• Publications
  • Influence
Has anything changed? Current characterizations of men, women, and managers.
Replication et extension de la recherche de Schein (1973) sur la description des hommes, des femmes, en tant que tels ou comme managers ou managers a succes, par 268 managers utilisant un inventaireExpand
Male-Female Differences : A Computer Simulation
"The Science and Politics of Comparing Women and Men" (Eagly, March 1995) raised an important question: What constitutes a practically significant sex effect? The practice of relying on proportion ofExpand
The vagaries of sex bias: Conditions regulating the undervaluation, equivaluation, and overvaluation of female job applicants
Abstract The present study sought to identify the conditions under which women are undervalued, equally valued, and overvalued relative to men when seeking nontraditional jobs. An experiment wasExpand
Reducing the performance-cue bias in work behavior ratings: can groups help?
The authors examined whether the performance-cue bias can be reduced by relying on groups as raters. Study participants (N = 333) were provided with feedback regarding the performance of a workgroupExpand
A diagnostic-ratio approach to measuring beliefs about the leadership abilities of male and female managers.
This study departed from previous research on gender stereotyping in the leadership domain by adopting a more comprehensive view of leadership and using a diagnostic-ratio measurement strategy. OneExpand
A comparison of the behavioral rating accuracy of groups and individuals
Recent efforts to improve the accuracy of performance appraisal ratings have concentrated on individuals, with little attention given to the role groups might play as performance raters. Thus, theExpand
Source-monitoring training: toward reducing rater expectancy effects in behavioral measurement.
The authors developed a source-monitoring procedure to reduce the biasing effects of rater expectations on behavioral measurement. Study participants (N = 224) were given positive or negativeExpand
The dynamics of implicit theories of group performance: When and how do they operate?
Abstract A laboratory experiment was designed to: (1) reexamine recent findings that observers' recollections of a group's activities, in contrast to subjective evaluations, are unaffected byExpand
Effects of Observers′ Performance Expectations on Behavior Ratings of Work Groups: Memory or Response Bias?
Abstract The goal of this study was to pinpoint the processes mediating the effects of preobservation performance expectations on behavioral ratings of work groups. Prior to observing the same workExpand