Stereotype Change Research Articles

Historical Cohort Differences in Views on Aging in the US: A Trend Toward Longer Midlife but Older Felt Age.

This study compared equal age groups from two cohorts from the Midlife in the United States (MIDUS) study surveyed at different times to characterize societal changes in measures of subjective age and age threshold. Two successive MIDUS cohorts were utilized (1995-1996 and 2011-2014; age range 25-74). Outcomes included subjective age (felt age and desired age) and age threshold. Following multiple imputations of missing data and balancing methods, weighted linear regression measured associations between subjective age outcomes and cohort, sex, and chronological age. Individuals of the later MIDUS cohort reported older felt age and younger desired age in middle age groups (35-64 years old). An increase in age threshold was observed only in older age groups (65+). Possible underlying historical changes in health and societal age stereotypes are explored to explain the observed trend toward older felt age and age threshold, but a younger desired age.

Longitudinal Patterns in Gender-Typed Career Interests and Career Stereotypes Among Boys and Girls in Middle Adolescence

The aim of this study was to examine changes in gender-typed career interests and career-related gender stereotypes, as well as the bidirectional relationship between these factors, among 524 (61% girls) middle adolescents, aged 14 to 17 ( M = 15.58, SD = 0.35), over three years. Data were collected through an online survey in schools, using the Personal Globe Inventory to assess gender-typed career interests and the Vocational Gender Stereotype Attitudes Scale to measure career-related gender stereotype endorsement. Results from Latent growth curve modelling (LGCM) indicated no significant mean changes in gender-typed career interests over time for both genders but did reveal significant differences in the developmental trajectories of gender-typed career interests among girls. Moreover, results revealed gender differences in baseline levels and developmental trajectories of gender stereotype endorsement, showing distinct temporal patterns for boys and girls. Results from multi-domain LGCM provided more evidence supporting the attitudinal pathway model, suggesting that career gender stereotypes influence career interests among girls over time, rather than the other way around. Our findings highlight the need for further exploration of the potential contributing factors that shape the interplay between career interests and gender stereotypes in boys and girls during middle adolescence.

Longitudinal stability and change across a year in children's gender stereotypes about four different STEM fields.

Gender stereotypes about science, technology, engineering, and math (STEM) are salient for children and adolescents and contribute to achievement-related disparities and inequalities in STEM participation. However, few studies have used a longitudinal design to examine changes in gender stereotypes across a range of STEM fields. In a large, preregistered study, we examined the developmental trajectories of two gender stereotypes (involving interest and ability) in four STEM fields across three time points within a calendar year, starting in Grades 2-8. The diverse sample included 803 students ages 7-15 years old at the start of the study (50% girls; 8.5% Asian, 6.0% Black, 25.5% Hispanic/Latinx, 43.7% White, and 16.3% other). Multilevel growth modeling was used to examine developmental trajectories in students' stereotypes for four STEM fields (math, science, computer science, and engineering) while considering both gender and grade level. We found that different STEM disciplines displayed different developmental patterns: Math ability and science interest stereotypes more strongly favored girls over the year among elementary school participants, whereas computer science stereotypes less strongly favored boys over time, and engineering stereotypes (which largely favored boys) were stable across time. The results highlight that the development of stereotypes is not the same for all STEM fields as well as the need to understand the complexity and specificity of developmental change across fields and types of stereotypes. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Towards gender equality: women’s leadership in higher education

