Picture: A.Eckert/TUM
Department: Professor Emeritus of Psychology
University: New York University
Bio:
Madeline Heilman received her BSc in child development and family relations from Cornell University in 1967, and her Ph.D. in social psychology in 1972 (social psychology) from Columbia University. After this, she joined the faculty at Yale’s School of Organization and Management and was a Visiting Professor at Columbia University’s Graduate School of Business.
Madeline E. Heilman is currently a professor of psychology at New York University. For over twenty years she was coordinator of the Industrial/Organizational Psychology program, which is now part of the Social Psychology program. A Fellow of SIOP, APA and APS, she currently serves on the editorial boards of the Journal of Applied Psychology and the Academy of Management Review. Her research has focused on sex bias in work settings, the dynamics of stereotyping and the unintended consequences of preferential selection processes.
Research Interests:
Madeline Heilman’s primary interests are applied social psychology and gender psychology. Her current research is part of a longstanding program of investigation concerning gender stereotypes and how they bias evaluations of women in work settings. There are three separate research interests that currently predominate.
- The way in which the perceived lack of fit between stereotypes of women and perceptions of the requirements for jobs considered to be male in gender type leads to negative performance expectations, and resulting gender bias in judgments
- The unintended negative effects of preferential selection on those who have been targeted to benefit from it
- Gender stereotypic norms, which dictate the ways in which women should behave, and the disapproval and approbation women experience for violating these “shoulds”
Education
- 1972Ph.D. Social Psychology, Columbia
- 1967B.S. Child Development and Family Relations, Cornell
Affiliations
- American Psychological Association
- American Psychological Society
- Academy of Management
- Society of Industrial/Organizational Psychology
- Society of Social and Personality Psychology
- Society of Organizational Behavior
Publications
Heilman, M.E. & Parks-Stamm, E.J. (2007). Gender stereotypes in the workplace: Obstacles to women’s career progress. In S.J. Correll (Ed.), Social Psychology of Gender. Advances in Group Processes (Volume 24) 47-78. Elsevier Ltd., JAI Press.
Heilman, M.E. & Okimoto. T.G. (2007). Why are women penalized for success at male tasks?: The implied communality deficit. Journal of Applied Psychology, 92, 81-92.
Lyness, K.S. & Heilman, M.E. (2006). When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91, 777-785.
Heilman, M.E. & Welle, B. (2006). Disadvantaged by diversity: The effects of diversity goals on competence perception. Journal of Applied Social Psychology, 36, 1291-1319.
Heilman, M.E. & Haynes, M.C. (2006). Affirmative action: Unintended adverse effects. In M.F. Karsten (Ed.), Gender, Race, and Ethnicity in the Workplace (Vol 2), 1-24. Westport, CT: Greenwood Publishing Co.
Heilman, M.E. & Chen, J.J. (2005). Same behavior, different consequences: Reactions to men’s and women’s altruistic citizenship behavior. Journal of Applied Psychology, 90, 431-441.
Heilman, M.E, & Haynes, M.C. (2005). Attributional rationalization of women’s success in mixed-sex teams: No credit where credit is due. Journal of Applied Psychology, 90, 905- 916.
Heilman, M.E., Wallen, A.S., Fuchs, D. & Tamkins, M.M. (2004). Penalties for success: Reactions to women who succeed at male tasks. Journal of Applied Psychology, 89, 416-427.
Heilman, M.E. (2001). Description and prescription: How gender stereotypes prevent women’s ascent up the organizational ladder. Journal of Social Issues, 57, 657-674.