Sex-role imitation in children: Effects of sex of child,sex of model,and sex-role appropriateness of modeled behavior

The qualifying influence of the sex-role appropriateness of observed behavior on children's same-sex imitation was investigated. In each of two studies employing a 2×2×2 design, girls and boys observed a live male or female model display appropriate (to the child's sex) or inappropriate behavior. Results that were consistent in both studies indicated an interaction between sex of child and appropriateness. Boys imitated less when exposed to the inappropriate than to the appropriate sequence. An interaction between sex of child and sex of observer was obtained on only one measure in Experiment I (girls responded more quickly to a female than to a male model). In this study, girls also displayed greater opposite-sex imitation than boys; in Experiment II, there were no differences between boys and girls in either same- or opposite-sex imitation. The results are discussed with regard to the same-sex hypothesis and the differential impact of sex-role factors on boys and girls.The authors wish to thank the children, parents, and staff of Forest Park Elementary School for their participation and cooperation in the conduct of this study. Special thanks are extended to Mr. Paul H. Daby, Principal. The contribution of the undergraduate models and experimenters is also acknowledged.     

Bias and error in human judgment

Currently prevalent views of human inference are contrasted with an integrated theory of the epistemic process. The prevailing views are characterized by the following orienting assumptions: (1) There exist reliable criteria of inferential validity based on objectively veridical or optimal modes of information processing. (2) Motivational and cognitive factors bias inferences away from these criteria and thus enhance the likelihood of judgmental error. (3) The layperson's epistemic process is pluralistic; it consists of a diverse repertory of information-processing strategies (heuristics, schemas) selectively invoked under various circumstances. By contrast, the present analysis yields the following conclusions: (1) There exist no secure criteria of validity. (2) Psychological factors that bias inferences away from any currently accepted criteria need not enhance the likelihood of error. (3) The inference process may be considered unitary rather than pluralistic. The various strategies and biases discussed in the literature typically confound universal epistemic process with specific examples (or contents) of such processes. Empirical support for the present analysis is presented, including evidence refuting proposals that specific contents of inference are of universal applicability; evidence suggesting that people do not, because of a reliance on subnormative heuristics, underutilize nonnative statistical information—rather, people seem unlikely to utilize any information if it is nonsalient or (subjectively) irrelevant; and evidence demonstrating that the tendency of beliefs to persevere despite discrediting information can be heightened or lowered by introducting appropriate motivational orientations.     

Relationship between sex-role attitudes and personality traits and the revised sex-role behavior scale

Two hundred college men and women completed self-report measures of sex-role traits (Personal Attributes Questionnaire), attitudes (Attitudes Toward Women Scale), and behavior (Sex-Role Behavior Scale). Intercorrelations among the three measures were examined to test two competing theoretical perspectives which dominate sex-role research today. The social learning point-of-view of Janet Spence and her colleagues asserts a general independence of sex-role personality traits, attitudes, and behaviors. The cognitive-developmental theory of Sandra Bem asserts that sex-role phenomena are fairly closely interrelated, at least for sex-typed individuals whose gender schemas cause them to adhere closely to traditional sex-role norms in their self-concepts and behavior. Findings of moderate relationships between masculine, feminine, and sex-specific personality traits, and the corresponding interest/behavior scales of the Sex-Role Behavior Scale, and between sex-role attitudes and behaviors lend partial support to both perspectives.     

Willingness to help as determined by the sex-role appropriateness of the help-seeker's career goals

College students were asked if they would be willing to serve as student contacts for high school students applying for admission to the university who wanted more information about student life. Students volunteered to spend more time helping a female applicant if she wanted to become a librarian than if she wanted to become an engineer, while they volunteered to spend more time helping a male applicant if he wanted to become an engineer than if he wanted to become a librarian. Results were the same when the dependent measure was the amount of time volunteered for interviews, for telephone conversations, and for letterwriting, indicating that the amount of personal contact required did not influence subjects' preference to help those whose career aspirations were sex-role appropriate more than those whose career goals were sex-role inappropriate.     