This article aims to provide a systematic review of the scientific literature on women’s leadership in higher education. This study was conducted in April 2024. It was based on scientific articles, selected from the Academia.edu portal. The study employed a non-experimental research design. The representation of women in management and leadership positions in the higher education sector has increased significantly, yet this growth has been limited to academic roles with the requisite authority to teach. Management positions with greater responsibility have not seen the same level of advancement. The prevailing masculine culture that pervades higher education presents an impediment to women's advancement to senior management roles. This is attributable to a confluence of interrelated factors, including structural constraints, competitive job demands, demanding work schedules, and the necessity to balance work and family life. The situation is further complicated by the introduction of accountability measures and sophisticated evaluation instruments, designed to assess and accredit work processes, hyper-productivity, and continuous evaluation. Despite the growing focus on gender issues, the prevalence and intensity of negative gender stereotypes about women appear to be on the rise. The negative dynamics, observed in sociological surveys, can be explained by examining the current state of gender ideology, education, and public awareness within society. The observed trends in economic activity, employment status, and salaries of men and women do not appear to be driving significant changes in gender stereotypes or the socioeconomic status of women. In light of these considerations, it becomes imperative to examine the necessity of implementing a feminist approach to appointing managers and leaders within higher education institutions. It is important to acknowledge that the roles, duties, and responsibilities of leaders within higher education institutions may differ considerably. It can be reasonably argued that the styles of leadership, employed by male and female higher education managers and leaders, exert a profound influence over the nature of organizational cultures. It is of the utmost importance that each higher education institution conducts an assessment of its own to ascertain its current situation and the manner, in which its managers and leaders contribute to the overall organizational success. It is recommended that institutions of higher education implement policies that consider gender aspects, with the aim of enhancing the utilization of women’s potential for leadership. It is imperative to implement a gender-based assessment mechanism to ensure equitable competition between women and men in the selection process for managerial and leadership roles

IS THE SOFT POWER OF THE REPUBLIC OF TURKEY IN THE MIDDLE EAST ENOUGH?

Regardless of the existing conflicts, the twenty-first century might be predominantly a century of soft power, most pronounced in Europe. Turkey, which geographically belongs to Europe and Asia, has been looking to achieve its foreign policy priorities and is changing its methodology of conducting foreign policy. The use of soft power based on national culture, political values, religion, economy, institutions, and international relations in the early 21st century represented a radical turn compared to earlier historical attempts. Throughout history, Turkey used hard power in the region, but it was mostly unsuccessful. Therefore, the nature of soft power represented an opportunity for strengthening Turkey as a regional power and a qualitative change of negative stereotypes about this country. However, it is evident that soft power in the changed regional security circumstances in the final years of the second decade in the 21st century is insufficient, so Turkey has started using hard power (military) again to strengthen its leadership position. This paper explains the soft power of the Republic of Turkey in the MENA region and the recent reorientation to the combination of military strength and diplomatic influence in international relations. How much that rearrangement in foreign policy will position Turkey in the new security and political circumstances at the beginning of the 21st century's third decade remains to be seen.

Inducing perceived group variability triggers the incorporation of counter-stereotypic information into a generalized stereotype change

Perceived variability is the extent to which individuals perceive group members as being similar to one another. Previous research has focused on how: group variability is perceived (and measured); information indicative of group heterogeneity can lead to reductions in stereotypicality; or how stereotype-inconsistent information can result into increased perceived variability. The present combines the three lines of research into a single research venue. In previous studies the stereotypicality of a group representation was influenced by priming stereotype-unrelated traits in an unrelated-context, prior to stereotype measurement; but priming counter-stereotypic traits had no effect on stereotypicality, although it boosted perceptions of group's variability. The present study examines whether highlighting dissimilarities among members of the same professional groups results in subsequent changes in the reported stereotype for a, not yet mentioned, group. The more the dissimilarity among group members, the more likely individuals were to incorporate counter-stereotypic information into the targeted-group, described as less stereotypic, even in central tendency measures. Importantly, the generating mechanism may involve a modification of participants' overall perception of variability. When members within professional groups are perceived as dissimilar, the well-known resistance of stereotypes to counter-stereotypic information is lessened making the group representations more flexible and less biased.

A geometrical model of cell fate specification in the mouse blastocyst.

The lineage decision that generates the epiblast and primitive endoderm from the inner cell mass (ICM) is a paradigm for cell fate specification. Recent mathematics has formalized Waddington's landscape metaphor and proven that lineage decisions in detailed gene network models must conform to a small list of low-dimensional stereotypic changes called bifurcations. The most plausible bifurcation for the ICM is the so-called heteroclinic flip that we define and elaborate here. Our re-analysis of recent data suggests that there is sufficient cell movement in the ICM so the FGF signal, which drives the lineage decision, can be treated as spatially uniform. We thus extend the bifurcation model for a single cell to the entire ICM by means of a self-consistently defined time-dependent FGF signal. This model is consistent with available data and we propose additional dynamic experiments to test it further. This demonstrates that simplified, quantitative and intuitively transparent descriptions are possible when attention is shifted from specific genes to lineages. The flip bifurcation is a very plausible model for any situation where the embryo needs control over the relative proportions of two fates by a morphogen feedback.

