The object of the present research was to examine the relationship between ambivalent sexism, adherence to traditional gender roles, gendered job types, performance evaluations and promotion decisions. There were 124 participants recruited from undergraduate psychology courses, randomly assigned to one of four scenarios. Participants took the Ambivalent Sexism Inventory (ASI), Ambivalence towards Men Inventory (AMI), and Sex Role Egalitarianism Scale (SRES), read a scenario, and then evaluated the leader in the scenario using the Leadership Effectiveness Appraisal of Performance (LEAP). A 2x2x2 MANOVA found significant main effects for participant gender on the ASI and SRES, but no main or interaction effects were found for the other measures. Steiger's Z-test for “correlated correlations” in a sample did not find a significant relationship between the correlations in the different scenarios.
College and Department
Family, Home, and Social Sciences; Psychology
BYU ScholarsArchive Citation
Bragg, Caleb Braxton, "Ambivalent Sexism and Traditional Gender Roles as Predictors of Performance Evaluation Bias" (2011). Theses and Dissertations. 2513.
gender roles, performance evaluation, ambivalent sexism