Schein showed that attribute ratings for men and managers are more similar than attribute ratings for women and managers. Similar results were found for attributes ascribed to successful scientists and men versus women. In this study, we investigated whether the think manager—think male effect and the think scientist—think male effect are driven by the same attributes. This was not the case. Replicating previous studies, men and scientists were rated more similarly than women and scientists. We also found more overlap in stereotypes for men and managers versus women and managers. More concretely, we found that women differed significantly from managers as well as from scientists on 54 of the 92 items (59%). Men, however, only differed from managers on 17 items (18%) and scientists on 30 items (33%). To analyze on which attributes they differed significantly, we performed a factor analysis. We confirmed that women got low scores for leadership attributes but high scores in social values, which also explains the differences in the attribute ratings of managers and scientists. Also, a comparison of the effects based on these factors showed that the think manager—think male effect was mostly driven by differences in the stereotype of men and women compared to managers, which were seen as more typical male. However, the think scientist—think male effect was also driven by stereotypes about scientists as norm-breaking, which did not match the stereotype about women.

中文翻译：

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想想科学家——想想男性：在德国，科学和领导力与男性的联系仍然比女性更紧密

Schein 表明男性和经理的属性评分比女性和经理的属性评分更相似。对于归因于成功科学家和男性与女性的属性，也发现了类似的结果。在这项研究中，我们调查了思考型管理者——思考男性效应和思考型科学家——思考男性效应是否由相同的属性驱动。此情况并非如此。重复以前的研究，男性和科学家的评分比女性和科学家更相似。我们还发现男性和经理与女性和经理的刻板印象有更多的重叠。更具体地说，我们发现在 92 项中的 54 项（59%）上，女性与管理者和科学家存在显着差异。然而，男性仅在 17 个项目（18%）和科学家（33%）上与管理者不同。为了分析它们在哪些属性上有显着差异，我们进行了因子分析。我们确认女性在领导属性方面得分较低，但在社会价值观方面得分较高，这也解释了管理者和科学家在属性评分上的差异。此外，基于这些因素的影响比较表明，认为经理——认为男性的影响主要是由男性和女性与被视为更典型的男性的经理相比的刻板印象差异驱动的。然而，认为科学家——认为男性的影响也是由关于科学家打破常规的刻板印象驱动的，这与对女性的刻板印象不相符。这也解释了管理者和科学家在属性评级上的差异。此外，基于这些因素的影响比较表明，认为经理——认为男性的影响主要是由男性和女性与被视为更典型的男性的经理相比的刻板印象差异驱动的。然而，认为科学家——认为男性的影响也是由关于科学家打破常规的刻板印象驱动的，这与对女性的刻板印象不相符。这也解释了管理者和科学家在属性评级上的差异。此外，基于这些因素的影响比较表明，认为经理——认为男性的影响主要是由男性和女性与被视为更典型的男性的经理相比的刻板印象差异驱动的。然而，认为科学家——认为男性的影响也是由关于科学家打破常规的刻板印象驱动的，这与对女性的刻板印象不相符。