Women take risks to help others to stay alive.

Evidence that women voluntarily expose themselves to some threats more than men do challenges the generalizability of the claim that women exceed men in self-protective responses. Examples include women's higher rates of living organ donation and rescuing Jews during the holocaust. In general, women's efforts to keep other people alive can take precedence over their efforts to protect themselves.

Understanding the Magnitude of Psychological Differences Between Women and Men Requires Seeing the Forest and the Trees.

Whether women and men are psychologically very similar or quite different is a contentious issue in psychological science. This article clarifies this issue by demonstrating that larger and smaller sex/gender differences can reflect differing ways of organizing the same data. For single psychological constructs, larger differences emerge from averaging multiple indicators that differ by sex/gender to produce scales of a construct's overall typicality for women versus men. For example, averaging self-ratings on personality traits more typical of women or men yields much larger sex/gender differences on measures of the femininity and masculinity of personality. Sex/gender differences on such broad-gauge, thematic variables are large relative to differences on their component indicators. This increased effect magnitude for aggregated scales reflects gains in both their reliability and validity as indicators of sex/gender. In addition, in psychological domains such as vocational interests that are composed of many variables, at least some of which differ by sex/gender, the multivariate distance between women and men is typically larger than the differences on the component variables. These analyses encourage recognition of the interdependence of sex/gender similarity and difference in psychological data.

Gender stereotypes have changed: A cross-temporal meta-analysis of U.S. public opinion polls from 1946 to 2018.

This meta-analysis integrated 16 nationally representative U.S. public opinion polls on gender stereotypes (N = 30,093 adults), extending from 1946 to 2018, a span of seven decades that brought considerable change in gender relations, especially in women's roles. In polls inquiring about communion (e.g., affectionate, emotional), agency (e.g., ambitious, courageous), and competence (e.g., intelligent, creative), respondents indicated whether each trait is more true of women or men, or equally true of both. Women's relative advantage in communion increased over time, but men's relative advantage in agency showed no change. Belief in competence equality increased over time, along with belief in female superiority among those who indicated a sex difference in competence. Contemporary gender stereotypes thus convey substantial female advantage in communion and a smaller male advantage in agency but also gender equality in competence along with some female advantage. Interpretation emphasizes the origins of gender stereotypes in the social roles of women and men. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

The Development of Children's Gender-Science Stereotypes: A Meta-analysis of 5 Decades of U.S. Draw-A-Scientist Studies.

This meta-analysis, spanning 5 decades of Draw-A-Scientist studies, examined U.S. children's gender-science stereotypes linking science with men. These stereotypes should have weakened over time because women's representation in science has risen substantially in the United States, and mass media increasingly depict female scientists. Based on 78 studies (N = 20,860; grades K-12), children's drawings of scientists depicted female scientists more often in later decades, but less often among older children. Children's depictions of scientists therefore have become more gender diverse over time, but children still associate science with men as they grow older. These results may reflect that children observe more male than female scientists in their environments, even though women's representation in science has increased over time.

Omitted evidence undermines sexual motives explanation for attractiveness bias.

This commentary makes three points: (1) the existing evidence does not consistently favor the proposed sex difference in attractiveness preferences, nor the fitness-related outcomes of attractiveness; (2) the neglected association of perceived attractiveness and trustworthiness allowed the authors to incorrectly attribute many findings solely to attractiveness, and (3) the importance accorded attractiveness in mate preferences is culturally shaped and likely evolutionarily novel.

Leadership in applied psychology: Three waves of theory and research.

Although in the early years of the Journal leadership research was rare and focused primarily on traits differentiating leaders from nonleaders, subsequent to World War II the research area developed in 3 major waves of conceptual, empirical, and methodological advances: (a) behavioral and attitude research; (b) behavioral, social-cognitive, and contingency research; and (c) transformational, social exchange, team, and gender-related research. Our review of this work shows dramatic increases in sophistication from early research focusing on personnel issues associated with World War I to contemporary multilevel models and meta-analyses on teams, shared leadership, leader-member exchange, gender, ethical, abusive, charismatic, and transformational leadership. Yet, many of the themes that characterize contemporary leadership research were also present in earlier research. (PsycINFO Database Record

Scientific Eminence: Where Are the Women?

