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Using Schein’s Descriptive Index (SDI), this paper aims to first examine gender role stereotypes and requisite managerial characteristics among Irish business students over a 10-year period. Then, the paper investigates whether there have been changes in gender role stereotypes during this period and subsequently unpack the reasons behind any changes recorded.

In total, 1,124 students from the same business student population rated men, women and managers in general, using SDI. Data was collected first during the academic year 2008–2009 and again in 2018–2019 to determine stability or change in gender role stereotypes and requisite managerial characteristics. Intraclass correlation coefficients scores were computed to determine the relationship between gender and requisite managerial characteristics and identify differences and similarities between the two samples. To explore the content of gender stereotypes, an examination of the specific descriptive items was conducted by performing a factorial analysis using Duncan’s Multiple Range Test. Finally, the authors adapted the scales developed by Duehr and Bono (2006) to determine whether broad gender stereotypic characteristics with respect to communal and agentic, attributed to men, women and managers, differ by sample.

The overall findings indicate changes in the extent of gender role stereotyping of the managerial role among the male cohorts studied. The subsequent analysis of the descriptive items identified that the change among the male cohort is due to the levels of agency they perceive women to now possess.

The authors contribute to the literature on both gendered and managerial stereotypes by showing changes in the pro-male stereotype of the managerial role and contribute to the existing debate on a shift towards a more androgynous view of leadership.

These findings help understand the content of gender role stereotypes that recent graduates bring with them to their first job post-graduation. The observed changes in the level of agency ascribed to women by their male counterparts could prove to be an important step forward for women’s advancement to managerial positions.

The findings indicate that both male and female cohorts in Sample 2 perceived men and women in general to possess the same levels of communal and agentic traits as their managerial counterparts.

This paper aims to extend the traditional conceptualization of localization, which has largely focused on recruitment, by examining “employability” and “retention” as crucial determinants of localization success.

Using survey data from local (Emirati) employees in private sector organizations in the United Arab Emirates (UAE), the authors develop a holistic model of localization and test the relationships between stereotypes, organizational socialization, employability and retention outcomes, using Smart-PLS.

Among the main findings are the significant influence of stereotypes on organizational socialization (OS) experiences of Emirati employees, with a negative relationship between “work ethics stereotypes” and perceptions of OS experiences. Strong evidence is also found for the indirect effects of OS experiences on retention of Emirati employees, mediated by employability.

This study contributes to the literature on localization by examining the relationships between key variables not examined together in previous research. In terms of limitations, the cross-sectional nature of the study prevents the identification of direction of causality among these relationships. Since employee integration, as part of localization efforts, is a gradual process, future research should include longitudinal studies.

Employability has emerged as a significant challenge for organizations and governments working to implement successful localization initiatives. This study’s findings highlight several opportunities for organizational and governmental policy interventions to support successful localization.

The authors’ holistic model extends localization literature by providing evidence for the role of stereotypes and employability as key constructs to be examined along with OS experiences and retention.

The purpose of the current study is to investigate occupational stereotypes among a professional sample of recruiters and other employees on the two fundamental dimensions of warmth and competence.

The authors conducted a survey to collect professionals´ (mostly recruiters´) ratings of preselected occupations. Participants were asked to rate warmth and competence attributes. Factor and cluster analysis were employed to investigate the two-dimensional structure of the warmth/competence space and how and whether occupations cluster as predicted by the stereotype content model (SCM).

Almost all occupations showed a clear two-factorial structure, corresponding to the warmth/competence dimensions. A five-cluster solution was deemed appropriate as depicting how occupations disperse on these dimensions. Implications for stereotyping research, the design of hiring discrimination experiments, and HRM are discussed.

In contrast to previous related research, in which participants select the included occupations themselves, the authors included prespecified common occupations, which should be important for representativeness. In addition, previous research has been conducted in the United States, while the authors conduct this study in a European context (Sweden). Finally, instead of studying students or participants with unspecified work experience, the authors focus on professionals (mostly recruiters).

This paper aims to draw from the stereotype content model (SCM) to investigate the mediating role of country-triggered emotions on the relationship between country stereotypes and intentions to visit a country as well as the boundary conditions under which such mediation occurs.

Two-hundred and eighty-three consumers participated in a between-subjects, Web-based study conducted in Hungary. Participants were randomly exposed to one out of six countries that are among the most popular tourist destinations for Hungarian consumers. Moderated-mediation analysis was performed to test the research hypotheses.

Country stereotypes of competence and warmth positively influence country-related emotions of admiration which, subsequently, transfer to consumer intentions to visit the focal country as a tourism destination. This mediation is moderated by consumers’ extraversion, such that intentions to visit are greater for highly extraverted consumers.

Policymakers should take into consideration both the country stereotype and related emotions triggered by this stereotype when developing and promoting the country destination brand. Practitioners should also consider extraversion as a potential personality-based segmentation and targeting variable when communicating a country as a destination brand.

This study delineates the link between country stereotype and affective responses to this stereotype, thus further adding to our understanding of the role that emotions play in determining tourism behavior. It also highlights the role of the personality trait of extraversion as a moderating influence on the stereotype-emotions-visit intentions link.

The purpose of this paper is to examine stability and change in the linkage between gender and managerial stereotypes over a five-decade period.

