Counterstereotypical Behavior Research Articles

Notions of Care Labor Are Antithetical to Profitable Labor

We argue that women in the care workforce face a wage penalty because care work is perceived as something that people, especially women, are meant to do out of love (and for free). We focus on care labor, which is aligned with stereotypes about women's natural abilities as caregivers, to show that low wages cannot be explained by counter-stereotypic behavior alone. Instead, low wages in care labor can be explained by a perceived love versus money tradeoff. This tradeoff exists not only because of intrinsic rewards and fears of commodifying care but because of the idea that trading love for money amounts to trading the sacred for the profane. In other words, care workers are underpaid because many people, either implicitly or explicitly, perceive the very act of making money as counter to care, a stereotypically-feminine form of work. This stereotypical association contributes to the gender pay gap more generally because it implies that the work women are suited for is work that should be done for free. We expand on this idea with future directions and practice implications, which include building communal spaces for care workers to facilitate communication and organizing around higher pay and better working conditions.

청년세대의 집단주의 성향과 호감 및 행동 평가의 관계에 미치는 세대의 조절효과

Assuming the stereotypes attached to younger and older generation employees regarding their individualistic and collectivistic traits in organizations, this study draws from expectancy-violation theory to examine how organizational members showing counter-stereotypical behaviors are perceived and reacted to in organizational contexts. In the preliminary study, a questionnaire completed by 277 panelists confirmed the assumed stereotypes that respondents believed the younger generation has stronger individualistic traits (compared to the older generation). In the main study, an experiment was conducted with an additional 280 panelists. Each participant read a scenario describing a younger or older protagonist with individualistic or collectivistic traits and was asked to respond to the questionnaire imagining the protagonist as a co-worker. Our findings showed that the protagonist's collectivistic traits are positively related to respondents' liking of the protagonist, higher expectations of the protagonist's in-role behaviors, and helping behaviors. In addition, these positive effects of collectivistic traits were stronger when the protagonist in the scenario belonged to the younger generation, thus showing counter-stereotypical traits, than in the case of the older generation showing stereotype-confirming traits. These results contribute to the stereotype literature in the field of organizational behavior and provide meaningful implications for managers interacting with others from different social categories.

Backlash Effect on Highly Skilled North African Males Seeking Professional Advancement in France

Abstract. This study was carried out within the context of an assessment for promotion to a high-status position. It aimed to determine the conditions in which the backlash effect occurs in a group characterized by negative stereotypes owing to their ethnicity: North African males in France. One hundred twenty-eight recruitment professionals assessed the probability of promoting one of eight fictitious male applicants with different causal attributions (internal or external) and levels of technical competence (high or average), and of different ethnicities (European or North African). Internal attribution, one of the dimensions of self-promotion, was regarded as a counterstereotypical behavior for a North African applicant compared with a European applicant. Backlash was only observed in a high-threat context.

Women cry, men get angry: how street-level bureaucrats respond when clients exhibit counter-stereotypical behavior

How do street-level bureaucrats perceive a client and react when the client exhibits behavior deviating from gender-stereotypical expectations? Introducing a new approach to the study of gender bias in citizen-state interactions, this article focuses on the intersection between clients’ demographic characteristics, behavior, and gender-stereotypical expectations. Using data from a randomized laboratory experiment among child visitation rights caseworkers in Denmark, we examine caseworker responses to two distinct audio vignettes from a meeting in which a client exhibits emotion-based behavior characterized by gender-stereotypical expectations. The two vignettes capture the act of crying and the showing of anger, respectively. We find that caseworkers perceive counter-stereotypical client behavior as more pronounced than stereotypical client behavior: An angry female client is perceived as angrier and more aggressive than an angry male client. Moreover, caseworkers are more inclined to react negatively when female relative to male clients elicit emotion-based behavior that is counter gender-stereotypical.