Gender Bias in the Personality Disorders Criteria: An Investigation of Five Bias Indicators

This study examined possible gender bias in personality disorder criteria by considering a number of potential empirical indicators of bias: prevalence differences in a nonclinical sample; the implications of gender differences as perceived by nonprofessionals; the internal consistency of criteria as a function of gender; and the gender-normativeness of criteria. One hundred one participants familiar with the DSM-IV completed questionnaires assessing the presence of each criterion, and the perceived implications of the criteria for men and women. Results showed that the global mean self-rating for the criteria did not differ as a function of gender although there were some differences for individual criteria. Criteria that were more prevalent in one gender appeared to be viewed as a greater problem for that gender. The criteria also appeared to be measuring abnormal rather than gender-normative behaviors. Twelve criteria demonstrated differential convergence with other indicators of disorder as a function of gender, with most converging better for men than for women.     

Gender Bias in the Measurement of Workaholism

Past research suggests gender differences in workaholism might be due to differences in how men and women respond to the item content in workaholism measures. Using item response theory differential item functioning, we show women are less likely to report some workaholism items, leading to contamination. Specifically, women are less likely to report spending more time at work than other activities, and staying at work longer than others. We speculate that societal norms and practical restrictions on women's time results in lower endorsement rates for these items compared to men, and thus underestimates their workaholism. Results contradict past findings that men and women are similar in regard to workaholism and suggest women are in fact higher in workaholism than men. Limitations and future directions are discussed.     

Field independence as a function of sex, sex-roles, and the sex-role appropriateness of the task

Two experiments were conducted to explain the sex difference in field independence by reference to socialization factors. It was hypothesized that the sex-role appropriateness of the task as masculine or feminine-typed would influence the performance of masculine and feminine women in a manner congruent with their sex-role orientation. 28 pilot subjects and 100 subjects in Study 2 were equally divided between the sexes. Both studies used the Bem Sex-role Inventory, but different versions of the Embedded Figures Test. The over-all results suggested that feminine women varied their performance according to task appropriateness, although not always in a manner congruent with their sex-role orientation. Androgynous individuals and masculine men did not alter their performance.     

Gender Bias Produces Gender Gaps in STEM Engagement

We explored whether the existence of gender bias causes gender gaps in STEM engagement. In Experiment 1 (n?=?322), U.S. women projected less sense of belonging, positivity toward, and aspirations to participate in STEM than did men when exposed to the reality of STEM gender bias. These gender differences disappeared when participants were told that STEM exhibits gender equality, suggesting that gender bias produces STEM gender gaps. Experiment 2 (n?=?429) explored whether results generalized to a specific STEM department, and whether organizational efforts to mitigate gender bias might shrink gender gaps. U.S. women exposed to a biased chemistry department anticipated more discrimination and projected less sense of belonging, positive attitudes and trust and comfort than did men. These gender differences vanished when participants read about an unbiased department, again suggesting that gender bias promotes STEM gender gaps. Further, moderated mediation analyses suggested that in the presence of gender bias (but not gender equality), women projected less positive attitudes and trust and comfort than did men because they experienced less sense of belonging and anticipated more discrimination. Results were largely unaffected by whether departments completed a diversity training, suggesting that knowledge of diversity initiatives alone cannot close STEM gender gaps.     

Gender,the Perception of Aggression,and the Overestimation of Gender Bias

The purpose of this study was to investigate how the gender of aggressor, target, and observer influences the perception and evaluation of aggression. One hundred seventy-one university students (predominantly White) read 1 of 8 vignettes that described an aggressive act. The aggressor–target gender combinations and the aggressive act were varied. Data did not support the hypothesis that, because of the impact of gender stereotypes, participants would perceive more aggressiveness in men's aggression than in women's aggression. Participants rated women's aggression as more acceptable than men's aggression, and male participants considered the aggression more acceptable, apparently because they saw the act as less aggressive. In addition, participants estimated how most men/women would perceive and evaluate the aggression. Results suggest that people overestimate how biased others are toward members of their own gender.     

