Over a decade ago, Rosette, Leonardelli, and Phillips (2008) conducted a study on race and business leader prototypes and discovered that participants held an implicit “white leadership standard”. As revealed in that study, such a standard introduces racial bias into the leadership categorization process, and places employees from racial minority groups at a disadvantage as they seek to attain leadership roles. However, in the last decade, broader trends and events in American society (e.g., the Obama presidency; the Harris Vice Presidency; an increase in minority business leader representation; changing demographics) have altered the socio-cultural context in which implicit leadership theories (ILTs) develop, hence offering the possibility that leadership models may have become amenable to change. The present study set out to retest the theoretical hypotheses of Rosette et al. (2008) in a direct/close replication study to examine the extent to which the findings generalize to a new sample within this new era. Across four experimental studies, results reveal more racially inclusive leadership perceptions than previously observed, as well as a weakened and context-dependent white leadership standard.

十多年前，Rosette、Leonardelli 和 Phillips（2008）对种族和商业领袖原型进行了一项研究，发现参与者持有隐含的“白人领导标准”。正如该研究所揭示的那样，这样的标准将种族偏见引入了领导力分类过程，并使少数族裔群体的员工在寻求领导职位时处于不利地位。然而，在过去的十年中，美国社会更广泛的趋势和事件（例如，奥巴马总统任期；哈里斯副总统任期；少数族裔企业领袖代表性的增加；人口结构的变化）已经改变了社会文化背景，在这种背景下，隐性领导理论（ ILT）的发展，因此提供了领导模式可能变得易于改变的可能性。本研究旨在重新检验 Rosette 等人的理论假设。（2008）在一项直接/紧密复制研究中，检查研究结果在多大程度上推广到这个新时代的新样本。在四项实验研究中，结果揭示了比之前观察到的更具种族包容性的领导观念，以及弱化且依赖于环境的白人领导标准。