@article{01JHZYP042R1JT9M4DHB1PCG8F,
  abstract     = {{Women are still underrepresented at the top levels of organizations across Europe and the United States. Scholars have
identified obstacles that hinder women’s climb to the top but have overlooked women’s perceptions of job advertisements for
top-level positions as a potential barrier to top-level positions. The present study investigated the effects of meta-stereotyped
person requirements (positive vs. negative) and their wording (dispositional vs. behavioral) in job ads for top-level executive
positions on female candidates’ application intention, as well as the mediating effect of job attractiveness. An experimental
field study in a large, Western European governmental organization (Nmain study = 432 female officers), preceded by a pilot
study (verbal protocol analysis; Npilot = 19 female executives) showed that compared to positively meta-stereotyped person
requirements, negatively meta-stereotyped person requirements reduced female candidates’ attraction to a job and, in turn,
their intention to apply for top-level executive positions. The way person requirements were worded in job ads (i.e., in a
behavioral versus dispositional way) also affected women’s perceived job attractiveness, yet this depended on the type of
requirement. Implications are considered for drafting job ads to encourage more qualified female candidates to apply.}},
  articleno    = {{4}},
  author       = {{Koçak, Aylin and Derous, Eva}},
  issn         = {{0360-0025}},
  journal      = {{SEX ROLES}},
  language     = {{eng}},
  number       = {{2}},
  pages        = {{19}},
  title        = {{Women’s intention to apply to top-executive positions : the role of gender meta-stereotypes in job ads}},
  url          = {{http://doi.org/10.1007/s11199-024-01557-z}},
  volume       = {{91}},
  year         = {{2025}},
}

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