Manzi, F. (2019). Are the Processes Underlying Discrimination the Same for Women and Men? A Critical Review of Congruity Models of Gender Discrimination. Frontiers in Psychology.
Heilman, M. E., Manzi, F., & Caleo, S. (2019). Updating impressions: The differential effects of new performance information on evaluations of women and men. Organizational Behavior and Human Decision Processes.
Heilman, M. E., & Manzi, F. (2016). Sex discrimination. In N. Naples (Ed.), The Wiley-Blackwell encyclopedia of gender and sexuality studies. Wiley-Blackwell.
Heilman, M. E., Manzi, F., & Braun, S. (2015). Presumed incompetent: Perceived lack of fit and gender bias in recruitment and selection. In A. Broadbridge & S. Fielden (Eds.), Handbook of Gendered Careers in management: getting in, getting on, getting out. Edward Elgar Publishing.
Manuscripts under review or in preparation
Manzi, F. & Heilman, M. E. (invited resubmission). Breaking the glass ceiling: For one and all?
Zehnter, M., Manzi, F., Heilman, M. E. & Shrout, P. (under review). Sexism shift scale: Measurement and Validation.
Heilman, M. E., & Manzi, F., (invited submission). Revisiting Schein’s think manager-think male study. In N. Steffens, F. Rink, & M. Ryan (Eds.), Organizational Psychology: Revisiting the Classic Studies. Sage.
Manzi, F. (in prep). A change will (not) do you good. The effects of gender stereotypes on the updating of self-perceptions of competence.
Derks, B., Manzi, F., Van Laar, C., Ellemers, N. (in prep). Does it pay to be a Queen Bee? Male preference for women who distance themselves from other women.