Author Date

2026-08-05

Degree Name

BS

Department

Psychology

College

Family, Home, and Social Sciences

Defense Date

2026-07-08

Publication Date

2026-08-05

First Faculty Advisor

McKenzie R. Rees

First Faculty Reader

Dawn-Marie Wood

Honors Coordinator

Edwin E. Gantt

Keywords

maternal self-stereotyping, self-categorization theory, work-family conflict, expectancy theory, career decision-making, high-status roles

Abstract

Stereotype-based discrimination creates obstacles for women's representation in high-status roles, and even more for mothers, who experience a motherhood penalty in hiring, evaluation, and promotion. While literature identifies how maternal stereotypes lead to external discrimination, little is known about how maternal self-stereotyping creates barriers to women's representation in high-status roles. Applying self-categorization theory (SCT) and expectancy theory, this paper examines whether maternal self-stereotyping influences women's willingness to apply for high-status roles through work-family conflict (WFC), which reduces the perceived value (valence) of these roles. In a survey, participants (N = 392) rated their willingness to apply for five jobs varying by status level. For the highest and lowest-status roles, they then rated anticipated WFC, comprised of two subscales: work interference with family (WIF) and family interference with work (FIW). Finally, they rated themselves on maternal self-stereotyping using an index created for this study (MSSI). Results indicate that the negative relationship between job status and willingness to apply has a significantly steeper decline among women higher in maternal self-stereotyping, partially mediated by WFC. This mediating relationship was carried by WIF, while FIW had a smaller, opposing, positive effect. These findings contribute to the literature by identifying a mechanism (WIF) for how internalized stereotypes create barriers for women’s representation in high-status roles, complementary to external discrimination. They also apply SCT and expectancy theory to career decision-making and offer practical guidance for organizations seeking to increase women’s representation in high-status roles.

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