Gender Hierarchy in the Space: The Role of Gender Status in Shaping the Spatial Agency Bias

According to the Spatial Agency Bias (SAB), more agentic groups (men) are envisioned to the left of less agentic groups (women). This research investigated the role of social status in shaping the spatial representation of gender couples. Participants were presented pairs consisting of one male and one female target who confirmed gender stereotypes. The status of the targets in each pair was systematically varied (high-status vs. low-status job). Participants chose the target order (female/male vs. male/female) they preferred. In line with gender-status expectations (male: high-status, female: low-status), a male in a high-status job led to a spatial arrangement that favored the male/female order, regardless of the status of the female target. The female/male order was favored only when the female had a high-status job and the male a low-status job. No SAB occurred for pairs in which both targets displayed low-status jobs. The implications of status for the SAB are discussed.     

A status theory of the evaluation of sex-role and age-role behavior

An earlier investigation formulated a status theory of behavioral choice evaluation to explain the lesser approval for cross-sex-role behavior of males than of females. Since males are often assigned higher prestige, their deviation from male to female behavior represents a movement from higher to lower status, resulting in a loss of approval. To determine that the fit of previous data with the theory was indeed due to the status characteristic of sex roles, the current study used the theory to predict the evaluations of appropriate and cross-role behavior concerning age roles as well as sex roles. Furthermore, the effect of status upon evaluation was hypothesized to reside in the association of status with social value and, in turn, the effect of social value upon evaluation. Subjects were 57 male and 40 female university students who provided approval ratings of either appropriate or cross-age-role and sex-role behavior. For sex and age, cross-role behavior received less approval for the higher status actor. This indicated that the lesser approval of cross-sex-role behavior of males was due to the differential status ranking of male and female roles, rather than to some other feature more specific to sex roles. The proposition that social value is the explanatory link in the effect of status upon evaluation is supported by the results.     

Gender Discrimination and the Workplace: An Examination of Rational Bias Theory

Previous research concerning the rationalbias theory of workplace discrimination has beenconfined largely to narrow student samples. This studyextends that work with an experimental-survey design in which employed participants were asked bothhow others respond to conditions classically elicitingrational bias discrimination, and how they believepeople behave in their own firms. Participants were 148 men and 158 women (88.6% Caucasian, 4.6%Hispanic, 4% Asian, and 2.8% other racialidentification) with graduate business degrees from apublic university. Results show evidence of continuingdiscrimination, and support the theory predicting rational biasgender discrimination in the workplace. Gender ofrespondent and locus of control (defined by Spector'sWork Locus of Control scale) are also shown to be related to rational bias discrimination.Suggestions are made for further development and testingof rational bias theory.     

Powerless Men and Agentic Women: Gender Bias in Hiring Decisions

Sex Roles - We examined male power-roles as a potential moderator of gender bias in hiring decisions. Drawing from previous work on perceptions of agentic women and precarious manhood theory, we...     

Gender Bias on the Thematic Apperception Test

Thirty male and 30 female college students generated stories to a set of nine Thematic Apperception Test (TAT) cards with either male or female stimulus characters. The Fine scoring system was factor analyzed to produce seven factor clusters plus three outcome variables. Multiple analysis of variance (MANOVA) revealed a main effect for type of card. The female TAT cards elicited significantly more responses on the General Concerns scale than did the male TAT cards. A main effect for subject gender showed the females gave more responses than males on the Interpersonal Relations scale. No differences were found on the outcome variables.     

Opinions of typical female and male sex-role behavior in Swedish children

The purpose of the study was to measure the opinions of typical female and male sex-role behavior in Swedish children. Sixty-two adults aged 20–30 years participated in a study designed to develop a method for the measuring of these opinions. In the main study, 515 children between the ages of three and twelve participated. The results showed that from the age of three, Swedish children share opinions about typical female and male sex-role behavior with adults to a large extent, and this became more pronounced with increasing age. The study also showed that the reliability of the method used was satisfactory. Factor analyses gave two orthogonal factors identified as a femininity factory and a masculinity factor, indicating that the validity also could be considered satisfactory.