Elissa Perry
Workgroup Members:
- Elissa Perry
- Paul Hanvongse
- Duoc Nguyen
- Rebecca Stilwell
Current Research:
Gender Stereotype Violation
People have beliefs about how women and men typically are (e.g., descriptive stereotypes) and expectations about how they should and should not be (e.g., prescriptive and proscriptive stereotypes). Women are expected to be communal (e.g., warm, caring, nurturing). Men are expected to be agentic (e.g., aggressive, assertive, competitive). Those who violate gender stereotypes experience social and economic penalties referred to as backlash. For example, successful women in male-typed jobs are perceived as competent, but cold and hostile and consequently they are liked less. Similarly, men who are successful in female-typed jobs are perceived as more ineffectual and less respected than women. We have designed and conducted two scenario based laboratory studies to study the implications of gender stereotype violation.
Our first study explored the implications of stereotype violation for a male and female target employed in a male-typed job. Results revealed that a male target who violated gender stereotypic expectations (by not being clearly competent in a strongly male-typed job) was perceived less positively (less competent and agentic) and in turn experienced more negative employment outcomes (e.g., training, promotional opportunities) relative to a female target who violated gender stereotypic expectations (by being clearly competent in a strongly male-typed job).
We are currently conducting a second study. This study explores how engaging in a communal role (i.e., providing eldercare) impacts perceptions about women and men who are employed in a male-typed job and who violate their respective gender stereotypes. We anticipate that the provision of childcare (a female stereotypic communal behavior) will have different implications for female gender stereotype violators than male gender stereotype violators.
Our first study explored the implications of stereotype violation for a male and female target employed in a male-typed job. Results revealed that a male target who violated gender stereotypic expectations (by not being clearly competent in a strongly male-typed job) was perceived less positively (less competent and agentic) and in turn experienced more negative employment outcomes (e.g., training, promotional opportunities) relative to a female target who violated gender stereotypic expectations (by being clearly competent in a strongly male-typed job).
We are currently conducting a second study. This study explores how engaging in a communal role (i.e., providing eldercare) impacts perceptions about women and men who are employed in a male-typed job and who violate their respective gender stereotypes. We anticipate that the provision of childcare (a female stereotypic communal behavior) will have different implications for female gender stereotype violators than male gender stereotype violators.
Generational Stereotypes
This research is concerned with determining whether a case can be made for the existence of generational stereotypes, separate from although related to age stereotypes. We conducted a first study which suggested that a tentative case can be made for the existence of generational stereotypes (stereotypes related to Baby Boomers, Gen X and Gen Y/Millennials). Our second study attempted to further assess and delineate the content of these stereotypes. Study 2 asked two samples of individuals (students and an older cohort) to assess the extent to which each of a series of characteristics (generated from our Study 1) were strongly associated with their image of each of 3 generations.
Based on the results of these two studies, we believe that while they overlap, age and generational stereotypes also have unique content. We are currently conducting a third study which looks at the implications of using age compared to generational stereotypes. In our scenario based laboratory study we ask applicants to read a job description and then evaluate two applicants for the job. Two applicant profiles are presented, one is described consistently across experimental conditions, and the other is manipulated. Subjects are provided with an applicant profile which describes the applicant as either a typical: Baby Boomer, Millennial/Gen Y, 29 year old, or 60 year old. Based on our previous research, we anticipate that people may have more positive feelings about an applicant who is described as a Baby Boomer compared to a 60 year old. We also anticipate that people may have more negative feelings about an applicant described as a Gen-Y/Millennial compared to a 29 year old.
Based on the results of these two studies, we believe that while they overlap, age and generational stereotypes also have unique content. We are currently conducting a third study which looks at the implications of using age compared to generational stereotypes. In our scenario based laboratory study we ask applicants to read a job description and then evaluate two applicants for the job. Two applicant profiles are presented, one is described consistently across experimental conditions, and the other is manipulated. Subjects are provided with an applicant profile which describes the applicant as either a typical: Baby Boomer, Millennial/Gen Y, 29 year old, or 60 year old. Based on our previous research, we anticipate that people may have more positive feelings about an applicant who is described as a Baby Boomer compared to a 60 year old. We also anticipate that people may have more negative feelings about an applicant described as a Gen-Y/Millennial compared to a 29 year old.