{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/113313"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/113313","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"\"Who endorses \"\"think manager-think male\"\"? A within-person examination of masculine and feminine leader stereotypes\"","abstract":"Classic evidence for the role congruity effect of masculine leader stereotypes comes from the think manager-think male paradigm (TMTM; Schein, 1973). In the TMTM paradigm, a common set of adjectives is rated by different groups of participants for how well they characterize men in general, women in general, and successful middle managers; then, correlations are calculated at the adjective level of analysis, between different groups. When the “men in general” adjective ratings correlate strongly with the “successful middle manager” adjective ratings—and also when the “women in general” adjective ratings correlate weakly with the “successful middle manager” adjective ratings—the conclusion is drawn that leader stereotypes are more congruent with male stereotypes than with female stereotypes. Meta-analytic evidence supports the general finding (Koenig, Eagly, Mitchell, & Ristikari, 2011). However, the traditional between-persons research design to test this phenomenon—assigning participants to complete ratings for one of three conditions (men in general, women in general, or successful middle manager)—makes it impossible to assess congruity of gender and leader stereotypes at the individual level of analysis. The present dissertation specifies the TMTM gender-leader stereotype congruity phenomenon as a within-person slope in a multilevel model (e.g., men in general adjective ratings predicting successful middle manager adjective ratings, within persons). This multilevel specification enables a novel test of individual differences in TMTM role congruity, permitting the investigation of who endorses masculine leader stereotypes. A set of hypothesized individual difference predictors of gender leader stereotype endorsement (e.g., modern sexism, social dominance orientation) was tested as cross-level interaction effects for the male-leadership stereotypes relationship. Results confirm that masculine leader stereotype endorsement is stronger in magnitude than feminine leader stereotype endorsement. Results also confirm that modern sexism enhances the TMTM within-persons slope. Finally, the generalizability of the TMTM effect to negative forms of leadership (i.e., ineffective managers and abusive managers) was investigated.","abstract_html":"Classic evidence for the role congruity effect of masculine leader stereotypes comes from the think manager-think male paradigm (TMTM; Schein, 1973). In the TMTM paradigm, a common set of adjectives is rated by different groups of participants for how well they characterize men in general, women in general, and successful middle managers; then, correlations are calculated at the adjective level of analysis, between different groups. When the “men in general” adjective ratings correlate strongly with the “successful middle manager” adjective ratings—and also when the “women in general” adjective ratings correlate weakly with the “successful middle manager” adjective ratings—the conclusion is drawn that leader stereotypes are more congruent with male stereotypes than with female stereotypes. Meta-analytic evidence supports the general finding (Koenig, Eagly, Mitchell, & Ristikari, 2011). However, the traditional between-persons research design to test this phenomenon—assigning participants to complete ratings for one of three conditions (men in general, women in general, or successful middle manager)—makes it impossible to assess congruity of gender and leader stereotypes at the individual level of analysis. The present dissertation specifies the TMTM gender-leader stereotype congruity phenomenon as a within-person slope in a multilevel model (e.g., men in general adjective ratings predicting successful middle manager adjective ratings, within persons). This multilevel specification enables a novel test of individual differences in TMTM role congruity, permitting the investigation of who endorses masculine leader stereotypes. A set of hypothesized individual difference predictors of gender leader stereotype endorsement (e.g., modern sexism, social dominance orientation) was tested as cross-level interaction effects for the male-leadership stereotypes relationship. Results confirm that masculine leader stereotype endorsement is stronger