Changes and stagnation in contemporary racial stereotypes

Generations of researchers have studied the extent to which the content and consistency of stereotypes about Black people have changed over time. At best, the evidence is mixed with some findings suggesting changes in stereotypes and other evidence suggesting that, though belief in stereotypes changed for some people, stereotypes remain negative. Our study adds to the literature by evaluating participants’ stereotype knowledge and personal beliefs about Black people, aligning with recommended practices by Devine and Elliot. Our data reveal a shift in stereotype content overall and greater heterogeneity in trait selections among participants with egalitarian values. However, stereotypes regarding Black people are, if anything, more negative in the present study than in prior research. The stubbornness of valence to change is concerning and reaffirms the need to focus research efforts on improving individuals’ ability to regulate their expression of stereotypes to prevent them from affecting their treatment of others.

Assessment of the state of synergies between the structural and functional characteristics of the kidneys and liver during external use of a seaweed product Laminaria algae

The authors conducted studies to study the relationship between the functional activity of the kidneys, the detoxification activity of the liver and the structural features of the parenchymatous tissue of these organs under normal conditions and with external use of the laminar algae product “Lamidan”. The work was performed on 164 white outbred Wistar rats weighing 180-200 g. The work was carried out in accordance with current standards for working with laboratory animals. The results of many years of research have shown that normally the indicators of detoxification activity of the liver and functional activity of the kidneys practically do not change, and they correspond to the structural organization of the parenchymatous tissue of these organs, corresponding to the descriptions given in well-known manuals on the activities of these organs. The use of "Lamidan" activates the detoxification function of the liver by 28 % and the functional activity of the kidneys by 28.5 %, i.e. changes are unidirectional and proportionate. In the parenchyma of both organs, changes in the structural organization are recorded, characteristic of an increase in functional activity. Thus, there is a strictly interrelated set of stereotypical changes in the indices of the two organs under study, reflecting between the organs interrelations of functional systems.

ПІДВИЩЕННЯ КОНКУРЕНТОСПРОМОЖНОСТІ ТУРИСТИЧНОГО БІЗНЕСУ УКРАЇНИ

The purpose of the article is to develop directions for improving the competitiveness of the tourism business in Ukraine and to analyze the problems that complicate the formation and development of strategic, socio-cultural potential and human capital. The main components of the tourism business, which includes a wide range of activities aimed at meeting the needs and wishes of tourists (tourist accommodation facilities, transportation services, travel agencies and tour operators, restaurants, cafes and other catering establishments, entertainment and cultural services, recreation and health services, shops and souvenir shops, etc), are highlighted. In the context of the war, Ukraine's tourism business faces several serious challenges that complicate the formation and development of its strategic potential: instability, deteriorating image, reduced investment, loss of infrastructure, and social and economic problems. The main negative factors affecting the formation and development of human capital, which is one of the key components of the tourism sector's success, are security, employee migration, lack of qualifications, decreased demand for labour, and the psychological state of employees. The socio-cultural potential has a particularly significant impact on the efficiency and competitiveness of the tourism business, as it reflects cultural values, readiness for change, and other aspects that may affect the perception and distribution of tourism products. The main problems of socio-cultural potential development include a decline in cultural activity, damage to historical and cultural monuments, loss of cultural heritage, a decline in cultural tourism, changes in cultural stereotypes, and a decrease in investment in cultural development. The main areas for improving the competitiveness of Ukraine's tourism business include the development of tourism infrastructure, improving the quality of tourism services, promoting Ukraine in the global tourism market, creating a favourable environment for tourism development, and developing new types of tourism. Solving these problems requires a comprehensive approach and joint efforts of the government, an international coalition, industry organizations and the public.

