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The current studies examine the relationship between negotiation performance and negotiation self‐efficacy of both the focal negotiator and the negotiating counterpart. This paper seeks to further examine the possibility that these relationships are moderated by contextual ambiguity. It proposes that contextual ambiguity is asymmetrical with regard to gender: that a given situation is less ambiguous to the stereotype‐consistent gender and more ambiguous to the other gender.

Two negotiation cases are constructed. One was a feminine‐stereotyped situation and the other was a masculine‐stereotyped situation. Study participants negotiated one of the two cases. The primary statistical analysis was moderated regression analysis.

Results show that both focal negotiator self‐efficacy and counterpart self‐efficacy are significant predictors of focal negotiator performance. However, for both men and women, counterpart self‐efficacy had a stronger association with performance in negotiation situations of higher contextual ambiguity (stereotyped to the other gender) than in negotiation situations of lower contextual ambiguity.

In these studies, the paper responds to recent calls to include negotiation counterpart variables in negotiation research. Further, this study extends research regarding gender and negotiation performance by examining two previously unexplored topics: gender‐based asymmetrical contextual ambiguity and the moderation by gender of the relationship between negotiation self‐efficacy and negotiation performance.

Early research on sexism presumed the traditional model of prejudice as an antipathy. This research focused on negative stereotypes of women as less competent than men and hostility toward gender equality. More recently, sexism has been revealed to have a “benevolent” component; although it reflects positive beliefs about women, it also supports gender inequality by implying that women are weaker than men. In addition, although disconfirming stereotypes should provide women with a means of thwarting sex discrimination, recent research shows that even ambitious and successful women are punished for violating prescriptive stereotypes that assign them to subordinate roles.

Existing entrepreneurship literature has provided mixed evidence as to whether resource providers discriminate against female-led innovative start-up ventures in their resource commitment decisions either in terms of the likelihood or conditions of resource provision. While some studies revealed evidence indicative of negative discrimination against female entrepreneurs, others have provided evidence suggestive of positive discrimination. In light of these divergent findings, the purpose of this paper is to develop a more nuanced and integrative approach to studying gender biases in entrepreneurial resource provision with greater attention paid to both moderating contingency factors and mediating mechanisms.

The authors develop a conceptual model and empirically testable propositions describing whether, how and when entrepreneurial resource providers are likely to under-, over- and equivalue female-led innovative start-up ventures relative to equivalent male-led start-up ventures. The model applies not only to institutional or private investors as providers of financial capital to start-up ventures as discussed extensively in extant entrepreneurship literature but also to prospective employees as providers of human capital and prospective consumers as providers of money in exchange for an entrepreneurial product or service. The authors discuss the gender-typing of the entrepreneur's core product/service offering as a key contingency factor likely to moderate the proposed relation. The authors further delineate the importance of what they refer to as the “first”- and “second-order” mediating mechanisms underlying the hypothesized relation between resource provider evaluations of the male versus female founder-CEO, the attractiveness of his/her start-up venture and the (conditions of) resource provision to their start-ups.

Building on social-psychological theories of descriptive and prescriptive gender stereotypes and extant entrepreneurship literature, the authors establish that gender biases are likely to occur because of resource providers' perceptions of women entrepreneurs at the helm of male-typed start-up ventures to be less competent and agentic, as well as less warm and other-oriented than equivalent male entrepreneurs leading male-typed start-up ventures. The authors discuss the implications of such gender-biased evaluations for the application of stricter performance standards to female-led-male-typed start-up ventures and the likelihood and conditions of resource provision to their companies. The authors further discuss why and when female founder-CEOs of a female-typed (gender-neutral) start-up venture are likely to be overvalued (equivalued) compared to equivalent male founder-CEOs. The authors also develop propositions on additional contingency factors and mediators of the gendered evaluations of founder-CEOs and their start-up ventures, including resource providers' “second-order” gender beliefs, the high-cost versus low-cost resource commitment, individual differences in gender stereotyping and the perceived entrepreneurial commitment of the founder-CEO. The authors conclude by suggesting some practical implications for how to mitigate gender biases and discrimination by prospective resource providers.

