Despite decades of efforts, many organizations still have sexist supervisors-those in supervisory positions who define their profession by primarily stereotypically masculine features. As a result of their "masculine" professional prototypes, sexist supervisors see their work as a "man's job" in which women cannot succeed. Research suggests that one problem posed by sexist supervisors is that they may pass their biased views on to subordinates who endorse them as leaders. To make this less likely, we test in two experiments (N = 1,879) a strategy to reduce subordinates' endorsement of sexist supervisors. We do this by encouraging subordinates to see themselves as low in perceived professional prototype alignment (PPPA)-the extent to which a subordinate perceives their supervisor to share their beliefs about what it means to be a member of their profession-with sexist supervisors. Specifically, encouraging subordinates' to hold less masculine, more "balanced" professional prototypes, in which they see stereotypically feminine attributes as equally important to the job as stereotypically masculine ones, reduces PPPA with sexist supervisors. Lowering PPPA, in turn, reduces supervisor endorsement, even after accounting for the effects of other established mechanisms of supervisor endorsement. This research sheds new light on the psychology of followership and offers a new way to curb gender bias from the bottom up. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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职业原型的感知错位减少了下属对性别歧视主管的认可。

尽管经过几十年的努力，许多组织仍然存在性别歧视的主管——那些担任主管职位的人主要通过刻板印象中的男性特征来定义他们的职业。由于他们的“男性化”职业原型，性别歧视的主管将他们的工作视为女性无法成功的“男人的工作”。研究表明，性别歧视主管造成的一个问题是，他们可能会将自己的偏见传递给支持他们担任领导的下属。为了降低这种可能性，我们在两个实验（N = 1,879）中测试了一种减少下属对性别歧视主管的认可的策略。为此，我们鼓励下属认为自己的职业原型一致性 (PPPA) 较低——下属认为他们的主管与性别歧视的主管分享他们对成为其职业成员意味着什么的信念的程度。具体来说，鼓励下属持有更少男性化、更“平衡”的职业原型，在这种原型中，他们认为刻板印象中的女性特征与刻板印象中的男性特征对工作同样重要，这会减少带有性别歧视主管的 PPPA。反过来，降低 PPPA 会减少监管者的认可，即使在考虑了其他已建立的监管者认可机制的影响之后也是如此。这项研究揭示了追随者的心理，并提供了一种自下而上遏制性别偏见的新方法。