Women are sparsely represented among psychologists honored for scientific eminence. However, most currently eminent psychologists started their careers when far fewer women pursued training in psychological science. Now that women earn the majority of psychology Ph.D.'s, will they predominate in the next generation's cadre of eminent psychologists? Comparing currently active female and male psychology professors on publication metrics such as the h index provides clues for answering this question. Men outperform women on the h index and its two components: scientific productivity and citations of contributions. To interpret these gender gaps, we first evaluate whether publication metrics are affected by gender bias in obtaining grant support, publishing papers, or gaining citations of published papers. We also consider whether women's chances of attaining eminence are compromised by two intertwined sets of influences: (a) gender bias stemming from social norms pertaining to gender and to science and (b) the choices that individual psychologists make in pursuing their careers.

Mischaracterizing social psychology to support the laudable goal of increasing its political diversity.

Duarte et al.'s arguments for increasing political diversity in social psychology are based on mischaracterizations of social psychology as fundamentally flawed in understanding stereotype accuracy and the effects of attitudes on information processing. I correct their misunderstandings while agreeing with their view that political diversity, along with other forms of diversity, stands to benefit social psychology.

Evidence for the social role theory of stereotype content: observations of groups' roles shape stereotypes.

In applying social role theory to account for the content of a wide range of stereotypes, this research tests the proposition that observations of groups' roles determine stereotype content (Eagly & Wood, 2012). In a novel test of how stereotypes can develop from observations, preliminary research collected participants' beliefs about the occupational roles (e.g., lawyer, teacher, fast food worker, chief executive officer, store clerk, manager) in which members of social groups (e.g., Black women, Hispanics, White men, the rich, senior citizens, high school dropouts) are overrepresented relative to their numbers in the general population. These beliefs about groups' typical occupational roles proved to be generally accurate when evaluated in relation to data from the Bureau of Labor Statistics. Then, correlational studies predicted participants' stereotypes of social groups from the attributes ascribed to group members' typical occupational roles (Studies 1a, 1b, and 1c), the behaviors associated with those roles (Study 2), and the occupational interest profile of the roles (Study 3). As predicted by social role theory, beliefs about the attributes of groups' typical roles were strongly related to group stereotypes on both communion and agency/competence. In addition, an experimental study (Study 4) demonstrated that when social groups were described with changes to their typical social roles in the future, their projected stereotypes were more influenced by these future roles than by their current group stereotypes, thus supporting social role theory's predictions about stereotype change. Discussion considers the implications of these findings for stereotype change and the relation of social role theory to other theories of stereotype content.

Feminism and psychology: critiques of methods and epistemology.

Starting in the 1960s, many of the critiques of psychological science offered by feminist psychologists focused on its methods and epistemology. This article evaluates the current state of psychological science in relation to this feminist critique. The analysis relies on sources that include the PsycINFO database, the Publication Manual of the American Psychological Association (American Psychological Association, 2010), and popular psychology methods textbooks. After situating the feminist critique within the late-20th-century shift of science from positivism to postpositivism, the inquiry examines feminists' claims of androcentric bias in (a) the underrepresentation of women as researchers and research participants and (b) researchers' practices in comparing women and men and describing their research findings. In most of these matters, psychology manifests considerable change in directions advocated by feminists. However, change is less apparent in relation to some feminists' criticisms of psychology's reliance on laboratory experimentation and quantitative methods. In fact, the analyses documented the rarity in high-citation journals of qualitative research that does not include quantification. Finally, the analysis frames feminist methodological critiques by a consideration of feminist epistemologies that challenge psychology's dominant postpositivism. Scrutiny of methods textbooks and journal content suggests that within psychological science, especially as practiced in the United States, these alternative epistemologies have not yet gained substantial influence.

