Two studies examined the effects of race on the think manager-think male effect, which has shown men in general to be viewed more similarly to successful managers than women in general. The first study directly manipulated the race of the male or female target in the think manager-think-male framework and examined the effects on two key measures of agency – competence and assertiveness – as well as on communality. Results indicated that the differences in agency characterizations between men and successful managers and women and successful managers that are emblematic of the think-manager-think-male effect were not always evident. While the think manager-think male effect was observed for men and women “in general” as well as for men and women designated as White, it did not hold for Black and Asian targets, whose characterizations were influenced not only by gender stereotypes but also by racial stereotypes. Additionally, a potential “think manager-think female” effect, as indicated by greater overlap in communality ratings between women in general and successful managers than between men in general and successful managers held for targets who were White and Black, but not for those who were Asian. A follow-up study focused on potential implications of the findings from the first study and indicated that competence was believed to be more important than either communality or assertiveness, while communality was believed to be more important than assertiveness in determining managerial success. These results raise questions about the universality of the think-manager-think-male effect and the scope of its generalizability. These findings also add to the growing concern about the precision and application of gender bias research findings when attention is not paid to crucial intersecting identities such as race.

两项研究考察了种族对 think manager think male 效应的影响，该效应表明，与一般女性相比，男性通常更被视为成功的经理。第一项研究在智囊经理-智者-智-男框架中直接操纵男性或女性目标的种族，并考察了对能动性的两个关键指标——能力和自信——以及对社区性的影响。结果表明，男性与成功管理者之间以及女性与成功管理者之间象征着思考-管理者-思考-男性效应的代理特征差异并不总是很明显。虽然在“一般”的男性和女性以及被指定为白人的男性和女性中观察到了思考管理者认为男性效应，但它不适用于黑人和亚裔目标，他们的特征不仅受到性别刻板印象的影响，还受到种族刻板印象的影响。此外，潜在的 “思考管理者 - 思考女性 ”效应，如女性与成功管理者之间的共同性评级重叠更大，表现为一般男性与成功管理者之间的重叠更大，目标为白人和黑人，但不是亚洲人。一项后续研究侧重于第一项研究结果的潜在影响，并表明在决定管理成功方面，能力被认为比公共性或自信更重要，而公共性被认为比自信更重要。这些结果引发了对 think-manager-think-male 效应的普遍性及其普遍性范围的质疑。 这些发现也加剧了人们对性别偏见研究结果的准确性和应用的日益担忧，因为人们没有注意到种族等关键的交叉身份。