This article examines the consequences of stereotypical beliefs regarding gender, traits, and leadership styles for manager preferences in public organizational contexts that differ as to the gender composition of their workforce. It is hypothesized that employee preferences for male, agentic, and/or transactional managers relative to female, communal, and/or transformational managers are stronger in male-dominated contexts than in female-dominated contexts. Hypotheses are tested through a conjoint survey experiment among 2,757 Dutch public sector employees in education, police, and defense. Findings show that there is a stronger preference for communal managers over agentic managers in both contexts, independent of the manager’s gender. In contrast, employee preferences for transactional leadership relative to transformational leadership are stronger in male-dominated contexts than in female-dominated contexts and vice versa, also independent of the gender of the manager. The article discusses the implications of the study’s findings for the study of gender and leadership preferences.