors examine how the internalization of stereotype beliefs, in the form of the employee’s gender, impacts the relationships between leadership characteristics and IT security compliance intentions.

A controlled experiment using eight different vignettes manipulating Chief Information Officer (CIO) gender (male/female), Information Technology (IT) expertise (low/high) and leadership style (transactional/transformational) was designed in Qualtrics. Data were gathered from MTurk workers from all over the US.

The findings suggest that both CIOs' and employees' gender play an important role in how IT leadership characteristics – perceived expertise and leadership style – influence the employees' intentions and reactance to comply with CIO security recommendations.

This study's findings enrich the security literature by examining the role of leadership styles on reactance and compliance intentions. They also provide important theoretical implications based on gender stereotype theory alone: First, the glass ceiling effects can be witnessed in how men and women employees demonstrate prejudice against women CIO leaders through their reliance on perceived quadratic CIO IT expertise in forming compliance intentions. Secondly, this study's findings related to gender role internalization show men and women have a prejudice against gender-incongruent roles wherein women employees are least resistive to transactional male CIOs, and men employees are less inclined to comply with transactional female CIOs confirm the findings related to gender internationalization from Hentschel et al. (2019).

This study highlights the significance of organizations and individuals actively promoting gender equality and fostering environments that recognize women's achievements. It also underscores the importance of educating men and women about the societal implications of stereotyping gender roles that go beyond the organizational setting. This research demonstrates that a continued effort is required to eradicate biases stemming from gender stereotypes and foster social inclusion. Such efforts can positively influence how upcoming IT leaders and employees internalize gender-related factors when shaping their identities.

This study shows that more work needs to be done to eliminate gender stereotype biases and promote social inclusion to positively impact how future IT leaders and employees shape their identities through internalization.

This study redefines the concept of “sticky floors” to explain how subordinates can hinder and undermine female leaders, thereby contributing to the glass ceiling effect. In addition, the study elucidates how gender roles shape employees' responses to different leadership styles through gender stereotyping and internalization.

Women play an essential role in entrepreneurship because they have been able to make social and economic contributions in many countries. However, women continue encountering numerous difficulties when engaging in entrepreneurial activities, particularly from a societal perspective. Therefore, it is necessary to study the underlying factors influencing women's entrepreneurial intentions that lead to their success in entrepreneurship. This study examines gender stereotype perceptions, perceived social support and self-efficacy in women's entrepreneurial intentions in Batik micro, small and medium enterprises (MSMEs) in West Java, Indonesia.

This study used a quantitative method by randomly distributing questionnaires to women entrepreneurs in the MSME sector in the batik craft industry in the Trusmi area, West Java, Indonesia. The research questionnaire was completed by 150 female entrepreneurs, and a structural equation model-partial least squares (PLS) was employed to examine the hypotheses proposed in this study.

The findings of this study revealed that gender stereotype perception and perceived social support have a positive and significant effect on self-efficacy. Gender stereotype perceptions affect women's entrepreneurial intentions, both directly and mediated by self-efficacy. Meanwhile, perceived social support has a significant effect on women's entrepreneurial intention only when it is mediated by self-efficacy.

This study presents empirical evidence on how gender stereotype perception, perceived social support and self-efficacy affect women's entrepreneurial intentions and establishes a novel conceptual framework for women's entrepreneurship in emerging economies. This study provides academic and practical implications by identifying the entrepreneurial intentions of women who have carried out entrepreneurial activities. This study also provides direction for policymakers to encourage women's entrepreneurial intentions.

This is the first of a three-part paper exploring the intersection between sex, gender and leadership in the UK Civil Service. The purpose of this paper is to introduce research by the authors into differences in the behaviour of men and women managers in the UK Civil Service, differences in 360 degree assessments of these behaviours and variations in the behaviours and assessments in different organisational contexts. This part of the paper sets the scene, and provides a literature review and a series of conjectures, derived from this review.

