Relations Among Ethnicity, Gender, Beliefs, Attitudes, and Intention to Pursue a Career in Information Technology

Using data from 159 African Americans and 98 Anglo Americans, we examined relations among ethnicity, gender, information technology (IT) self-efficacy, occupational stereotypes, attitudes toward IT, and IT career intentions. Results revealed that IT self-efficacy and occupational stereotypes were related to attitudes toward IT jobs, and these attitudes were positively related to career intentions. In addition, there were ethnic and gender differences in IT self-efficacy and occupational stereotypes. In particular, African American men reported higher levels of IT self-efficacy, whereas Anglo American women reported lower levels of IT self-efficacy than did members of all other groups. Furthermore, Anglo Americans had more negative stereotypes of IT professionals than did African Americans. Implications for research and practice are discussed.     

The impact of engineering identification and stereotypes on undergraduate women’s achievement and persistence in engineering

Women almost always comprise a minority in engineering programs and a smaller percentage of women pursue engineering than other science and technology majors. The culture of engineering departments and negative stereotypes of women’s engineering and mathematical ability have been identified as factors that inhibit women’s entry into engineering and cause them to leave the major. Even for women who stay, stereotype threat or the anxiety of confirming a negative stereotype can decrease academic performance. To more fully understand this dynamic, we examined four factors associated with stereotype threat (engineering identification, gender identification, gender stereotype endorsement, and engineering ability perceptions) to determine how they impacted women’s achievement and persistence in engineering at the end of their first year of an engineering program. Participants included 363 first-year general engineering students from a large public university. Students completed a questionnaire near the end of their first year. Results indicated that there were differences between men and women for gender stereotype endorsement and engineering ability perceptions, with men more likely to hold negative stereotypes of women’s engineering abilities and women more likely to report higher perceptions of their engineering abilities. Engineering identification was a significant predictor of persistence in engineering, and engineering ability perceptions were significant predictors of achievement; the relationships were stronger for women than men. The fact that neither gender identification nor gender stereotype endorsement were related to achievement or persistence in engineering indicated that they were less important factors for first-year women engineering students than engineering identification and engineering ability perceptions.     

Sex role correlates of stress-prone type a behavior in college students

This study considered the direct and interactive relationships between three sex role variables and Type A/Type B behavior in college students of both sexes. As predicted, Type A college women were more masculine than Type B controls; Type A females were not less feminine, however, as had been expected. No relationship was found between masculine or feminine sex role behavior and Type A status in college men, consistent with the results of an earlier study. Both male and female Type As revealed weaker gender schemas than Type B controls. Analysis of the conjoint variation of all three sex role components revealed no relationships for either Type A or Type B men. Type A women presented an unusual asynchrony between these components in light of the expected positive relation between stereotyped sex role identity (femininity) and sensitivity to stereotyped differences between women and men (strong gender-schematic processing). Nontraditional female Type As, who were more masculine than feminine, demonstrated strong gender schemas. Traditional female Type As, more feminine than masculine, displayed weak gender schemas. Type B women did not display these unusual sex role linkages.     

The gender gap and nuclear power: Attitudes in a politicized environment

Historically, women have been less likely than men to support nuclear energy. Following this literature, we hypothesize that this gender gap results from concerns over safety factors and/or lower awareness of the issues. We study the differences in perceptions between men and women toward the operation of a local nuclear plant during a wave of public protest. Our analysis suggests that gender differences in safety concerns explains the gender gap in attitudes toward opening the local nuclear plant and provides a partial explanation of the gender gap in the perception of general nuclear power technology. Awareness levels have no significant effect on the gender gap. We suggest that the gender gap can be traced to women's propensity to rationally process negative information about nuclear power.An earlier version of this paper was presented at the 1987 meeting of the Southern Sociological Society, Atlanta, GA. We appreciate the comments of Charles Brody and an anonymous reviewer for this revised version.     

Exploring Gender Wage Disparity in MFT Academic Programs

This study tested whether there was a significant salary difference between women and men working as faculty in Marriage and Family Therapy (MFT) programs within public universities. Additionally, we evaluated whether there were significant differences in academic attributes and how these academic attributes related to gender differences in salary. Results from our Oaxaca decomposition of salary differentials showed academic attributes like the number of peer-reviewed publications and years in academia could be used to explain the $9000 gap found between women and men in our sample of MFT academics. Our results indicated no evidence of salary discrimination against women working as MFT faculty members but showed that women were shown to have significantly less time in academia and to publish significantly fewer peer-reviewed journal articles than men. Implications of the current study findings include developing effective mechanisms for helping women persist in and advance through pathways of MFT academic promotion as well as for helping increase their scholarly productivity.     

