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Papers by Madeline Heilman

In this project we investigate biases in the evaluation of women`s performance in group discussio... more In this project we investigate biases in the evaluation of women`s performance in group discussions. More specifically, we investigate whether the evaluation of an overall contribution to the group is formed not only by looking at specific features of the contribution (single contributions, discussion strategies) but also by the gender of a person contributing to the discussion.

PLOS ONE, 2021

The belief that the target of sexism has shifted from women to men is gaining popularity. Yet des... more The belief that the target of sexism has shifted from women to men is gaining popularity. Yet despite its potential theoretical and practical importance, the belief that men are now the primary target of sexism has not been systematically defined nor has it been reliably measured. In this paper, we define the belief in sexism shift (BSS) and introduce a scale to measure it. We contend that BSS constitutes a new form of contemporary sexism characterized by the perception that anti-male discrimination is pervasive, that it now exceeds anti-female discrimination, and that it is caused by women’s societal advancement. In four studies (N = 666), we develop and test a concise, one-dimensional, 15-item measure of BSS: the BSS scale. Our findings demonstrate that BSS is related to, yet distinct from other forms of sexism (traditional, modern, and ambivalent sexism). Moreover, our results show that the BSS scale is a stable and reliable measure of BSS across different samples, time, and part...

This project is a follow-up of "Gender Biases in Evaluations of Group Discussions" (htt... more This project is a follow-up of "Gender Biases in Evaluations of Group Discussions" (https://osf.io/sr2kj/) but without the assessment of discussion strategies. In the former study participants almost entirely relied on the evaluation of the discussion strategy when making their overall assessment potentially removing the ambiguity from the evaluation situation.

American Psychologist, 1993

The consensus of those who are expert in the substantive area of gender stereotyping, in which ne... more The consensus of those who are expert in the substantive area of gender stereotyping, in which neither Barrett nor Morris has a track record, places their perspective as deviant. Elsewhere, we have demonstrated at some length that their criticisms are without scientific merit and ...

Organizational Behavior and Human Performance, 1978

Law and Human Behavior, 1993

Barrett and Morris attack the American Psychological Association amicus brief in Price Waterhouse... more Barrett and Morris attack the American Psychological Association amicus brief in Price Waterhouse vs. Hopkins as failing to adhere to the values of science in three respects. First they claim that the amicus used theories in convenient but logically inconsistent ways. A straightforward reading of the theories indicates that Bairett and Morris simply confuse the descriptive (e.g., "women typically are incompetent") and prescriptive (e.g., "women should be nice") aspects of gender stereotypes. Second, Barrett and Morris claim that APA used facts disputed by the employer, thereby biasing the brief. However, these facts were accepted at all levels of the court system, thereby establishing them as "fact" for the record, to which the Supreme Court and the APA were then bound. Third, Barrett and Morris claim the amicus literature review was biased. Yet, rather than support that claim with a full review, they present highly selected results that are biased, incomplete, misleading, and inaccurate. Moreover, independent, quantitative reviews undertaken since the brief support its central arguments and dispute the Barrett-Morris interpretations. In short, none of their arguments are supported. I. Empirical research on sex stereotyping has been conducted over many decades and is generally accepted in the scientific community. II. Stereotyping under certain conditions can create discriminatory consequences for stereotyped groups, including women. A. Stereotypes about women shape perceptions about women's typical and acceptable roles in society. B. Sex stereotypes have demonstrably negative effects on women in work settings. III. The conditions that promote stereotyping were present in the petitioner's work setting. IV. Although petitioner was found to have taken no effective steps to prevent its discriminatory stereotyping of respondent, methods are available to monitor and reduce the effects of stereotyping.

Journal of Personality and Social Psychology, 1972

Two experiments were designed to investigate conditions which regulate the occurrence of reportin... more Two experiments were designed to investigate conditions which regulate the occurrence of reporting after accidental harm-doing. In the first experiment subjects were led to believe that they had caused great or slight harm, which was either rectifiable or unrectifiable. They were alone ...

Journal of Applied Social Psychology, 1976

Journal of Applied Psychology, 1984

... Madeline E. Heilman New York University Jack H. Cage United States Military Academy ... Reque... more ... Madeline E. Heilman New York University Jack H. Cage United States Military Academy ... Requests for reprints should be sent to Madeline E Heilman, Department of Psychology, New \brk University, 6 Washington Place, New York, New York 10003 ...

Psychology of Women Quarterly, 1983

In an attempt to determine what working men and women believe their male and female colleagues th... more In an attempt to determine what working men and women believe their male and female colleagues think of them, an experiment was conducted with 100 insurance company employees. They were led to believe that their (fictional) co-workers were male or female and, after working jointly on a task, were told that their joint performance was “poor” or “superior.” Subjects were then asked to indicate their perceptions of how their co-workers viewed them. Results indicated that, as predicted, women anticipated more negative reactions than men, both in the degree of responsibility that would be attributed to them for the pair's success or failure and in descriptions with respect to achievement-relevant attributes. This perception of negativity prevailed whatever the sex of the coworker. The results were considered in terms of the self-fulfilling cycle that such perceptions are apt to create for women in work settings.