The Nature-Nurture Debates: 25 Years of Challenges in Understanding the Psychology of Gender.

Nature-nurture debates continue to be highly contentious in the psychology of gender despite the common recognition that both types of causal explanations are important. In this article, we provide a historical analysis of the vicissitudes of nature and nurture explanations of sex differences and similarities during the quarter century since the founding of the Association for Psychological Science. We consider how the increasing use of meta-analysis helped to clarify sex difference findings if not the causal explanations for these effects. To illustrate these developments, this article describes socialization and preferences for mates as two important areas of gender research. We also highlight developing research trends that address the interactive processes by which nature and nurture work together in producing sex differences and similarities. Such theorizing holds the promise of better science as well as a more coherent account of the psychology of women and men that should prove to be more influential with the broader public.

Prejudice in context departs from attitudes toward groups.

The analysis offered by Dixon et al. fails to acknowledge that the attitudes that drive prejudice are attitudes that are constructed in particular contexts. These attitudes (e.g., toward men as childcare workers) can diverge strongly from attitudes toward the group in general. Social change is thus best achieved through challenging the requirements of roles and by changing group stereotypes.

Feminism and psychology: analysis of a half-century of research on women and gender.

Starting in the 1960s, feminists argued that the discipline of psychology had neglected the study of women and gender and misrepresented women in its research and theories. Feminists also posed many questions worthy of being addressed by psychological science. This call for research preceded the emergence of a new and influential body of research on gender and women that grew especially rapidly during the period of greatest feminist activism. The descriptions of this research presented in this article derive from searches of the journal articles cataloged by PsycINFO for 1960-2009. These explorations revealed (a) a concentration of studies in basic research areas investigating social behavior and individual dispositions and in many applied areas, (b) differing trajectories of research on prototypical topics, and (c) diverse theoretical orientations that authors have not typically labeled as feminist. The considerable dissemination of this research is evident in its dispersion beyond gender-specialty journals into a wide range of other journals, including psychology's core review and theory journals, as well as in its coverage in introductory psychology textbooks. In this formidable body of research, psychological science has reflected the profound changes in the status of women during the last half-century and addressed numerous questions that these changes have posed. Feminism served to catalyze this research area, which grew beyond the bounds of feminist psychology to incorporate a very large array of theories, methods, and topics.

The impact of social roles on trait judgments: a critical reexamination.

Consistent with social role theory's assumption that the role behavior of men and women shapes gender stereotypes, earlier experiments have found that men's and women's occupancy of the same role eliminated gender-stereotypical judgments of greater agency and lower communion in men than women. The shifting standards model raises the question of whether a shift to within-sex standards in judgments of men and women in roles could have masked underlying gender stereotypes. To examine this possibility, two experiments obtained judgments of men and women using measures that do or do not restrain shifts to within-sex standards. This measure variation did not affect the social role pattern of smaller perceived sex differences in the presence of role information. These findings thus support the social role theory claim that designations of identical roles for subgroups of men and women eliminate or reduce perceived sex differences.

Implicit and explicit preferences for physical attractiveness in a romantic partner: a double dissociation in predictive validity.

Five studies develop and examine the predictive validity of an implicit measure of the preference for physical attractiveness in a romantic partner. Three hypotheses were generally supported. First, 2 variants of the go/no-go association task revealed that participants, on average, demonstrate an implicit preference (i.e., a positive spontaneous affective reaction) for physical attractiveness in a romantic partner. Second, these implicit measures were not redundant with a traditional explicit measure: The correlation between these constructs was .00 on average, and the implicit measures revealed no reliable sex differences, unlike the explicit measure. Third, explicit and implicit measures exhibited a double dissociation in predictive validity. Specifically, explicit preferences predicted the extent to which attractiveness was associated with participants' romantic interest in opposite-sex photographs but not their romantic interest in real-life opposite-sex speed-daters or confederates. Implicit preferences showed the opposite pattern. This research extends prior work on implicit processes in romantic relationships and offers the first demonstration that any measure of a preference for a particular characteristic in a romantic partner (an implicit measure of physical attractiveness, in this case) predicts individuals' evaluation of live potential romantic partners.

