Older men,older women: Are their perceived sex roles similar?

Men and women age 60 or older responded to Bem Sex-Role Inventory “masculinity” and “femininity” scale items on two separate administrations of the test. In the first, they described their own attributes; in the second, they described what others expected them to be like. Item analyses determined that the two sexes were more alike than different in sex-role-related attributes and perceived social expectation that they adopt both M and F attributes. Conflicts between actual and expected attributes were more frequent on “masculine” items. Those conflicted on “feminine” items tended to report depression.     

Theory of Tonality

A rationale was sought for the general result that adult subjects find hostile words more difficult to learn than neutral words. A paired-associates task was constructed, and as responses nonsense syllables were used which had previously been experimentally associated with affectively significant adjectives. Three sets of three syllables each were created. One set consisted of syllables previously associated with “hostile” adjectives, one set consisted of syllables previously associated with “kindly” adjectives, and one set consisted of those previously associated with neutral adjectives. Results showed that the “neutral” syllables were more difficult to learn than either of the affectively significant sets. An explanation in terms of the greater dissimilarity in meaning among the neutral adjectives was offered.     

Sexist language and person perception: Evaluation of candidates from newspaper articles

Use of sexist language significantly affects the evaluation and perception of candidates for office. Simulated newspaper articles describing a candidate were presented to subjects who rated candidates on evaluation and gender-stereotyping measures. Variables of degree of linguistic sexism, stimulus person sex, gender appropriateness of elective office, and subject sex were manipulated in a 2×2×3×2 factorial design. A significant three-way evaluation interaction indicated that linguistic sexism causes women to be negatively evaluated when seeking a “masculine” or “neutral” office. A significant two-way stereotype interaction suggested that linguistic sexism made more salient the gender appropriateness of the offices — candidates running for the “masculine” offices were perceived as more “masculine,” and candidates for the “feminine” offices as more “feminine.”     

The language of possibility and probability: Effects of negation on meaning

Modal adjectives (e.g., “possible” and “probable”) have been the subject of much discussion by linguists and logicians. For ordinary speakers, it was found that an important aspect of the meaning of modal adjectives is that they can all be used to qualify the truth of a statement: Subjects sorted modal adjectives according to similarity of meaning and then ordered the same adjectives solely according to their degree of qualification. The sorting data yielded a one-dimensional scaling solution of low stress that correlated highly with the results from the ordering task. Using the same techniques, negation was found to translate a modal adjective down the scale of qualification (e.g., “improbable” is more qualifying than “probable”) so that the order of affirmative adjectives with respect to each other is preserved for the corresponding negated adjectives. Negation in this domain is more analogous to a subtractive, rather than multiplicative, process. Also, affixal negation, as in “improbable” was consistently found to be more qualifying than lexical negation, as in “not probable.     

Client Gender and Sex Role: Predictors of Counselors' Impressions and Expectations

Researchers of this study questioned: Are clients (male or female) with self-reported “masculine” versus “feminine” role orientations viewed more favorably by counselors? Which is more predictive of the counselor's impressions: the client's gender or his or her sex role orientation? Results suggested that highly masculine and highly feminine clients (regardless of gender) are perceived as more socially skilled and likely to experience a positive therapeutic outcome. Gender did not uniquely predict counselors' impressions. Highly feminine women clients, however, were viewed as more socially skilled than were highly feminine men. On average, clients were viewed as friendly and submissive.     

Should I Brag? Nature and Impact of Positive and Boastful Disclosures for Women and Men

What is the nature of a “positive” disclosure versus a “boastful” one? How are those who use these different types of disclosures differentially construed? A set of three studies was designed to investigate three general issues. Study 1 asked respondents to rate characters who disclosed in a boastful, positive, or negative fashion. Boasters and positive disclosers were viewed as more competent than negative disclosers, negative and positive disclosers were viewed as more socially sensitive than boasters, and positive disclosers were best liked. In Study 2, the gender of the target disclosing positively or boastfully was manipulated. Compared to the boaster, the positive discloser was rated as more socially involved and feminine (less masculine) but less competent. Polarized judgments were made by both genders. Study 3 had individuals generate “boasts” and “positive statements.” The few gender differences that emerged suggest that although females’ bragging strategies may be less extreme or extensive, it is only when gender information is known that the brags of men and women are differentially construed. The present work suggests that men and women, as perceivers, may differentially activate cognitive structures (involving social involvement and femininity, on one hand, and competence and masculinity, on the other) when evaluating men versus women. The nature of the communication itself (boasts being perceived as more masculine and positive disclosures as more feminine) may exacerbate such differential activation in the construction of “mental models” of another's communication.     

