Publication Cover
International Journal of Social Psychology
Revista de Psicología Social
Volume 38, 2023 - Issue 1
90
Views
0
CrossRef citations to date
0
Altmetric
Research Article

How and when need for cognitive closure impacts attitudes towards women managers (Cómo y cuándo la necesidad de cierre influye en las actitudes hacia las mujeres directivas)

ORCID Icon, ORCID Icon & ORCID Icon
Pages 157-191 | Received 18 Feb 2022, Accepted 12 Sep 2022, Published online: 03 Jan 2023

References / Referencias

  • Aberson, C. L. (2022). pwr2ppl: Power Analyses for Common Designs (Power to the People). R package version 0.4.0. Retrieved from: https://CRAN.R-project.org/package=pwr2ppl
  • Aberson, C. L., Bostyn, D. H., Carpenter, T., Conrique, B. G., Giner-Sorolla, R., Lewis, N. A., Jr, Montoya, A. M., Ng, B. W., Reifman, A., Schoemann, A. M., & Soderberg, C. (2020). Techniques and solutions for sample size determination in psychology: Supplementary material for “power to detect what? Considerations for planning and evaluating sample size” [Unpublished manuscript]. Retrieved from file:///C:/Users/Utente/Desktop/POWER%20ANALYSIS/Power%20Analysis%20supplementary%2028%20May%202020.pdf
  • Allport, G. (1954). The nature of prejudice. Addison-Wesley.
  • Baker, C. (2014). Stereotyping and women’s roles in leadership positions. Industrial and Commercial Training, 46(6), 332–337. https://doi.org/10.1108/ICT-04-2014-0020
  • Baldner, C., & Pierro, A. (2019). The trials of women leaders in the workforce: How a need for cognitive closure can influence acceptance of harmful gender stereotypes. Sex Roles: A Journal of Research, 80(9–10), 565–577. https://doi.org/10.1007/s11199-018-0953-1
  • Baldner, C., Pierro, A., Di Santo, D., & Cabras, C. (2021). How the mere desire for certainty can lead to a preference for men in authority (particularly among political liberals). Journal of Applied Social Psychology, 1–11. https://doi.org/10.1111/jasp.12830
  • Baldner, C., Pierro, A., Di Santo, D., & Kruglanski, A. W. (2021). Men and women who want epistemic certainty are at-risk for hostility towards women leaders. The Journal of Social Psychology, 1–17. https://doi.org/10.1080/00224545.2021.1933371
  • Bhatnagar, D., & Swamy, R. (1995). Attitudes toward women as managers: Does interaction make a difference? Human Relations, 48(11), 1285–1307. https://doi.org/10.1177/001872679504801103
  • Burton, L. J. (2015). Underrepresentation of women in sport leadership: A review of research. Sport Management Review, 18(2), 155–165. https://doi.org/10.1016/j.smr.2014.02.004
  • Crowne, D. P., & Marlowe, D. (1960). A new scale of social desirability independent of psychopathology. Journal of Consulting Psychology, 24(4), 349–354. https://doi.org/10.1037/h0047358
  • Dhont, K., Roets, A., & Van Hiel, A. (2011). Opening closed minds: The combined effects of intergroup contact and need for closure on prejudice. Personality and Social Psychology Bulletin, 37(4), 514–528. https://doi.org/10.1177/0146167211399101
  • Dhont, K., & Van Hiel, A. (2011). Direct contact and authoritarianism as moderators between extended contact and reduced prejudice: Lower threat and greater trust as mediators. Group Processes & Intergroup Relations, 14(2), 223–237. https://doi.org/10.1177/1368430210391121
  • Duehr, E. E., & Bono, J. E. (2006). Men, women, and managers: Are stereotypes finally changing? Personnel Psychology, 59(4), 815–846. https://doi.org/10.1111/j.1744-6570.2006.00055
  • Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109(3), 573–598. https://doi.org/10.1037/0033-295X.109.3.573
  • Elsesser, K. M. (2016). Gender bias against female leaders: A review. Handbook on well-being of Working Women, 161–173. https://doi.org/10.1007/978-94-017-9897-6_10
  • Faul, F., Erdfelder, E., Buchner, A., & Lang, A. G. (2009). Statistical power analyses using G* Power 3.1: Tests for correlation and regression analyses. Behavior Research Methods, 41(4), 1149–1160. https://doi.org/10.3758/BRM.41.4.1149
  • Feather, N. T., & Boeckmann, R. F. (2007). Beliefs about gender discrimination in the workplace in the context of affirmative action: Effects of gender and ambivalent attitudes in an Australian sample. Sex Roles, 57(1–2), 31–42. https://doi.org/10.1007/s11199-007-9226-0
  • Glick, P., & Fiske, S. T. (1996). The Ambivalent Sexism Inventory: Differentiating hostile and benevolent sexism. Journal of Personality and Social Psychology, 70(3), 491–512. https://doi.org/10.1037/0022-3514.70.3.491
  • Glick, P., & Fiske, S. T. (1999). The Ambivalence Toward Men Inventory: Differentiating hostile and benevolent beliefs about men. Psychology of Women Quarterly, 23(3), 519–536. https://doi.org/10.1111/j.1471-6402.1999.tb00379
  • Glick, P., Lameiras, M., Fiske, S. T., Eckes, T., Masser, B., Volpato, C., Manganelli, A. M., Pek, J. C. X., Huang, L. L., Sakalli-Ugurlu, N., Rodríguez-Castro, Y., D’Avila Pereira, M. L., Willemsen, T. L., Brunner, A. E., & Six-Materna, I. (2004). Bad but bold: Ambivalent attitudes toward men predict gender inequality in 16 nations. Journal of Personality and Social Psychology, 86(5), 713–728. https://doi.org/10.1037/0022-3514.86.5.713
  • Glick, P., & Whitehead, J. (2010). Hostility toward men and the perceived stability of male dominance. Social Psychology, 41(3), 177–185. https://doi.org/10.1027/1864-9335/a000025