Breast Cancer in Men: A Need for Psychological Intervention

Male breast cancer is a serious issue that needs to be addressed more fully by the medical and public community. However, due to a lack of awareness and limited research on the topic, there is a general absence of knowledge concerning the psychological implications of this disease in men as well as a need for greater understanding of the medical diagnosis and treatment of male breast carcinoma. Similarly, there still remains a considerable gender difference between the awareness of female breast cancer and male breast cancer Although breast cancer in men makes up only 1% of all breast cancers reported in the United States, it is increasing in incidence. There are approximately 2000 new cases and approximately 450 deaths due to male breast cancer each year. Breast cancer diagnosis and treatment in men is very similar to that described in women, however, it has been shown that men are being diagnosed at a later stage of the disease than women.     

What's Gender Got To Do With It: Perceptions of Sexual Coercion in a University Community

This study examines gender differences in attitudes toward sexual coercion among collegians (n =325: 89.0% Caucasian, 6.8% Afican-American, 3.0% Asian,1.0% Hispanic, and .2% Native American) at a state-supported, midwestern university. Undergraduates (64.0% female and 36.0% male) were queried about the degree of their support for the use of sexual coercion across a range of dating-type encounters which varied by relational familiarity and sexual intensity.Their attitudes toward appearance as a sexual cue and traditional versus non-traditonal gender role orientations were also examined in relationship to these scenerios. The results indicate significant gender differences in attitudes regarding the use of sexual coercion in dating encounters across all situations, and in the interpretation of sexual cues in the context of interpersonal interactions. Gender differences were also found in gender role orientations.However, while the results provide support for the contribution of gender to attitudes toward sexual coercion, they also indicate that sexual semitotics and gender role orientations qualify that relationship; both variables are significant predictors of attitudes toward sexual coercion. The results are discussed in terms of the evidence provided for the role of interpretive schemas in the construction of attitudes toward sexual coercion for both men and women.     

The case for responsibility of the IT industry to promote equality for women in computing

This paper investigates the relationship between the role that information technology (IT) has played in the development of women’s employment, the possibility of women having a significant influence on the technology’s development, and the way that the IT industry perceives women as computer scientists, users and consumers. The industry’s perception of women and men is investigated through the portrayal of them in computing advertisements. While women are increasingly updating their technological skills and know-how, and through this process are entering some positions in the workplace traditionally occupied by men, these achievements are not mirrored in their social and occupational status. The computer industry and higher education have worryingly low numbers of women, while the possibility of women influencing the development of computer technology is just emerging in feminist research. This paper argues that, though the IT industry, through their self-regulatory codes, subscribes to equal treatment of sexes, races and persons with disabilities, the industry nevertheless paints a stereotyped picture of inequality when portraying men and women in computer advertisements. As long as such a perception of women prevails within the industry, it will stand as a barrier to women having equal access to computer technology. If advertisements influence the way society perceives major social constructs and issues, then the computing industry has a social responsibility to portray men and women in an equal and non-stereotypical fashion. An earlier version of this paper was presented at the ETHICOMP98 Conference, Rotterdam, Holland, March 1998.     

Nondiscriminatory career counseling?

Client data from nine church-related career development centers were studied with two questions in mind: (1) How well do the client assessment rating data predict the counselor recommendations given to clients? (2) Are there discriminatory effects due to referral source and/or to gender? Analyses were done separately for Professional Church Workers and Candidates. In addition to a general profile of these two client types, findings show that assessment ratings account for most of the explained variance in recommendations, and that neither client gender nor referral source is a basis for discrimination in recommendations. Counselor gender does make a difference, however, and differences between men and women counselors suggest the useful distinction between gender bias and gender effect.     

MORE THAN NUMBERS: INDIVIDUAL AND CONTEXTUAL FACTORS IN HOW GENDER DIVERSITY AFFECTS WOMEN'S WELL-BEING

This study examined factors related to workplace gender diversity in a sample of 87 college-educated White women. Specifically, we investigated the moderating effects of one individual difference variable (sensitivity to sexism) and one contextual variable (perceptions of the workplace climate) in the relationship between the gender composition at the hierarchical level above the woman and her well-being (job satisfaction and general health). Results indicated that more negative well-being was associated with having more women working at the level above when women worked in a perceived negative climate whereas more positive well-being was associated with having more women working at the level above when women worked in a perceived positive climate. For general health, these findings were stronger for women who were also sensitive to sexism. Implications for research on gender diversity in work organizations are discussed.     