The “good” professional: Effects of trait-profile gender type,androgyny, and likableness on impressions of incumbents of sex-typed occupations

Three studies utilizing an impression formation paradigm assessed perceived desirability of masculine, feminine, and androgynous trait profiles attributed to incumbents of sex-typed occupations. Participants in all three studies were predominantly upper middle class Caucasians. Approximately 60% were women and 40% were men. While a general masculinity bias was observed, several important qualifications to this bias were suggested. In Study I, trait likableness had a greater influence than did trait gender typing on impressions across occupations, suggesting the occurrence of centrality effects. Context effects also occurred in impressions of various combinations of particular masculine and feminine traits. Study 2 controlled trait likableness, and while a masculinity bias was still observed, androgynous profiles were rated as equally desirable as masculine profiles across occupations. Study 3 demonstrated that high levels of both masculinity and femininity resulted in favorable impressions, and support was obtained for an “interactive model” of androgyny, i.e., androgynous profiles were rated as more desirable than either gender-typed masculine or feminine profiles across occupations. Nonetheless, some evidence of a “matching bias” between trait gender typing and occupational sex typing was obtained in all three studies, especially for the male-typed occupation of lawyer and the female-typed occupation of nurse. The results are discussed in terms of the operation of “occupational role schemas” in perceptions of incumbents.     

Perceptions of women's power as a function of position within an organization

In the present study the authors investigated how people perceive women as a function of position within an organization. Introductory psychology students (N = 456) were given 1 of 6 vignettes depicting people in various occupations, along with an adjective checklist adapted from the Bem Sex Role Inventory (S. L. Bem, 1974). The students indicated on a Likert-type scale the adjectives they believed described the character in the paragraph they received. They were also given a power style scale by T. R. Hinkin and C. A. Schriesheim (1989) and were asked to rate the vignette characters' ability to use each different style (e.g., reward, expertise, referent, legitimate, coercive). The students rated women in high positions as more masculine than men and women in low positions and as masculine as men in high positions. There was little difference in power styles as a function of either the sex or the position level of the vignette character.     

Sex differences in self-disclosure: Effects of topic content,friendship, and partner's sex

Male-female differences in self-disclosure were found as a function of sex stereotyping of topic content. Men disclosed less than women on “feminine” topics, which emphasized personal concerns and sensitivities. Men and women did not differ in disclosure on “neutral” topics, considered appropriate for both sexes to discuss. Men and women did not differ in disclosure on “masculine” topics (emphasizing assertiveness) in two of three experiments. Theoretical mechanisms that might mediate sex differences in self-disclosure were considered.     

The impact of the wording of employment advertisements on students' inclination to apply for a job

Students' inclination to apply for a job was examined as a function of (1) the wording of the desired candidate's profile specified in the employment advertisement and (2) applicant gender. Previous research found that women are more inclined than men to apply for jobs that include a profile corresponding to their gender (i.e., a profile containing prototypically feminine instead of masculine personal characteristics). Based on Fiedler and Semin's (1996) Linguistic Category Model, we expected that this effect would decrease if the desired profile was worded in terms of behaviors/verbs instead of nouns/ adjectives. ANOVA supported this reasoning for women but not for men. We conclude that organizations may increase the number of women applying for particular jobs by changing the presentation form of the advertisement.     

The evidence of sex-typed behaviors in professional Jamaican men and women

This investigation examines the extent to which a sample of 89 professional Jamaican men and women displays the traits of masculinity and femininity, measured by way of Bem's Sex-Role Inventory. The sample was drawn from the public and private sectors of society. Findings suggest that while, as expected, both sexes were classified mainly according to their appropriate sex-role traits, females in the private sector were much more “masculine” than their counterparts in the public sector. This was thought to reflect the pressure on private sector women to “prove themselves” as equals of men—a pressure which does not represent one of the criteria for promotion within the public sector.     

Sex-role stereotyping in the United States: Is it changing?

A checklist composed of 66 adjectives was used to measure sex-role stereotypes of college and senior high school students (15- to 21-year-olds) in the University of Kansas area. Three hypotheses were tested: (a) Traditional ways of describing men and women will be very much in evidence, and a strong agreement between the sexes concerning these attributes will exist. (b) Females will stereotype sex roles to a lesser degree than males. (c) Females will value feminine characteristics more positively than masculine characteristics, but males as usual will value masculine characteristics more positively than feminine characteristics. All the hypotheses were supported with a single exception: Male subjects did not differentially value masculine and feminine characteristics.     

Pokémon: Exploring the Role of Gender

In Study 1 college students (47 men, 104 women) watched Pokémon cartoons, and afterward they rated one of four trainers (persons who train creatures called Pokémon) on 28 characteristics. James, the male “bad” trainer, was rated lowest of four trainers on “masculine” traits including strength, assertiveness, certainty, and being a leader. Jesse, the female “bad” trainer, was rated as sexiest and most aggressive. In Study 2 sixty-two elementary school children (28 girls, 34 boys) were individually interviewed. Fewer than 50% of the children could name a female Pokémon, and participants were more likely to choose a boy than a girl as a favorite trainer. Male Pokémon and trainers may be more central to the cartoon, and counter-stereotypical gender portrayals may be one way to portray a “bad” character even more negatively.