Men\u2019s Discomfort and Anticipated Sexual Misclassification Due to Counter-Stereotypical Behaviors: the Interplay between Traditional Masculinity Norms and Perceived Men\u2019s Femininization

The present research examines men’s self-conscious discomfort while imagining performing counter-stereotypical (traditionally feminine) behaviors as compared to stereotypical (traditionally masculine) behaviors, as a function of traditional masculinity endorsement and perceived social changes in men’s gender norms (men’s feminization) in two distinct cultural populations (U.S. Americans and Kosovan Albanians). Experiment 1 (n = 192, U.S.) confirmed prior findings by showing that men, as compared to women, experienced more self-conscious discomfort when imagining performing counter-stereotypical (vs. stereotypical) behaviors. Experiments 2 (n = 292, U.S.) and 3 (n = 191, Kosovo) focused solely on heterosexual men and experimentally manipulated perceived social changes in men’s gender norms. Results showed that the men’s feminization condition, as compared to a control or masculinity conditions, decreased self-conscious discomfort when imagining performing feminine behaviors among men who endorsed a lower versus higher level of traditional masculinity. Experiment 3 further indicated that this effect was driven by lowered expectations of being misclassified as gay. We discuss the relevance of these findings for both the gender and sexual prejudice literature.

Subjective interpretation of "objective" video evidence: Perceptions of male versus female police officers' use-of-force.

The police face great scrutiny after highly publicized instances of lethal force. Dash-camera footage ostensibly provides "objective" evidence of whether the force was excessive. We tested whether participants interpreted the same "objective" video of an officer exerting force differently based on the officer's gender and race. We predicted that when (a) a male (vs. female) officer used force and (b) a Black (vs. White) officer used force, participants would endorse more internal and less external explanations for their use-of-force, which would be associated with less trust in and perceived effectiveness of the officer. We randomly assigned Amazon's Mechanical Turk workers (N = 452; 53% female, 80% White) to (a) see a segment of a police-civilian interaction video that either included or did not include exertion of force, and to believe that the officer was (b) male versus female, and (c) Black versus White. They reported their trust in the officer and perceptions of the officer's effectiveness, and their degree of agreement with external and internal attributions for the officer's behavior. When officers used force, people trusted officers less (d = 1.13) and perceived them to be less effective (d = .78) relative to when they did not. Despite all participants viewing the same interaction, people who thought they saw a male (vs. female) officer perceived his use-of-force to be driven more by internal traits, such as being aggressive and emotionally reactive, and less by the external situation, which was associated with decreased trust and perceived effectiveness. In contrast, people perceived female (vs. male) officers' force to be driven more by external aspects of the dangerous situation, which was associated with increased trust and perceived effectiveness. This pattern did not depend on the officers' race or participants' gender. This constitutes a rare instance of women benefiting from violating gender stereotypes in the workplace because people assumed her counterstereotypical behavior was more justified by the situation and less about her being an aggressive and emotionally reactive person. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Boys Just Don’t! Gender Stereotyping and Sanctioning of Counter-Stereotypical Behavior in Preschoolers

Although children start to adopt gender stereotypes by the age of three, there is less evidence about how early they start to sanction other children’s counter-stereotypical behaviors. The present study explored the two processes in a single design, comparing younger/older preschool boys and girls and using a two-task procedure involving (a) categorization of pictures of masculine/feminine colors, toys, and objects as more suited for boys/girls or both and (b) descriptions and evaluations of boys/girls playing with gender counter-stereotypic toys. One hundred Serbian children aged 3–4 or 6–7 years-old, balanced by gender, were individually interviewed. Although all three sets of stimuli were stereotyped, toys were stereotyped more often than colors and objects. Overall stereotyping, as well as stereotyping of colors and toys, was more frequent in the older group. Gender differences were more complex, showing some gender x age interactions wherein boys stereotyped masculine stimuli more often than girls did; the older boys, but not the other groups, sanctioned counter stereotypical behavior more often than accepted it; and boys’ behaviors were sanctioned more often than girls’. Finally, stereotyping and sanctioning were strongly positively related. Our study shows that, at early preschool ages, children are not only aware of gender norms, but also ready to sanction peers violating them. Boys seem to be more likely to stereotype, particularly the masculine stimuli, and be sanctioned for not conforming to stereotypes. The findings can help educators and media identify groups that need to be empowered to explore behaviors beyond gender-prescribed roles.