This part of the paper outlines the training and development activities carried out by the authors and explains the target populations, the context in which managers operated and the part played by psychometric assessments in such activities. It then provides a literature review on the intersection of sex, gender and leadership. This looks at: the glass ceiling; leader preferences; gender stereotypes; gender stereotypes and leaders; attitudes towards women as leaders; leadership theories and gender stereotypes; sex differences in psychological traits; sex differences in leader behaviour and effectiveness. Finally, it presents a series of conjectures, derived from the literature review.

The literature review shows that the playing field that constitutes managerial ranks continues to be tilted in favour of men and behaviours associated with the male stereotype, despite what leadership theories and field evidence would suggest.

The research was also a by-product of the authors’ training and development work, not a purpose-built research programme to explain the “glass ceiling”. It relates to the UK Civil Service and may not be relevant in other contexts.

Later parts of the paper present prescriptions for minimising the impact of gender stereotypes, along with an evidence-based leadership framework. Training and development implications are presented. Findings are relevant to leaders, would be leaders and human resource professionals, including training and development specialists.

The vast majority of top leadership positions across the world are held by males rather than females. This prevents women from moving up the corporate ladder. This literature review describes the “glass ceiling” and explores what lies behind it.

Research on sex differences in behaviour, gender stereotypes and situational differences in both, in the UK Civil Service, are all original. Of particular importance is the new evidence-based framework of leadership competences.

The aims of this study are to identify and analyse prevalent gender roles and the persistence of sexist stereotypes among teachers in training in Spain, to determine the reasons for them and suggest solutions for eradicating sexist prejudices.

A gender role questionnaire was administered to 1260 workers from 54 different professions who were enrolled on a postgraduate training course to qualify as secondary education teachers. The instrument contained six variables for both quantitative and qualitative analysis: professional work, family (looking after children), feelings and emotions, household chores, body image and free time.

Household chores, looking after children and gender roles linked to body image were those most indicated by both men and women. It is concluded that men participate little in bringing up children and household chores and that women continue to shoulder the responsibility. Both are concerned about their body image, but women have little self-acceptance of and satisfaction with their bodies and a stronger sense of being judged by how they look. Gender stereotypes persist, despite extensive legislation in Spain since 2004.

The study has limitations deriving from its choice of convenience sampling. Although it includes participants from six Spanish autonomous communities, the number from each region is not very high. Nevertheless, the sample is representative of almost all branches of knowledge (54 professions). Another limitation concerns the images used in the research instrument as a data collection strategy insofar, as they could not be obtained from a data bank specific to the research subject but instead had to be found in databases of general images. It can be inferred that a data collection strategy without any danger of bias would be to encourage each participant to design their own images, reflecting their perceptions and auto-perceptions of gender roles and stereotypes. The fact that there were no pre-existing studies using this type of research instrument in education sciences was a handicap for the investigation. Despite these methodological limitations, the results of the study may serve as a basis for implementing specific future actions originating from any area – but especially from the area of education – aimed at teaching people about equal roles in order to eliminate sexist sterotypes. This research was carried out as part of the Proyecto Diseño y Atención a las Oportunidades de Género en la Educación Superior (Project on Design and Gender Equality of Opportunities in Higher Education) funded by the Vicerrectorado de Cooperación al Desarrollo (Office for University Cooperation for Development) at the University of Alicante (Spain).

Spanish legislation has not been able to promote significant changes in the performance of traditional gender roles or to eliminate sexist stereotypes that perpetuate imbalances between men and women. The ideal and prevalent model of a Spanish woman is still that of a “self-sacrificing mother”, responsible for the household chores and childcare. She must combine this first job with a second profession, and, in addition, she must have a “desirable physical image”. The study puts forward various possible solutions for reducing and/or eradicating sexist attitudes with the participation of different social agents and in particular through education. The investigation could be of use when carrying out specific cross-sectional interventions on the subject of gender equality with students on postgraduate teacher training courses, for the purposes of encouraging the elimination of stereotypes and strengthening the capacity for critical judgement, positive self-concept and self-esteem.

The study may be useful for carrying out specific and transversal university training interventions in postgraduate teacher training on gender equality aimed at promoting the elimination of stereotypes, the strengthening of critical judgement capacity, positive self-concept and self-esteem.