All That You Can Be: Stereotyping of Self and Others in a Military Context

The authors tested the shifting standards model (M. Biernat, M. Manis, & T. E. Nelson, 1991) as it applies to sex- and race-based stereotyping of self and others in the military. U.S. Army officers attending a leadership training course made judgments of their own and their groupmates\u27 leadership competence at 3 time points over a 9-week period. We examined the effects of officer sex and race on both subjective (rating) and objective/common-rule (ranking/Q-sort) evaluations. Stereotyping generally increased with time, and in accordance with the shifting standards model, pro-male judgment bias was more evident in rankings than in ratings, particularly for White targets. Self-judgments were also affected by sex-based shifting standards, particularly in workgroups containing a single ( solo ) woman. Differential standard use on the basis of race was less apparent, a finding attributed to the Army\u27s explicit invocation against the use of differential race-based standards.https://digitalcommons.usmalibrary.org/books/1059/thumbnail.jp

Perceiving discrimination against one's gender group has different implications for well-being in women and men

Using structural equation modeling, the authors tested theoretical predictions concerning the effects of perceived discrimination against ones gender on psychological well-being in women and men. Results were highly supportive of the Rejection-Identification Model, with perceptions of discrimination harming psychological well-being among women but not among men. The results also support the Rejection-Identification Model's prediction that women partially cope with the negative well-being consequences of perceived discrimination by increasing identification with women as a group, In contrast, perceived discrimination was unrelated to group identification among men. The authors found no support for the hypothesis that perceptions of discrimination have self-protective properties among the disadvantaged. Results are consistent with the contention that the differential effects of perceived discrimination among women and men are due to differences in the groups' relative positions within the social structure.This research was supported by a General Research Fund grant from the University of Kansas to the second author. We thank Carol Miller and several anonymous reviewers for their helpful comments and suggestions