How Feminine is the Female Advantage? Incremental validity of gender traits over leader sex on employees' responses

We address complexities on gender role theory and trait analyses of leadership to explain how sex and gender interrelate to produce asymmetric effects on different leadership outcomes (i.e., positive attitudes vs. evaluations). In three studies across different set-ups, gender traits demonstrated incremental validity over sex on employees' positive attitudes (e.g., satisfaction, loyalty). For evaluations (e.g., perceived effectiveness), gender traits had generally weaker effects and in some cases predicted effectiveness more for stereotypical leaders, in line with role-congruency predictions. Penalties for counter-stereotypical behavior were weaker for female than male actual leaders, pointing to mitigated effects of role congruity prescriptions on female leaders´ evaluations. Remarkably, agency did not correlate more strongly than communion with any leadership effect. These findings underscore the relevance of (female and male) leaders' communion to improve followers' positive attitudes -but not evaluations- and call for an updated perspective about the complex influences of gender on leadership beyond the oversimplified female advantage approach.

Race matters for women leaders: Intersectional effects on agentic deficiencies and penalties

A significant amount of the research on two types of biases against women leaders—agentic deficiency (perceptions that women have minimal leadership potential) and agentic penalty (backlash for counter-stereotypical behavior)—has generally presumed that the descriptive, prescriptive, and proscriptive stereotypes on which the biases are based are comparable for women across racial groups. We propose that the degree to which agentic deficiencies and penalties occur is contingent on the dimension of agency that is under consideration and its relation to the stereotypes associated with the target's gendered and racial group. The results of our literature review and analysis suggest that when considered in the context of gender and leadership research, at least two dimensions of agency, competence and dominance, closely align with perceptions of agentic deficiency and agentic penalty, respectively. Based on our analysis and the prevalent stereotypes of Black and Asian American women that are likely most relevant to the two types of biases against women leaders, we examined the interactive effects of racial stereotypes and the agentic biases. We suggest that when specific racial and gendered stereotypes are aligned with a specific dimension of agency, we can gain a more thorough understanding of how agentic biases may hinder women's progression to leadership positions.

Race, Interracial Families, and Political Advertising in the Obama Era: Experimental Evidence

Across two studies of race and interracial families in political advertising, this article finds that significant benefits accrue to Black candidates who present themselves as part of interracial families. These findings suggest Black candidates are more likely to succeed when they engage in displays of “racial novelty,” or counter-stereotypical behavior, provided that behavior signals closer affinity to White voters. For Study 1, we tested four original advertisements for a fictitious political candidate, in which we varied only the candidate’s race and the race of his son. The Black candidate with the White son prevailed over all other combinations, with respondents finding him the most trustworthy, most qualified for office, most likely to share their values, and most likely to care about people like them. For Study 2, we tested four new original advertisements for a fictitious Black candidate, varying only the candidate’s profession and the race of his son. We find, again, that Black candidates who display non-Black children do significantly better than Black candidates who display racially homogeneous families. However, we observe much more modest benefits for a Black candidate who practices a racially novel profession. We view these results as demonstrating that Black candidates are more likely to reap the rewards of racial novelty only when they are willing to provide a personal, rather than professional, signal of their affinity for Whites. As Study 2 shows, White voters in particular are responsive to personal (rather than professional) demonstrations of racial novelty. This affirms the logic of “New Racism,” whereby Blacks are looked favorably upon if they exhibit behavior associated with Whites, but penalized otherwise.

The subtle suspension of backlash: A meta-analysis of penalties for women's implicit and explicit dominance behavior.

