Perceived misalignment of professional prototypes reduces subordinates' endorsement of sexist supervisors.

Despite decades of efforts, many organizations still have -those in supervisory positions who define their profession by primarily stereotypically masculine features. As a result of their "masculine" professional prototypes, sexist supervisors see their work as a "man's job" in which women cannot succeed. Research suggests that one problem posed by sexist supervisors is that they may pass their biased views on to subordinates who endorse them as leaders.

Team status conflict.

Status conflicts, defined as disputes over people's relative status positions in their group's social hierarchy, are a common feature of groups and organizations. Despite their prevalence, there is still much about the process of status conflict that is not well understood. Here, we review the primary antecedents of status conflict, their impact on team functioning, and directions for future research.

Not all inequality is created equal: Effects of status versus power hierarchies on competition for upward mobility.

Although hierarchies are thought to be beneficial for groups, empirical evidence is mixed. We argue and find in 7 studies spanning methodologies and samples that different bases of hierarchical differentiation have distinct effects on lower ranking group members' disruptive competitive behavior because status hierarchies are seen as more mutable than are power hierarchies. Greater mutability means that more opportunity exists for upward mobility, which motivates individuals to compete in hopes of advancing their placement in the hierarchy.