in magnitude than feminine leader stereotype endorsement. Results also confirm that modern sexism enhances the TMTM within-persons slope. Finally, the generalizability of the TMTM effect to negative forms of leadership (i.e., ineffective managers and abusive managers) was investigated.","abstract_has_math":false,"creators":["Morales, Nicole A."],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Newman, Daniel A","Rounds, James","Fraley, Robert C","Liu, Yihao","Badura, Katie"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2022,"date_issued":"2022-01-12T22:56:07Z","date_published":"2022-01-12T22:56:07Z","updated_at":"2026-07-22T22:24:53Z","subjects":["gender, leadership, management, stereotype, multilevel model"],"languages":["en"],"rights":["Copyright 2021 Nicole Morales"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/2142/113313","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Newman, Daniel A","Rounds, James","Fraley, Robert C","Liu, Yihao","Badura, Katie"]},{"key":"dc:creator","label":"Author","values":["Morales, Nicole A."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2022-01-12T22:56:07Z","2024-01-12T22:56:20Z","2021-07-13","2021-08"]},{"key":"dc:type","label":"Dc Type","values":["text","Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["gender, leadership, management, stereotype, multilevel model"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["Copyright 2021 Nicole Morales"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/113313"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Classic evidence for the role congruity effect of masculine leader stereotypes comes from the think manager-think male paradigm (TMTM; Schein, 1973). In the TMTM paradigm, a common set of adjectives is rated by different groups of participants for how well they characterize men in general, women in general, and successful middle managers; then, correlations are calculated at the adjective level of analysis, between different groups. When the “men in general” adjective ratings correlate strongly with the “successful middle manager” adjective ratings—and also when the “women in general” adjective ratings correlate weakly with the “successful middle manager” adjective ratings—the conclusion is drawn that leader stereotypes are more congruent with male stereotypes than with female stereotypes. Meta-analytic evidence supports the general finding (Koenig, Eagly, Mitchell, & Ristikari, 2011). However, the traditional between-persons research design to test this phenomenon—assigning participants to complete ratings for one of three conditions (men in general, women in general, or successful middle manager)—makes it impossible to assess congruity of gender and leader stereotypes at the individual level of analysis. The present dissertation specifies the TMTM gender-leader stereotype congruity phenomenon as a within-person slope in a multilevel model (e.g., men in general adjective ratings predicting successful middle manager adjective ratings, within persons). This multilevel specification enables a novel test of individual differences in TMTM role congruity, permitting the investigation of who endorses masculine leader stereotypes. A set of hypothesized individual difference predictors of gender leader stereotype endorsement (e.g., modern sexism, social dominance orientation) was tested as cross-level interaction effects for the male-leadership stereotypes relationship. Results confirm that masculine leader stereotype endorsement is stronger in magnitude than feminine leader stereotype endorsement. Results also confirm that modern sexism enhances the TMTM within-persons slope. Finally, the generalizability of the TMTM effect to negative forms of leadership (i.e., ineffective managers and abusive managers) was investigated.","Submission published under a 24 month embargo labeled 'Closed Access', the embargo will last until 2023-08-01","The student, Nicole Morales, accepted the attached license on 2021-07-13 at 12:13.","The student, Nicole Morales, submitted this Dissertation for approval on 2021-07-13 at 12:31.","This Dissertation was approved for publication on 2021-07-13 at 15:37.","DSpace SAF Submission Ingestion Package generated from Vireo submission #16905 on 2022-01-12 at 13:04:50","Made available in DSpace on 2022-01-12T22:56:07Z (GMT). No. of bitstreams: 2 MORALES-DISSERTATION-2021.pdf: 2598928 bytes, checksum: 75c683d23bc3efa56ddb1349021c7615 (MD5) LICENSE.txt: 4211 bytes, checksum: 2cd5fe37d05c705b2c248243b13b0b46 (MD5) Previous issue date: 