Preferential selection and stereotypes: Effects on evaluation of female leader performance, subordinate goal commitment, and task performance

Abstract

In a laboratory setting, 135 undergraduate students (69 male, 66 female; approximately 98% white) completed a mock class scheduling task led by a female confederate who was chosen either preferentially or by merit. Results indicated that (1) subordinate evaluations of female leader performance were not affected by preferential selection, but were significantly related to degree of non-traditional views held toward female managers; (2) commitment to the goal assigned by the female leader was not lessened by preferential selection, but also was significantly related to degree of non-traditional views toward female managers; and (3) subordinate performance on the scheduling task was significantly related to commitment to the leader-assigned goal.