Changing preservice teacher students’ stereotypes and attitudes and reducing judgment biases concerning students of different family backgrounds: Effects of a short intervention

Numerous empirical findings have shown biased judgments of (future) teachers depending on students’ ethnic and social background. Furthermore, research has indicated that (future) teachers’ stereotypes and attitudes differ depending on students’ backgrounds and appear to influence (future) teachers’ judgments. Based on theories of stereotype change, attitude change, and judgment formation, a short intervention was developed to change stereotypes and attitudes and to reduce judgment biases. In an experimental study (within- and between-subject design) with N = 215 preservice teacher students, the effectiveness of the intervention on stereotype change, attitude change, and reduction of judgment distortions was tested. The results showed hypothesized effects of the intervention on stereotypes and attitudes towards students with an immigration background and students with low social status. Furthermore, the intervention showed effects on preservice teacher students’ judgments, especially for low-status students.

“Basali ba lifemeng”:1 Gender Stereotyping and the Low Absorption of Male Labour in Lesotho’s Textile Industry

Abstract This article explores the low absorption of male labour in Lesotho’s textile industry. The research adopted a qualitative approach to interrogate dynamics in the industry and perspectives from social actors, including textile employees, key individuals and members of society. It revealed that the dynamics of change in the industry, particularly the technological leaps achieved by some factories, have created opportunities for men but have not necessarily resulted in changes in societal gender stereotypes, namely how society defines specific occupations as either masculine or feminine. Men working in textiles encounter barriers related to widespread and unchallenged stereotypes, characterised by denigration and feminisation by sections of society. The article concludes by alluding to the significance of paying attention to gender stereotypes embedded in societal and historical dynamics in seeking to understand the situation of men in the industry, and the potential implications of the introduction of technology in the industry.

Are Women Brave or Braver Than Men? Judgments of Implicit and Explicit Intergroup Comparisons

People learn about social groups by reading and hearing verbal statements. We investigated if the perceived truth and acceptability of such statements depend on whether they are implicitly vs. explicitly comparative (e.g., “Women are brave” vs. “Women are braver than men”). Participants (Study 1: Ns = 259; Study 2: N = 246) rated the truth, acceptability, familiarity, and positivity of implicitly vs. explicitly comparative, stereotypical vs. counter-stereotypical statements about positive vs. negative features. Consistent with an Etiquette Hypothesis, implicitly (vs. explicitly) comparative statements about positive features were judged as truer and more acceptable, presumably because they adhered better to a positivity norm. Consistent with a Fluency Hypothesis, stereotypical explicitly (vs. implicitly) comparative statements about age groups were judged as truer, presumably because of higher ease-of-processing. Thus, mechanisms affecting judgments vary somewhat with the groups compared. We discuss the role of metacognitive and normative processes in stereotype maintenance and stereotype change.

Identifying and predicting stereotype change in large language corpora: 72 groups, 115 years (1900-2015), and four text sources.

The social world is carved into a complex variety of groups each associated with unique stereotypes that persist and shift over time. Innovations in natural language processing (word embeddings) enabled this comprehensive study on variability and correlates of change/stability in both manifest and latent stereotypes for 72 diverse groups tracked across 115 years of four English-language text corpora. Results showed, first, that group stereotypes changed by a moderate-to-large degree in manifest content (i.e., top traits associated with groups) but remained relatively more stable in latent structure (i.e., average cosine similarity of top traits' embeddings and vectors of valence, warmth, or competence). This dissociation suggests new insights into how stereotypes and their consequences may endure despite documented changes in other aspects of group representations. Second, results showed substantial variability of change/stability across the 72 groups, with some groups revealing large shifts in manifest and latent content, but others showing near-stability. Third, groups also varied in how consistently they were stereotyped across texts, with some groups showing divergent content, but others showing near-identical representations. Fourth, this variability in change/stability across groups was predicted from a combination of linguistic (e.g., frequency of mentioning the group; consistency of group stereotypes across texts) and social (e.g., the type of group) correlates. Groups that were more frequently mentioned in text changed more than those rarely mentioned; sociodemographic groups changed more than other group types (e.g., body-related stigmas, mental illnesses, occupations), providing the first quantitative evidence of specific group features that may support historical stereotype change. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Do Stereotypical vs. Counter-stereotypical Role Models Affect Teacher Candidates’ Stereotypes and Attitudes toward Teaching Computer Science?