Previous research suggests that women, more than men, experience negative outcomes when they display dominance. A closer look, however, reveals ambiguity about the specific forms of dominance proscribed for women. Here, we suggest that negative reactions to women's dominance, a counter-stereotypical behavior, may require that the behavior be clearly encoded as counter-stereotypical-which is less likely when the behavior is expressed implicitly. This hypothesis was tested with a meta-analysis of studies on the evaluation of individuals behaving dominantly, including articles not directly investigating gender. Results revealed that dominance indeed hurts women's, relative to men's, likability (although the overall effect is small, d = -0.19, k = 63), as well as more downstream outcomes such as hireability (d = -0.58, k = 20). More important, however, dominance expressed explicitly (e.g., direct demands) affected women's likability (d = -0.28) whereas implicit forms of dominance (e.g., eye contact) did not (d = 0.03). Finally, the effect of dominance on men's and women's perceived competence did not differ (d = 0.02, k = 31), consistent with the idea that it is interpersonal (rather than instrumental) evaluations that obstruct women leaders. Implications for theory, and for the success of male and female leaders, are discussed.

Ask and Ye Shall Receive? How Gender and Status Moderate Negotiation Success

AbstractThe backlash effect is a well‐documented negative social reaction toward women who are seen as violating gender norms because they engage in counterstereotypical (noncommunal, agentic) behaviors during the performance of their jobs. This social disincentive has been shown to account for women's diminished likelihood to initiate negotiations relative to men. But we question whether women who ignored this disincentive and initiated negotiations would even receive the resources they requested. We extend past research by showing women also incur financial penalties for initiating negotiations. This financial penalty can be explained by women's lower ascribed status relative to men's status and fortunately can be attenuated if women have achieved status. In two studies, we find consistent evidence that women who ask do not receive unless they have externally conferred status.

Backlash From the Bedroom

Harsher judgments toward women (relative to men) for engaging in similar heterosexual sexual activity have been termed the sexual double standard. Within heterosexual casual sex scenarios, we examined whether the sexual double standard can be explained by desire to avoid counterstereotypical behaviors for fear of social repercussions (i.e., backlash effects). Study 1a showed that female casual sex accepters received more opprobrium than male accepters. Study 1b demonstrated that women were less likely to accept casual sex offers than men and that the gender difference was partially mediated by the more negative judgments women anticipated for accepting the casual sex offer. In Study 2a, participants recalled real-life sexual proposals; women expected to be perceived more negatively than men for accepting an offer of casual sex. Finally, in Study 2b, we demonstrated that fear of stigma mediates gender differences in acceptance of actual recalled casual sex offers. Across the four studies and nearly 3,000 participants, ranging in age from 18 to 74, we examined the role of stigma in men and women’s reactions to casual sex and successfully integrated two relatively independent research domains: that of sexuality on one hand, and research on the backlash effects on the other. We were also able to extend the concept of backlash to help us understand a wider range of social choices.

Reactions to ethnic deviance: The role of backlash in racial stereotype maintenance.

Backlash effects are social and economic penalties for counterstereotypical behavior (Rudman & Phelan, 2008). Five experiments support a model of the role of backlash in racial stereotype maintenance from the standpoint of perceivers and actors (Rudman & Fairchild, 2004). In Experiment 1, perceivers sabotaged Asians and Whites for succeeding in counterstereotypical domains, thereby preventing their future success. In Experiment 2, a White rapper suffered prejudice and economic discrimination, relative to a Black rapper, and prejudice mediated discrimination. Further, actors threatened by backlash for achievement in cross-racial domains responded to success in ways that bolster ethnic stereotypes. For example, Black men and women who feared backlash for academic skill (Experiment 3), and non-Black (Experiment 4) and non-White (Experiment 5) men who experienced backlash for cross-racial achievement, resorted to defensive strategies that preserve racial stereotypes (e.g., refusing to publicize and pursue counterstereotypical talents). Implications for cultural stereotype maintenance are discussed.