Gender Differences in the Job Satisfaction of Public Employees: A Study of Seoul Metropolitan Government, Korea

A central paradox in studies of gender and job satisfaction is why women’s job satisfaction is not lower than men’s, given that women’s jobs are often inferior in terms of pay, autonomy, and promotional opportunity. The purpose of this study was to investigate this paradox by asking two questions: How does the job satisfaction of female public employees compare with that of male employees? How can we explain the gender differences in job satisfaction? Data from a survey of 5,128 public employees in Seoul Metropolitan Government indicate that women are more satisfied with their jobs than are men. Among demographic variables gender was the only significant predictor of job satisfaction; women emphasized intrinsic rewards, whereas men emphasized extrinsic rewards. The reasons for women’s high job satisfaction are discussed and explained.     

Predictors of Occupational and Organizational Commitment in Information Technology: Exploring Gender Differences and Similarities

Purpose

Despite growing demand, the information technology (IT) field suffers from a labor shortage compounded by the underrepresentation of women in the IT field. This study examined predictors of occupational and organizational commitment outcomes among IT professionals and explored gender differences and similarities in the relative importance of predictors.

Design/Methodology/Approach

1,229 IT professionals provided web-based survey data, which were analyzed using hierarchical linear modeling and relative weight analysis.

Findings

Satisfaction with growth opportunities, job security, job stress, and work–family culture generally were related to commitment outcomes as expected, accounting for the greatest variance in organizational commitment. Relative weights for men and women differed in the prediction of occupational commitment, where growth satisfaction and work–family culture were weighted more strongly by women and job stress was more strongly weighted by men. For organizational commitment, the relative weights among predictors were similar for men and women, except that men weighted job security more strongly than women.

Implications

Findings suggest that garnering commitment to the IT field requires a gender-specific approach, highlighting growth and work–family support for women and addressing job stress for men. Increasing organizational commitment for both men and women calls for an emphasis on opportunities for growth and development.

Originality/Value

This is the first study to simultaneously examine predictors for organizational and occupational commitment among IT professionals and to assess the relative importance of predictors discussed in the extant literature. Results inform efforts to increase retention in the IT field and provide guidance for improving the representation of women in IT.     

Are parents' gender schemas related to their children's gender-related cognitions? A meta-analysis

Meta-analyses were conducted of 43 articles (with 48 different samples) investigating the relationship between parents' gender schemas and their offspring's gender-related cognitions. The parents' offspring ranged in age from infancy to early adulthood. Offspring measures included gender self-concept, gender attitudes toward others, gender-related interests, and occupational attitudes. Overall, a small but meaningful effect size (r = .16) indicated a significant and positive correlation between parent gender schemas and offspring measures. Specifically, parents with more traditional gender schemas were more likely than parents with more nontraditional schemas to have offspring with gender-typed cognitions about themselves or others. In addition, the magnitudes of observed effect sizes were influenced by particular moderator variables, including type of parent gender schema (gender self-concept vs. gender attitudes toward others), type of offspring gender-related cognitions, parent gender, offspring gender, offspring age, and publication characteristics. The results are cautiously interpreted as suggesting a possible influence of parents on the development of their children's gender-related thinking.     

Attitude towards women of gender schematic vs aschematic individuals

After the fourfold gender typology (1970s), a dual model--gender schematic versus aschematic individuals--emerged in the 1980s. In this research, the relationship between gender schemas and attitudes towards women's rights were tested. Two studies were carried out (2001 and 2009) with adolescents (boys and girls) from 12 to 14 years old, with 359 participants in 2001 and 224 in 2009, using two instruments: the Bem Sex Role Inventory and the Attitudes Towards Women Scale. Factor analysis and ANOVAs were carried out. The results of both studies supported the hypothesis that girls maintain more favourable attitudes about themselves than boys do. Both studies supported the hypothesis that feminine and androgynous individuals display similar attitudes towards women, but they differ from the other gender categories. Masculine boys and feminine girls did not show differences in attitudes towards women in comparison to aschematic or cross-gendered adolescents. Inconsistent results were found between studies regarding the hypothesized differences between typical and atypical schematics in attitudes towards women, as well as between undifferentiated and gender schematic individuals. The implications of these results for the instruments used, as well as for theories, are considered.     

