Descriptive and evaluative components of stereotypes of computer programmers and their determinants.
Item
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Title
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Descriptive and evaluative components of stereotypes of computer programmers and their determinants.
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Identifier
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AAI9000047
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identifier
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9000047
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Creator
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McGinnis, Susanne P.
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Contributor
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Adviser: Charles P. Smith
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Date
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1989
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Language
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English
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Publisher
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City University of New York.
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Subject
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Psychology, Social | Psychology, Industrial
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Abstract
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This study sought to determine: (a) whether there is a stereotype of computer programmers held by non-programmers; (b) if there is a stereotype, whether it differs by sex of target and sex of observer; and (c) whether the valence of the stereotype is related to reported frequency of contact, job status differential, cooperation, and competition. University students (81 males and 83 females) in business-related classes compared either male or female programmers respectively to males or females in general with respect to 42 traits extracted from the popular literature. A stereotype emerged consisting of those traits that significantly distinguished the target from the comparison group. From these traits, four broad factors emerged: competence-industriousness, emotional maturity, social deviance, and psychological abnormality. Both the descriptive and evaluative components of the stereotype differed selectively by sex of target and sex of observer. A stereotype of psychological abnormality was held only by male observers of male programmers. Female observers of male programmers generated fewer traits indicative of a social deviance factor than other target-observer groups. Descriptively, there was more agreement among males and females in their stereotype of female programmers than of male programmers. The valence of the stereotype was more positive for cross-sex sex observers than for same-sex observers. As perceived job status of target exceeded that of observer, the valence of the stereotype became more positive. Contact and competition, however, each interacted with status differential to modify its relationship to valence. The findings are consistent with an equal-status contact hypothesis (Allport, 1954), namely, as perceived job status of target exceeded that of observer, high levels of contact were associated with a more negative stereotype. Level of competition interacted with status differential such that, as status of target exceeded that of observer, higher levels of competition were associated with a more negative stereotype. The results are discussed in terms of their potential to advance understanding of the definition and measurement of a stereotype and in terms of theories of sex-role stereotyping. The practical implications of the research for human resource management in organizational settings are also discussed.
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Type
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dissertation
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Source
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PQT Legacy CUNY.xlsx
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degree
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Ph.D.