Gender Stereotypes in Educational Software for Young Children

Children are increasingly being exposed to educational technology at school. In response to this, the International Society for Technology in Education (ISTE) drafted a set of technology standards for teachers (ISTE, 2002) that specifically states that teachers should empower all students and support diversity. This content analysis of educational software for preschoolers was designed to look at gender representations and stereotyping. The results demonstrated significantly more male characters than female characters in preschool educational software, which makes it difficult for teachers to address gender diversity and suggests that girls are not as valued as boys are. Male characters were also more likely than female characters to exhibit several masculine-stereotypical traits. In addition, female characters more than male characters exhibited counterstereotypical behaviors, yet were more gender stereotyped in appearance.

Stereotype distinctiveness: How counterstereotypic behavior shapes the self-concept.

Stereotype distinctiveness: How counterstereotypic behavior shapes the self-concept.

An investigation of the link between attributional judgments and stereotype-based judgments

Three experiments investigated the relationship between the attributions made for stereotype-relevant behavior and stereotype-based judgments. In Experiment 1 participants were presented with a short scenario describing a single stereotypic behavior and were given either a situational or a dispositional explanation for the behavior, before evaluating both the target and the group as a whole on stereotype-based dimensions. As predicted, participants given a situational explanation for the stereotypic behavior described in the target and the group in less stereotype-based terms than did baseline participants. In Experiment 2 and 3 participants were presented with a short scenario describing either a single stereotypic or counter-stereotypic behavior but were asked to provide an explanation for the behavior, rather than being given one. As predicted, stereotypic behavior was attributed more strongly to dispositional than situational factors and counter-stereotypic behavior more strongly to situational than dispositional factors. No overall moderation of group-based beliefs relative to baseline was seen in either experiment. Correlations between the attributions and stereotypic-based judgments did, however, show a relationship between the strength of the attributions made for the behaviors and stereotype-based judgements. Implications for the moderation of stereotype-based judgments are discussed. Copyright © 2000 John Wiley & Sons, Ltd.

Gender discrimination as a function of stereotypic and counterstereotypic behavior : A cross-cultural study

This study investigated gender discriminatory behavior of early adolescents from a cross-cultural perspective. One hundred sixty 7th-graders (80 Israeli Arabs and 80 Israeli Jews) were presented with two male candidates for class representative, one outstanding candidate with traditional feminine interests and characteristics, and the other an average candidate with masculine interests and characteristics. Participants were asked to rate the candidates on various measures such as their own election choice, others' election choice, their prediction of the candidate's likelihood of being elected, and their affinity and willingness to engage in activities with the candidate. The results showed that while both Arab and Jewish participants discriminated against the feminine candidate, the Arab participants discriminated to a much greater degree. The results emphasize the important role that culture plays in gender discriminatory behavior.

Managing the Stigma of Outlaw Breeds: A Case Study of Pit Bull Owners

AbstractEthnographic interviews were conducted with 28 pit bull "owners" to explore the sociological experience of having a dog with a negative image. Results indicate that the vast majority of respondents felt that these dogs were stigmatized because of their breed. Respondents made this conclusion because friends, family, and strangers were apprehensive in the presence of their dogs and because they made accusations about the breed's viciousness and lack of predictability. In the face of this stigma, respondents resorted to using a variety of interactional strategies to lessen the impact of this perception or prevent it from occurring. These strategies included passing their dogs as breeds other than pit bulls, denying that their behavior is biologically determined, debunking adverse media coverage, using humor, emphasizing counter-stereotypical behavior, avoiding stereotypical equipment or accessories, taking preventive measures, or becoming breed ambassadors.

Stereotypes as Source-Monitoring Cues: On the Interaction Between Episodic and Semantic Memory

This research examined the use of stereotypic expectancies as source cues for biographical memories. Participants were more likely to misattribute stereotypical than counterstereotypical behaviors to a target person. However, this was true only when the original source of the behaviors was difficult to assess (there was source confusion) and recollective processes were impaired. Thus, when recollection of episodic details is disrupted, perceivers may still rely on semantic knowledge to interpret memories. These results demonstrate that stereotype use is efficient not only during the encoding of social information, but also during its retrieval. However, there are also significant costs associated with using stereotypes as source cues. Implications of these findings for social perception and eyewitness testimony are discussed.