Her Developmental psychology study frequently draws parallels with other fields, such as Negativity effect, Gender role and Dyad. The study of Dyad is intertwined with the study of Developmental psychology in a number of ways. Part of her project on Politics includes research on Citizenship and Promotion (chess). Her Promotion (chess) study frequently draws connections between adjacent fields such as Politics. Madeline E. Heilman connects Social psychology with Applied psychology in her research. By researching both Applied psychology and Social psychology, Madeline E. Heilman produces research that crosses academic boundaries. Her Law study frequently involves adjacent topics like Workforce. She regularly ties together related areas like Law in her Workforce studies. She integrates many fields, such as Competence (human resources) and Management, in her works.
Social psychology is integrated with Developmental psychology and Applied psychology in her study. Madeline E. Heilman performs integrative study on Developmental psychology and Social psychology. Much of her study explores Management relationship to Task (project management) and Competence (human resources). Her Management research extends to Task (project management), which is thematically connected. Her Law study typically links adjacent topics like Affirmative action. Her Affirmative action study typically links adjacent topics like Law. Her research ties Selection (genetic algorithm) and Artificial intelligence together. Her Artificial intelligence research extends to the thematically linked field of Selection (genetic algorithm). Madeline E. Heilman performs multidisciplinary study in Quantum mechanics and Action (physics) in her work.
Her study on Psychiatry is interrelated to topics such as Psychological intervention and Intervention (counseling). Madeline E. Heilman regularly ties together related areas like Psychiatry in her Psychological intervention studies. A component of her Work (physics) study involves Parental leave, Family Leave and Maternity leave. Parental leave is closely attributed to Work (physics) in her work. Her study ties her expertise on Mechanical engineering together with the subject of Family Leave. Her Maternity leave research extends to the thematically linked field of Mechanical engineering. Her work on Stereotype (UML) expands to the thematically related Social psychology. Her Perception study typically links adjacent topics like Social perception. Madeline E. Heilman performs multidisciplinary study in the fields of Social perception and Interpersonal perception via her papers.
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Description and prescription: How gender stereotypes prevent women's ascent up the organizational ladder.
Madeline E. Heilman.
Journal of Social Issues (2001)
Penalties for Success: Reactions to Women Who Succeed at Male Gender-Typed Tasks.
Madeline E. Heilman;Aaron S. Wallen;Daniella Fuchs;Melinda M. Tamkins.
Journal of Applied Psychology (2004)
Sex bias in work settings: The Lack of Fit model.
Madeline E. Heilman.
Research in Organizational Behavior (1983)
Gender stereotypes and workplace bias
Madeline E. Heilman.
Research in Organizational Behavior (2012)
Has anything changed? Current characterizations of men, women, and managers.
Madeline E. Heilman;Caryn J. Block;Richard F. Martell;Michael C. Simon.
Journal of Applied Psychology (1989)
Why are women penalized for success at male tasks?: the implied communality deficit.
Madeline E. Heilman;Tyler G. Okimoto.
Journal of Applied Psychology (2007)
When fit is fundamental: performance evaluations and promotions of upper-level female and male managers.
Karen S. Lyness;Madeline E. Heilman.
Journal of Applied Psychology (2006)
Same behavior, different consequences: reactions to men's and women's altruistic citizenship behavior.
Madeline E. Heilman;Julie J. Chen.
Journal of Applied Psychology (2005)
Presumed incompetent? Stigmatization and affirmative action efforts.
Madeline E. Heilman;Caryn J. Block;Jonathan A. Lucas.
Journal of Applied Psychology (1992)
When beauty is beastly: The effects of appearance and sex on evaluations of job applicants for managerial and nonmanagerial jobs.
Madeline E. Heilman;Lois R. Saruwatari.
Organizational Behavior and Human Performance (1979)
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