Computer Science (CS) stereotypes promote the mindset that nerdy White males who have a high IQ and are technology enthusiasts are the ones to succeed in the field, leading to gender and racial disparities. This quasi-experimental study investigated if exposing teacher candidates to a stereotypical vs. counter-stereotypical CS role model affects their stereotypes and attitudes toward teaching CS. Participants exposed to a counter-stereotypical role model reported a statistically significant decrease in stereotypes about social skills, and slightly weaker stereotypes about appearance, cognitive skills, and work preferences. Participants exposed to a stereotypical role model reported no changes in stereotypes. Participants in both groups showed increasingly positive attitudes toward teaching CS. Implications for CS teacher education are discussed.

Think manager – Think male or female: exploring the content of gendered stereotypes of the managerial role among undergraduate business students in Ireland over a 10-year period

PurposeUsing Schein’s Descriptive Index (SDI), this paper aims to first examine gender role stereotypes and requisite managerial characteristics among Irish business students over a 10-year period. Then, the paper investigates whether there have been changes in gender role stereotypes during this period and subsequently unpack the reasons behind any changes recorded.Design/methodology/approachIn total, 1,124 students from the same business student population rated men, women and managers in general, using SDI. Data was collected first during the academic year 2008–2009 and again in 2018–2019 to determine stability or change in gender role stereotypes and requisite managerial characteristics. Intraclass correlation coefficients scores were computed to determine the relationship between gender and requisite managerial characteristics and identify differences and similarities between the two samples. To explore the content of gender stereotypes, an examination of the specific descriptive items was conducted by performing a factorial analysis using Duncan’s Multiple Range Test. Finally, the authors adapted the scales developed by Duehr and Bono (2006) to determine whether broad gender stereotypic characteristics with respect to communal and agentic, attributed to men, women and managers, differ by sample.FindingsThe overall findings indicate changes in the extent of gender role stereotyping of the managerial role among the male cohorts studied. The subsequent analysis of the descriptive items identified that the change among the male cohort is due to the levels of agency they perceive women to now possess.Research limitations/implicationsThe authors contribute to the literature on both gendered and managerial stereotypes by showing changes in the pro-male stereotype of the managerial role and contribute to the existing debate on a shift towards a more androgynous view of leadership.Practical implicationsThese findings help understand the content of gender role stereotypes that recent graduates bring with them to their first job post-graduation. The observed changes in the level of agency ascribed to women by their male counterparts could prove to be an important step forward for women’s advancement to managerial positions.Originality/valueThe findings indicate that both male and female cohorts in Sample 2 perceived men and women in general to possess the same levels of communal and agentic traits as their managerial counterparts.

The Effect of Gender Sensitivity for Self-Esteem and Protection and Convergence on Appearance Recognition Behavior of Women in Their 20s

Purpose: Unlike in the past, the modern women have destroyed the frame of stereotypes that women must be feminine and men must be masculine through their own arguments and active actions. This has resulted in changes in the women’s self-esteem as their independent tendencies have strengthened due to changes in ste-reotypes about their roles and the women's advancement into society. The purpose of this study is to examine the effect of self-esteem and gender sensitivity on the appearance recognition behavior of women in their 20s. Method: The questionnaire items for scale development of the study were used for the women in their 20s for empirical research. The composition of the questionnaire consisted of self-esteem, gender sensitivity, appearance recognition behavior, and demographic variables. A stepwise multiple regression analysis was conducted to in-vestigate the relationship between demographic variables, self-esteem, gender sensitivity, and appearance recognition behavior. Results: First, as a result of analyzing the effect of self-esteem on gender sensitivity, it turned out that positive self-esteem had a positively significant effect on gender sensitivity, and negative self-esteem had a negatively significant effect on gender sensitivity. Second, as a result of analyzing the effect of gender sensitivity on the appearance stereotypes, it turned out that gender positive attitude had a positively significant effect on the appearance stereotypes, and gender sen-sitivity also had a positively significant effect on the appearance stereotypes. Third, it turned out that gender sensitivity has a mediating effect when the positive self-esteem affects ap-pearance evaluation and respect for appearance, and the negative self-esteem affects appearance evaluation and appearance stereotypes. Conclusion: It is considered that the research on the direction of the beauty industry and between the classes that become direct consumers must be conducted in various ways because the gender sensitivity that women have as a human being can bring about changes in appearance recognition behavior, thereby breaking away from stereotypes about gender. It is hoped that this study will help understand the gender sensitivity of women in their 20s and contribute to the development of the beauty industry.