  • Hayes, A. F. (2018). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach (2nd) ed.). Guilford Press.
  • Hodson, G. (2011). Do ideologically intolerant people benefit from intergroup contact? Current Directions in Psychological Science, 20(3), 154–159. https://doi.org/10.1177/0963721411409025
  • Jost, J. T., & Amodio, D. M. (2012). Political ideology as motivated social cognition: Behavioral and neuroscientific evidence. Motivation and Emotion, 36(1), 55–64. https://doi.org/10.1007/s11031-011-9260-7
  • Kruglanski, A. W. (2004). The psychology of closed mindedness. Psychology Press.
  • Kruglanski, A. W., & Webster, D. M. (1991). Group members reactions to opinion deviates and conformists at varying degrees of proximity to decision deadline and environmental noise. Journal of Personality and Social Psychology, 61(2), 215–225. https://doi.org/10.1037/0022-3514.61.2.212
  • Kruglanski, A. W., & Webster, D. M. (1996). Motivated closing of the mind: “Seizing” and “freezing. Psychological Review, 103(2), 263–283. https://doi.org/10.1037/0033-295X.103.2.263
  • Lyness, K. S., & Heilman, M. E. (2006). When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91(4), 777–785. https://doi.org/10.1037/0021-9010.91.4.777
  • Manganelli, A. M., Bobbio, A., & Canova, L. (2012). Sexism, conservative ideology and attitudes toward women as managers. Psicologia Sociale, 7(2), 241–260. https://doi.org/10.1482/37697
  • Peters, L. H., Terborg, J. R., & Taynor, J. (1974). Women As Managers Scale (WAMS): A measure of attitudes towards women in management positions. Journal Supplement Abstract Service Catalog of Selected Documents in Psychology, 4, 27. ( Ms. No. 585)
  • Pettigrew, T. F., & Tropp, L. R. (2008). How does intergroup contact reduce prejudice? Meta-analytic tests of three mediators. European Journal of Social Psychology, 38(6), 922–934. https://doi.org/10.1002/ejsp.504
  • Pierro, A., De Grada, E., Mannetti, L., Livi, S., & Kruglanski, A. W. (2004). The need for cognitive closure and response to normative violations of an everyday character. Giornale Italiano di Psicologia, 31, 129–140. https://doi.org/10.1421/13216
  • Pierro, A., & Kruglanski, A. W. (2005). Revised need for Cognitive Closure Scale [Unpublished manuscript]. Università di Roma La Sapienza.
  • Reynolds, W. M. (1982). Development of reliable and valid short forms of the Marlowe‐Crowne Social Desirability Scale. Journal of Clinical Psychology, 38(1), 119–125. https://doi.org/10.1002/1097-4679
  • Roets, A., Kruglanski, A. W., Kossowska, M., Pierro, A., & Hong, Y. Y. (2015). The motivated gatekeeper of our minds: New directions in need for closure theory and research. Advances in Experimental Social Psychology, 52, 221–283. https://doi.org/10.1016/bs.aesp.2015.01.001
  • Roets, A., & Van Hiel, A. (2011). Allport’s Prejudiced personality today: Need for closure as the motivated cognitive basis of prejudice. Current Directions in Psychological Science, 20(6), 349–354. https://doi.org/10.1177/0963721411424894
  • Roets, A., Van Hiel, A., & Dhont, K. (2012). Is sexism a gender issue? A motivated social cognition perspective on men’s and women’s sexist attitudes toward the own and other gender. European Journal of Personality, 26(3), 350–359. https://doi.org/10.1002/per.843
  • Rollero, C., Glick, P., & Tartaglia, S. (2014). Psychometric properties of short versions of the ambivalent sexism inventory and ambivalence toward men inventory. Testing, Psychometrics, Methodology in Applied Psychology, 21(2), 149–159. https://doi.org/10.4473/TPM21.2.3
  • Stoker, J. I., Van der Velde, M., & Lammers, J. (2012). Factors relating to managerial stereotypes: The role of gender of the employee and the manager and management gender ratio. Journal of Business and Psychology, 27(1), 31–42. https://doi.org/10.1007/s10869-011-9210-0
  • Terborg, J. R., Peters, L. H., Ilgen, D. R., & Smith, F. (1977). Organizational and personal correlates of attitudes toward women as managers. Academy of Management Journal, 20(1), 89–100. https://doi.org/10.5465/255464
  • Van Hiel, A., Pandelaere, M., & Duriez, B. (2004). The impact of need for closure on conservative beliefs and racism: Differential mediation by authoritarian submission and authoritarian dominance. Personality and Social Psychology Bulletin, 30(7), 824–837. https://doi.org/10.1177/0146167204264333
  • Vezzali, L., & Stathi, S. (2021). Using intergroup contact to fight prejudice and negative attitudes: Psychological perspectives. European Monographs in Social Psychology Series. Routledge.
  • von Hippel, C., Sekaquaptewa, D., & McFarlane, M. (2015). Stereotype threat among women in finance: Negative effects on identity, workplace well-being, and recruiting. Psychology of Women Quarterly, 39(3), 405–414. https://doi.org/10.1177/036168431557450

Reprints and Corporate Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

To request a reprint or corporate permissions for this article, please click on the relevant link below:

Academic Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

Obtain permissions instantly via Rightslink by clicking on the button below:

If you are unable to obtain permissions via Rightslink, please complete and submit this Permissions form. For more information, please visit our Permissions help page.