Professional Documents
Culture Documents
Organizational Behavior - Group 7
Organizational Behavior - Group 7
Stereotypes
Sri Retno Purwaningsih 10574052
Reza Wattimena 10574053
Yohanes Ari Tri Sambodo 10574054
Arya Yudistira 10574057
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Paper List
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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.
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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.
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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
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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.
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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.
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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
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2 The Consequences
of Gender
Stereotypes in The
Work of Managers
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2 The Consequences
of Gender
Stereotypes in The
Work of Managers CONCLUSION
Business
Opportunity
Gender Evaluation
Hypothes
Stereotypical
es
Information
Men Women
1 n/a ++ +
2a ++ +
Masculine
2b +
3a + ++
Feminine
3b +
4 Neutral + +
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3 Gender differences in
evaluation of new
METHODS
business opportunity:
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.
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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.
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