Are leader stereotypes masculine? A meta-analysis of three research paradigms.

This meta-analysis examined the extent to which stereotypes of leaders are culturally masculine. The primary studies fit into 1 of 3 paradigms: (a) In Schein's (1973) think manager-think male paradigm, 40 studies with 51 effect sizes compared the similarity of male and leader stereotypes and the similarity of female and leader stereotypes; (b) in Powell and Butterfield's (1979) agency-communion paradigm, 22 studies with 47 effect sizes compared stereotypes of leaders' agency and communion; and (c) in Shinar's (1975) masculinity-femininity paradigm, 7 studies with 101 effect sizes represented stereotypes of leadership-related occupations on a single masculinity-femininity dimension. Analyses implemented appropriate random and mixed effects models. All 3 paradigms demonstrated overall masculinity of leader stereotypes: (a) In the think manager-think male paradigm, intraclass correlation = .25 for the women-leaders similarity and intraclass correlation = .62 for the men-leaders similarity; (b) in the agency-communion paradigm, g = 1.55, indicating greater agency than communion; and (c) in the masculinity-femininity paradigm, g = 0.92, indicating greater masculinity than the androgynous scale midpoint. Subgroup and meta-regression analyses indicated that this masculine construal of leadership has decreased over time and was greater for male than female research participants. In addition, stereotypes portrayed leaders as less masculine in educational organizations than in other domains and in moderate- than in high-status leader roles. This article considers the relation of these findings to Eagly and Karau's (2002) role congruity theory, which proposed contextual influences on the incongruity between stereotypes of women and leaders. The implications for prejudice against women leaders are also considered.

When and why do ideal partner preferences affect the process of initiating and maintaining romantic relationships?

Three studies explored how the traits that people ideally desire in a romantic partner, or ideal partner preferences, intersect with the process of romantic relationship initiation and maintenance. Two attraction experiments in the laboratory found that, when participants evaluated a potential romantic partner's written profile, they expressed more romantic interest in a partner whose traits were manipulated to match (vs. mismatch) their idiosyncratic ideals. However, after a live interaction with the partner, the match vs. mismatch manipulation was no longer associated with romantic interest. This pattern appeared to have emerged because participants reinterpreted the meaning of the traits as they applied to the partner, a context effect predicted by classic models of person perception (S. E. Asch, 1946). Finally, a longitudinal study of middle-aged adults demonstrated that participants evaluated a current romantic partner (but not a partner who was merely desired) more positively to the extent that the partner matched their overall pattern of ideals across several traits; the match in level of ideals (i.e., high vs. low ratings) was not relevant to participants' evaluations. In general, the match between ideals and a partner's traits may predict relational outcomes when participants are learning about a partner in the abstract and when they are actually in a relationship with the partner, but not when considering potential dating partners they have met in person.

Are memberships in race, ethnicity, and gender categories merely surface characteristics?

Comments on Deep-level diversity and leadership (see record 2010-24768-017) by Kristen M. Klein and Mo Wang. In the special issue on Diversity and Leadership (April 2010), the authors made a strong case for the importance of diversity in workplace leadership, rejected premature declarations that workplace discrimination is obsolete, and called for leadership theories that acknowledge and promote the value of diversity. We suggest that researchers could better predict and increase leader effectiveness by explicitly addressing deep-level characteristics in theory and practice. By promoting surface-level diversity in leadership opportunities and deep-level similarities in leadership training, it is conceivable that organizations could counter adverse impact in leader selection while also improving organizational outcomes.