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.
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”
- Why are women penalized for success at male tasks?: The implied communality deficit. Journal of Applied Psychology 92 (1), 2007, 81-92 more… BibTeX Full text ( DOI )
- Disadvantaged by Diversity? The Effects of Diversity Goals on Competence Perceptions1. J Appl Social Pyschol 36 (5), 2006, 1291-1319 more… BibTeX Full text ( DOI )
- When Fit Is Fundamental: Performance Evaluations and Promotions of Upper-Level Female and Male Managers. Journal of Applied Psychology 91 (4), 2006, 777-785 more… BibTeX Full text ( DOI )
- Affirmative action: Unintended adverse effect. Gender, Race, and Ethnicity in the Workplace 2, 2006, 1-24 more… BibTeX
- Same Behavior, Different Consequences: Reactions to Men's and Women's Altruistic Citizenship Behavior. Journal of Applied Psychology 90 (3), 2005, 431-441 more… BibTeX Full text ( DOI )
- No Credit Where Credit Is Due: Attributional Rationalization of Women's Success in Male-Female Teams. Journal of Applied Psychology 90 (5), 2005, 905-916 more… BibTeX Full text ( DOI )
- Penalties for Success: Reactions to Women Who Succeed at Male Gender-Typed Tasks. Journal of Applied Psychology 89 (3), 2004, 416-427 more… BibTeX Full text ( DOI )
- Description and Prescription: How Gender Stereotypes Prevent Women's Ascent Up the Organizational Ladder. Journal of Social Issues 57 (4), 2001, 657-674 more… BibTeX Full text ( DOI )
- Gender Stereotypes in the Workplace: Obstacles to Women's Career Progress. In: Social Psychology of Gender. Emerald more… BibTeX Full text ( DOI )