2021-07-13","Embargo set by: Seth Robbins for item 121242 Lift date: 2024-01-12T22:56:20Z Reason: Author requested closed access (OA after 2yrs) in Vireo ETD system","Author requested closed access (OA after 2yrs) in Vireo ETD system","Limited"]},{"key":"dc:format","label":"Dc Format","values":["application/pdf"]},{"key":"dc:title","label":"Title","values":["\"Who endorses \"\"think manager-think male\"\"? A within-person examination of masculine and feminine leader stereotypes\""]}]}],"canonical_facts":{"dc:contributor":["Newman, Daniel A","Rounds, James","Fraley, Robert C","Liu, Yihao","Badura, Katie"],"dc:creator":["Morales, Nicole A."],"dc:date":["2022-01-12T22:56:07Z","2024-01-12T22:56:20Z","2021-07-13","2021-08"],"dc:description":["Classic evidence for the role congruity effect of masculine leader stereotypes comes from the think manager-think male paradigm (TMTM; Schein, 1973). In the TMTM paradigm, a common set of adjectives is rated by different groups of participants for how well they characterize men in general, women in general, and successful middle managers; then, correlations are calculated at the adjective level of analysis, between different groups. When the “men in general” adjective ratings correlate strongly with the “successful middle manager” adjective ratings—and also when the “women in general” adjective ratings correlate weakly with the “successful middle manager” adjective ratings—the conclusion is drawn that leader stereotypes are more congruent with male stereotypes than with female stereotypes. Meta-analytic evidence supports the general finding (Koenig, Eagly, Mitchell, & Ristikari, 2011). However, the traditional between-persons research design to test this phenomenon—assigning participants to complete ratings for one of three conditions (men in general, women in general, or successful middle manager)—makes it impossible to assess congruity of gender and leader stereotypes at the individual level of analysis. The present dissertation specifies the TMTM gender-leader stereotype congruity phenomenon as a within-person slope in a multilevel model (e.g., men in general adjective ratings predicting successful middle manager adjective ratings, within persons). This multilevel specification enables a novel test of individual differences in TMTM role congruity, permitting the investigation of who endorses masculine leader stereotypes. A set of hypothesized individual difference predictors of gender leader stereotype endorsement (e.g., modern sexism, social dominance orientation) was tested as cross-level interaction effects for the male-leadership stereotypes relationship. Results confirm that masculine leader stereotype endorsement is stronger in magnitude than feminine leader stereotype endorsement. Results also confirm that modern sexism enhances the TMTM within-persons slope. Finally, the generalizability of the TMTM effect to negative forms of leadership (i.e., ineffective managers and abusive managers) was investigated.","Submission published under a 24 month embargo labeled 'Closed Access', the embargo will last until 2023-08-01","The student, Nicole Morales, accepted the attached license on 2021-07-13 at 12:13.","The student, Nicole Morales, submitted this Dissertation for approval on 2021-07-13 at 12:31.","This Dissertation was approved for publication on 2021-07-13 at 15:37.","DSpace SAF Submission Ingestion Package generated from Vireo submission #16905 on 2022-01-12 at 13:04:50","Made available in DSpace on 2022-01-12T22:56:07Z (GMT). No. of bitstreams: 2 MORALES-DISSERTATION-2021.pdf: 2598928 bytes, checksum: 75c683d23bc3efa56ddb1349021c7615 (MD5) LICENSE.txt: 4211 bytes, checksum: 2cd5fe37d05c705b2c248243b13b0b46 (MD5) Previous issue date: 2021-07-13","Embargo set by: Seth Robbins for item 121242 Lift date: 2024-01-12T22:56:20Z Reason: Author requested closed access (OA after 2yrs) in Vireo ETD system","Author requested closed access (OA after 2yrs) in Vireo ETD system","Limited"],"dc:format":["application/pdf"],"dc:identifier":["http://hdl.handle.net/2142/113313"],"dc:language":["en"],"dc:rights":["Copyright 2021 Nicole Morales"],"dc:subject":["gender, leadership, management, stereotype, multilevel model"],"dc:title":["\"Who endorses \"\"think manager-think male\"\"? A within-person examination of masculine and feminine leader stereotypes\""],"dc:type":["text","Thesis"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Ph.D."],"thesis:institution_name":["University of Illinois at Urbana-Champaign"]},"updated_at":"2026-07-22T22:24:53Z"}