Discussing the implications of descriptive and prescriptive gender stereotypes on evaluative decisions of entrepreneurial resources providers, this study advances not only the women's entrepreneurship literature but also the more-established scholarship on the role of gender stereotypes for women's advancement opportunities in the corporate world that has traditionally viewed entrepreneurship as the solution for women fleeing the gender-stereotype-based discrimination in the corporate setting to advance their careers.

This paper investigated the interactions between gender stereotypes for jobs, applicant gender, and the communication styles used by male and female applicants during an interview. This study was conducted as a laboratory experiment, utilizing a 2x2x2 mixed design. Subjects read one job description and heard three audiotapes of all male or all female job applicants exhibiting a dominant, submissive, or neutral communication style. The subjects then rated the applicant on five dimensions. These dimensions are likeability, competence, sociability, overall impression, and hireability. Results showed significant interactions of applicant gender and communication style on four of the five dimensions rated in this study. An inspection of the dimension means revealed different effects for gender‐appropriate and gender‐inappropriate behavior for males and females. Males were penalized on ratings of overall impression and hireability for communicating in stereotypically gender‐inappropriate manners. Females were penalized on ratings of sociability and likeability for communicating in a stereotypically gender‐inappropriate fashion. The implications of these findings for using interviews are then discussed in terms of aversive genderism.

The study which this paper documents aimed to test nine hypotheses through the use of content analysis of gender stereotypes within the advertising of educational/non‐educational children's games.

A total of 130 UK adverts, fitting the time period of 1970‐2011, were used. Then 17 dimensions of each advertisement were coded and chi‐squared analyses were carried out. Additional comparisons were carried out examining differences in pre‐1990 and post‐1990 adverts, age and game categories.

Nine hypotheses were tested and most were supported, including: males being shown as the main characters in educational adverts compared to non‐educational adverts; gender stereotypes occurring within advertising ‐ adverts aimed at males consisted of males being the main characters, female‐orientated adverts consisted of females presenting the majority of adverts; and young males were displayed alone whereas females were either alone or supervised by another female.

This study is possibly the first to conduct a thorough content analysis of television advertisements for games aimed at children. It reveals the amount of stereotyping found in general advertisements aimed at adults in many western countries.

Are there “really” gender differences in leadership? Do beliefs regarding gender differences in leadership differ across cultures? And how do these beliefs influence diversity management? This article aims to demonstrate how different beliefs regarding gender differences and leadership can influence company diversity policies and initiatives.

First, the authors review the research evidence on the relationship between gender and leadership. Then they explore the effects of gender stereotyping. Furthermore, they consider the role of culture on these beliefs. This review serves as the foundation for the discussion of three different perspectives regarding gender and leadership: gender‐blind; gender‐conscious; and perception‐creates‐reality (or believing is seeing).

Adhering to these different paradigms can influence actions taken to managing diversity and human resource policies. Revealing these different paradigms can help companies and managers reassess their diversity practices.

The paper discusses issues that are of interest to all levels of managers.

Although situational crisis communication theory (SCCT) is centered on rationality and cognitive information processing, it ignores that people are also driven by irrationality and non-cognitive information processing. The purpose of this study aims to fill this gap by examining how gender stereotypes, based on perceived spokesperson sex influence the public’s perceptions of crisis response messages.

A 2 (industry type: automotive vs daycare industry) × 2 (spokesperson’s sex: male vs female) × 2 (crisis response appeal: rational vs emotional) between-subject online experiment was conducted to examine the effect of gender stereotype in crisis communication.