Samples from two populations (n = 2347) described a “good manager” on an instrument that assessed masculinity and femininity during each of the past five decades.

Good-manager descriptions exhibited a decreasing emphasis on masculinity and increasing emphasis on femininity over time, culminating in an androgynous profile, or a balance of masculine and feminine traits, for each population in the most recently collected data.

Although women face systemic barriers in the managerial ranks of organizations, a change in managerial stereotypes to an androgynous rather than masculine profile would represent one less barrier for them to overcome.

If managers come to be held to an androgynous standard in their behavior regardless of their gender, there would be a more level playing field for candidates for open managerial positions, rather than one tilted in favor of men.

The analysis of data from samples of the same population types using the same measures systematically over five decades, and the provocative finding of an androgynous profile of a good manager in the most recently collected data, are original contributions to the literature.

Existing research on demographic stereotypes of employees suggests that ethnicity and gender are important determinants of consumer perceptions and behaviors. Based on the Stereotype Content Model and the Role Congruity Theory, the purpose of this paper is to examine the effect of ethnicity and gender stereotypes on management-level service failures in a US context.

Adopting a 2 (ethnicity: Caucasian vs Hispanic) × 2 (gender: male vs female) between-subjects design, two studies were conducted with US consumers to test whether a double whammy effect of ethnicity and gender exists for management-level, but not line-level, service failures.

The results of this study suggest that Hispanic female managers suffer from a double whammy effect due to ethnic and gender-based stereotyping in the USA. Furthermore, the findings indicate that the serial mediation via competence perceptions and blame attributions are the underlying psychological mechanism of this effect. As predicted, occupational status functions as a boundary factor to the double whammy effect.

The findings of this paper contribute to the service management literature by examining the role of demographic characteristics in influencing US consumers’ responses to management-level service failures.

The purpose of this paper is to explore the effect of cuteness and cool on the perceived quality of digital products, the mediating effect of brand perception (warmth and competence) and the moderating effect of the individual perception level.

This paper utilizes experimental design and survey methods to collect data and the ANOVA, independent sample t-test and bootstrap analysis methods to verify the assumed hypotheses.

Studies 1 and 2 demonstrate that cuteness (vs cool) is more likely to promote the perception of brand warmth (vs competence), and the brand perception plays a mediating role between cuteness (cool) and the perceived quality. Study 3 replicates the findings of Study 2 and indicates that people with high-cuteness (vs low-cuteness) perception are the same to perceive the brand warmth to promote the perceived quality of digital products, but people with high-cool (vs low-cool) perception are more likely to perceive the brand competence to promote the perceived quality of digital products.

Based on the conclusions in this paper, marketers could emphasize the cool information of digital products in advertisements to promote the perceived quality to promote younger consumers' willingness to pay (WTP). Furthermore, firms could shape warm brand images by the perception of cuteness because cuteness is positively associated with the warmth of brand perception (e.g. the logo of Three Squirrels, a Chinese nut business brand that consists of three cute squirrels).

From a theoretical standpoint, this paper contributes to the brand perception when consumers accept product information with the characteristics of cuteness or cool. Second, a model of perceived quality of digital products is built based on the stereotype content theory. Third, this paper considers individual perception levels on cuteness and cool as the boundaries to conduct further conceptual model.

This study aims to investigate the role of destination brand stereotypes in predicting destination brand attachment (DBA).

Using survey data from 612 Indonesian respondents, the conceptual framework is tested by applying structural equation modeling analysis.

The results show that the four components of destination branding contribute to DBA through brand stereotypes.

Based on the stereotype content model, this study explores how two cognitive (i.e. brand awareness and perceived quality) and two affective (i.e. ideal self-congruence and enduring culture involvement) components build destination brand stereotypes, which in turn increase DBA.

The purpose of this paper is to highlight the ways gender influenced the 2016 presidential election, as well as ways in which the USA might progress to become a more gender-egalitarian nation.

Drawing on a combination of voter data, psychological theories – including sexism, social role theory, stereotype content model, group status threat, and system justification theory – and opinions, this paper explores the factors that drove the 2016 presidential election outcome.

This paper asserts that while there were reasons other than gender that people voted the way they did in the 2016 presidential election, these reasons were ancillary to the role that gender bias and stereotypes played. It concludes with a call to action, arguing that: more women need to enter into politics, each of us must recognize our own and make others aware of their overt sexism and subtle biases, the public must acknowledge and change the often double standards that exist for women but not men, and we must realize that a win for women is also often a win for men.

The value lies in introducing a social psychological lens focused on gender to the 2016 presidential election. This paper combines data, theory, and broader opinions to present a compelling perspective on the election in a way that, to our knowledge, has not been done before.

Gender is at core a group process because people use it as a primary frame for coordinating behavior in interpersonal relations. The everyday use of sex/gender as cultural tool for organizing social relations spreads gendered meanings beyond sex and reproduction to all spheres of social life that are carried out through social relationships and constitutes gender as a distinct and obdurate system of inequality. Through gender's role in organizing social relations, gender inequality is rewritten into new economic and social arrangements as they emerge, contributing to the persistence of that inequality in modified form in the face of potentially leveling economic and political changes in contemporary society.