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Motivated to Penalize: Women's Strategic Rejection of Successful Women
Abstract
Two studies tested the hypothesis that females penalize women who succeed in male gender-typed jobs to salvage their own self-views regarding competence. The authors proposed that women are motivated to penalize successful women (i.e., characterize them as unlikable and interpersonally hostile) to minimize the self-evaluative consequences of social comparison with a highly successful female target. Results supported the hypothesis. Whereas both male and female participants penalized successful women, blocking this penalization reduced female—but not male—participants' self-ratings of competence (Study 1). Moreover, positive feedback provided to female participants about their potential to succeed (Study 2) weakened negative reactions to successful women without costs to subsequent self-ratings of competence. These results suggest that the interpersonal derogation of successful women by other women functions as a self-protective strategy against threatening upward social comparisons.
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“For example, exposure to highly successful female business leaders has been shown to decrease women's selfratings of competence (Parks-Stamm, Heilman, & Hearns, 2008).”
From Managing to clear the air: Stereotype threat, women, and leadership (2016) · cites this paper as Parks-Stamm, Heilman, & Hearns, 2008
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Kang, J., Hubbard, G. T., & Hong, S. (2019) · Gender in Management An International Journal · doi:10.1108/gm-02-2019-0015 · Cited by 16
Lips, H. M. (2018) · Routledge eBooks · doi:10.4324/9781315178233 · Cited by 17
Carrigan, C. M. (2023) · The MIT Press eBooks · doi:10.7551/mitpress/14883.001.0001 · Cited by 14
Gender Bias Against Female Leaders: A Review
Elsesser, K. M. (2015) · International handbooks of quality-of-life · doi:10.1007/978-94-017-9897-6_10 · Cited by 14
Musolino, E., O’Connor, B. P., & Cioe, J. D. D. (2021) · The Journal of Social Psychology · doi:10.1080/00224545.2021.1927943 · Cited by 14
Examining the effects of manager-subordinate gender match on managerial response to voice
Guarana, C. L. O., Li, J., & Hernandez, M. (2017) · Journal of Experimental Social Psychology · doi:10.1016/j.jesp.2017.04.004 · Cited by 13
“Consistent with these findings, Parks-Stamm, Heilman, and Hearns (2008) found in their experimental studies that women tend to penalize women who succeed in male gender-typed jobs because they perceive more successful women as a challenge to their own perceived competence.”
ResultWomen doctors, on working with each other
Jogulu, U. D., & Vijayasingham, L. (2015) · Gender in Management An International Journal · doi:10.1108/gm-09-2013-0115 · Cited by 14
“More recent laboratory experiments (simulations and questionnaires) (Warning and Buchanan, 2009; Parks-Stamm et al., 2008; Latu et al., 2011) and real-world surveys (Elsesser and Lever, 2011) revealed that women tend to have a lower opinion of women supervisors or managers in comparison to their male superiors, believ…”
BackgroundKrižan, Z., & Smith, R. H. (2014) · Cambridge University Press eBooks · doi:10.1017/cbo9781139035583.005 · Cited by 13
Everybody loves beauty? The moderated effect of body attractiveness among young Koreans
Baek, E., & Choo, H. J. (2018) · Fashion and Textiles · doi:10.1186/s40691-018-0130-8 · Cited by 12
Engaging in social rejection may be riskier for women
Freedman, G., Fetterolf, J. C., & Beer, J. S. (2018) · The Journal of Social Psychology · doi:10.1080/00224545.2018.1532388 · Cited by 13
“Similarly, women are more likely to penalize successful women when they feel threatened in their work environment compared to when they feel confident (Parks-Stamm et al., 2008).”
Backgroundvan Mensvoort, C., Kraaykamp, G., Meuleman, R., & van den Brink, M. (2020) · Work Employment and Society · doi:10.1177/0950017019892831 · Cited by 13
Tusalem, R. F. (2022) · Polity · doi:10.1086/718579 · Cited by 12
The Interpersonal Impact of Social Comparison
Ding, M., Liu, Y., & Li, Q. (2018) · Psychology · doi:10.4236/psych.2018.94051 · Cited by 11
Women in leadership positions in universities: are they really queen bees?
Grangeiro, R. D. R., Neto, M. B. G., & Esnard, C. (2022) · Management Research Review · doi:10.1108/mrr-03-2021-0239 · Cited by 11
Metadata
- Authors
- Parks-Stamm, E. J., Heilman, M. E., & Hearns, K. A.
- Affiliations
- New York University,
- New York University (US)
- Venue
- Personality and Social Psychology Bulletin
- Publisher
- SAGE Publications
- Published
- 2007-12-04
- Volume
- 34
- Issue
- 2
- Pages
- 237-247
- ISSN
- 0146-1672 (ISSN-L)
- 1552-7433
- OpenAlex
- W2026070355
- Cited by
- 217
- References
- 54
- Citations by year
- 2026: 2 · 2025: 6 · 2024: 9 · 2023: 14 · 2022: 14 · 2021: 15 · 2020: 10 · 2019: 16 · 2018: 16 · 2017: 28 · 2016: 15 · 2015: 13 · 2014: 9 · 2013: 12 · 2012: 12
- FWCI
- 16.84
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Personality and Social Psychology Bulletin (publishedVersion)
- PubMed (publishedVersion)
- Topics
- Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
- Social Sciences › Gender Studies › Gender and Feminist Studies
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Keywords
- perceived competence, upward social comparison, self-protection strategies, gender stereotypes, positive feedback, interpersonal hostility, women's self-concept
- MeSH terms
- Achievement, Attitude, Career Mobility, Female, Hostility, Humans, Male, Motivation, New York City, Prejudice, Self Concept, United States, Universities
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