Results showed that either matching spokesperson sex with sex differed industry or matching sex differed industry with appropriate crisis response appeal can generate a more positive evaluation of the spokesperson and the organization. The results also revealed under which circumstances, the attractiveness of different sex of the spokesperson can either promote or mitigate people’s perceptions of the organization. Furthermore, when people are aware of a spokesperson’s sex, in a female-associated industry, a mismatching effect of a positive violation of a male-related stereotype overrides a matching effect of a female-related stereotype in crisis communication.

This study is among the first to identify how the gender of a spokesperson and industry type affect publics’ crisis response.

The number of women choosing entrepreneurship as an occupation continues to grow. However, there are very few start‐up high‐growth ventures in traditionally non‐feminine industries, such as manufacturing or technology. The purpose of this paper is to draw attention to the potential impact of implicit and explicit gender stereotypes on women's high‐growth entrepreneurial intention, and to examine the role of entrepreneurial self‐efficacy in this process. The authors aim to argue that there is a dual stereotype associated with high‐growth entrepreneurship (HGE), which negatively impacts on women's intention and self‐efficacy, thereby limiting their behavior in this arena.

This is a conceptual paper. Through the lens of stereotype activation theory the authors call for researchers to begin examining these phenomena and to utilize more generalizable samples of entrepreneurial students in future research.

The paper finds that by decreasing the masculine stereotype‐related barriers associated with HGE and increasing women's HGE self‐efficacy it should be possible to increase women's intention to engage in high‐growth venture creation.

The paper has valuable implications for entrepreneurship educators and trainers.

The paper offers specific and practical suggestions on how entrepreneurship educators and trainers can build women's entrepreneurial self‐efficacy.

In this paper, the authors bring together prior theory and research on entrepreneurship, gender stereotyping and social cognitive theory to provide a research agenda on the relationship between stereotype threat, entrepreneurial self‐efficacy and high‐growth entrepreneurial intention.

The purpose of this paper is to extend the “think manager, think male” research paradigm by examining managerial stereotypes as a function of both gender and sexual orientation, thus comparing the similarity of managerial stereotypes against the stereotypes of male (heterosexual and gay) and female (heterosexual and lesbian) managers.

In total, 163 heterosexual participants used the 92-item Descriptive Index attribute inventory to rate one of five target groups: successful managers, heterosexual male managers, heterosexual female managers, gay male managers, and lesbian female managers. Intraclass correlation coefficients were calculated to assess the degree of correspondence between ratings of the target groups.

The findings showed a higher correspondence between the descriptions of heterosexual male or female managers and the successful manager prototype than between the descriptions of gay male managers and the successful manager prototype. Additionally, results showed that the stereotypes of lesbian female managers were seen as having a moderate level of fit with the successful manager prototype.

The results of this study suggest that heterosexuals’ beliefs about gay male and lesbian female managers’ abilities are important. In particular, heterosexuals’ stereotypes that gay males lack the qualities of being a successful manager can limit gay men’s access to positions with managerial responsibilities and impede their progress into leadership positions.

This study addresses a critical gap in the management literature as it is the first empirical investigation to assess whether the “think manager, think male” phenomenon holds for managers who are members of sexual minority groups.

This paper takes a social constructionist approach to explore how highly skilled women workers in Sri Lanka manage gender stereotyping in their workplaces. The purpose of this paper is to contribute new insights into existing understandings of women's careers in diverse socio‐cultural contexts.

This paper is based on one‐to‐one in‐depth interviews with 24 Sri Lankan women in early, mid and late career.

The findings reveal how the women in this sample used eight strategies to navigate through the various gender biases they perceived to impact on their careers. The implications of respondents' actions are highlighted.

This paper contributes to the limited literature on women's careers in South Asia and develops existing understandings of how women's actions contribute towards maintaining and/or redefining the gender biases they encounter (see Powell et al.). Furthermore, the empirical findings highlight differences in the ways women from public and private organisations manage gender biases, while illuminating the differential impact of gender stereotypes on women in early, mid and late career.