The Effect of Gender Sensitivity for Self-Esteem and Protection and Convergence on Appearance Recognition Behavior of Women in Their 20s

Purpose: Unlike in the past, the modern women have destroyed the frame of stereotypes that women must be feminine and men must be masculine through their own arguments and active actions. This has resulted in changes in the women’s self-esteem as their independent tendencies have strengthened due to changes in ste-reotypes about their roles and the women's advancement into society. The purpose of this study is to examine the effect of self-esteem and gender sensitivity on the appearance recognition behavior of women in their 20s. Method: The questionnaire items for scale development of the study were used for the women in their 20s for empirical research. The composition of the questionnaire consisted of self-esteem, gender sensitivity, appearance recognition behavior, and demographic variables. A stepwise multiple regression analysis was conducted to in-vestigate the relationship between demographic variables, self-esteem, gender sensitivity, and appearance recognition behavior. Results: First, as a result of analyzing the effect of self-esteem on gender sensitivity, it turned out that positive self-esteem had a positively significant effect on gender sensitivity, and negative self-esteem had a negatively significant effect on gender sensitivity. Second, as a result of analyzing the effect of gender sensitivity on the appearance stereotypes, it turned out that gender positive attitude had a positively significant effect on the appearance stereotypes, and gender sen-sitivity also had a positively significant effect on the appearance stereotypes. Third, it turned out that gender sensitivity has a mediating effect when the positive self-esteem affects ap-pearance evaluation and respect for appearance, and the negative self-esteem affects appearance evaluation and appearance stereotypes. Conclusion: It is considered that the research on the direction of the beauty industry and between the classes that become direct consumers must be conducted in various ways because the gender sensitivity that women have as a human being can bring about changes in appearance recognition behavior, thereby breaking away from stereotypes about gender. It is hoped that this study will help understand the gender sensitivity of women in their 20s and contribute to the development of the beauty industry.

Facets of Gender Stereotypes Change: A Systematic Literature Review

This systematic literature review paper highlights the definitions, dimensions, and various outcomes associated with the changing gender stereotypes. Using PRISMA article selection guidelines, Sixty articles were selected that were published during the 1970-2020 period in Scopus and LENS.ORG databases. The results found that the definition of people’s attitudes towards adopting the culturally defined social role of the opposite biological sex is ideal for being globally applied. The most used dimensions found in studies are agency and communion. Depending on the surface nature of gender stereotypes change outcomes found, only a few outcomes are favorable to the economy. There are more negative related outcomes in the family, work, and health clusters. It implies that future research needs to consider overcoming these adverse outcomes. Besides, a gap was identified in gender stereotype change in the technology landscape, and future research needs more focus on these areas. Moreover, the definitions, dimensions, and consequences synthesized in this paper provide insights to build an extended theoretical foundation for gender research in the future. This study had a limited number of articles inclusion because only two databases were selected for article retrieval.

Managerial stereotypes over time: the rise of feminine leadership

PurposeA key obstacle to women’s advancement to managerial roles and leadership positions is the stereotype of the “good” manager, which is characterized by masculine traits. Although this gendered managerial stereotype has been very persistent over the past decades, Powell et al. (2021) recently showed that business students in the USA reported a decreased preference for masculine leadership traits and an increased preference for feminine leadership traits, resulting in a so-called “androgynous” manager profile that contains both masculine and feminine characteristics. This study aims to replicate Powell et al.’s (2021) findings among an older sample of working adults in The Netherlands.Design/methodology/approachThe present study tests for changes in the managerial stereotype in a sample of 5,542 Dutch employees across 2005, 2010 and 2020.FindingsIn line with Powell et al. (2021), the results confirm employees’ decreased preference for masculine and increased preference for feminine leadership traits in 2020 compared to 2005. Nevertheless, Dutch employees still favored masculine over feminine leadership traits in 2020, contrary to the findings by Powell et al. (2021).Practical implicationsThese observed changes in the managerial stereotype could prove to be an important step forward for women’s advancement to management and leadership positions.Originality/valueWith the present study, the authors demonstrate cross-cultural generalizability and conclude that the stereotype of a “good manager” is not only changing among US business students but also among working adults in The Netherlands. Overall, this study strengthens the observation that the stereotype of a “good manager” is becoming less gendered.