Career Development From Adolescence Through Emerging Adulthood Insights From Information Technology Occupations

Career development theories suggest that social-contextual experiences are influential in individuals' career interests, aspirations, and skill development and may be a source of gender and ethnic differences in certain career fields. In this mixed methods study, we examine the supportive and obstructive career-related experiences of 13 men and 13 women (modal age 25). Interviews focused primarily on the pathway toward or away from an information technology (IT) career. Thematic coding indicated that parents were mostly supportive, while experiences in school and work occasionally made individuals reconsider their career plans. Social influences often changed developmentally as participants entered full-time jobs. Gendered participation in IT was often attributed to women's perception that it is a male-oriented field.     

Gendered Characteristics of Political Engagement in College Students

This study was designed to examine gender differences in the political engagement of college students, in relation to perception of gender inequality, partisanship, issue involvement, and media use during the 2000 presidential and congressional campaign. A survey-based study of political engagement was conducted among 236 undergraduate students at a large northeastern university in Pennsylvania—a swing state—during the campaign. Findings support the theory that women with higher perception of gender inequality tend to be more politically engaged than women with lower perception gender inequality. Foreign policy as an issue of interest is important in this study because it is the only policy issue for which there was both a significant gender difference and a significant association with political engagement.     

The gender difference on the Mental Rotations test is not due to performance factors

Men score higher than women on the Mental Rotations test (MRT), and the magnitude of this gender difference is the largest of that on any spatial test. Goldstein, Haldane, and Mitchell (1990) reported finding that the gender difference on the MRT disappears when “performance factors” are controlled— specifically, when subjects are allowed sufficient time to attempt all items on the test or when a scoring procedure that controls for the number of items attempted is used. The present experiment also explored whether eliminating these performance factors results in a disappearance of the gender difference on the test. Male and female college students were allowed a short time period or unlimited time on the MRT. The tests were scored according to three different procedures. The results showed no evidence that the gender difference on the MRT was affected by the scoring method or the time limit. Regardless of the scoring procedure, men scored higher than women, and the magnitude of the gender difference persisted undiminished when subjects completed all items on the test. Thus there was no evidence that performance factors produced the gender difference on the MRT. These results are consistent with the results of other investigators who have attempted to replicate Goldstein et al. ’s findings.     

Philosophy in Schools: Can Early Exposure Help Solve Philosophy's Gender Problem?

In this article, I explore a new reason in favor of precollegiate philosophy: It could help narrow the persistent gender disparity within the discipline. I catalog some of the most widely endorsed explanations for the underrepresentation of women in philosophy and argue that, on each hypothesized explanation, precollegiate philosophy instruction could help improve our discipline's gender balance. Explanations I consider include stereotype threat, gendered philosophical intuitions, inhospitable disciplinary environment, lack of same‐sex role models for women students in philosophy, and conflicting “schemas” for philosophy and femininity. I argue that, insofar as some combination of these hypothesized explanations accounts for some portion of the underrepresentation of women in philosophy, those of us concerned to make things better have reason to participate in and promote efforts to share philosophy with younger students.     

Is the DOSPERT gender invariant? A psychometric test of measurement invariance

It is well established in the risk literature that men tend to take more risks than women. This gender difference, however, is often qualified by its domain specificity. Considering recent research on the domain generality of risk taking as a disposition, there is a need to examine the degree to which men take more risks than women, in general. In order to make substantive conclusions about the gender differences in risk‐taking propensity, one must first establish measurement invariance, which is required for the meaningful interpretation of observed group differences. In this paper, we examined the measurement invariance of the Domain‐Specific Risk‐Taking scale (DOSPERT)—one of the most popular measures of individual differences in risk taking. We found that the DOSPERT violated configural invariance in a bifactor model, indicating that the underlying factor structure of the DOSPERT differs between men and women. Even after removing the social risk dimension, DOSPERT still failed to reach scalar invariance. Taken together, these findings suggest that score differences in the DOSPERT may be due to response artifacts rather than true differences in the latent construct. Therefore, gender differences in the DOSPERT must be interpreted with caution. Implications for the measurement of risk taking are discussed.     

Gender schema theory revisited: men's stereotypes of American women

Bem's gender schema theory is reconsidered in terms of connections among schemas, stereotypes, and perceptions of self and others. The supposition that schematic, as opposed to aschematic persons, are more prone to think about others in stereotypic ways is tested. Primarily Caucasian adult men from all social classes (n=142), classified with the Bem Sex Role Inventory as masculine, androgynous, or undifferentiated, completed measures designed to assess strength of stereotypic views of American women and the tendency to think unidimensionally (the likelihood of perceiving women as feminine vs. androgynous). Results analyzed with multivariate analysis of variance, indicated significant differences among subject categories. Masculine (schematic) men were the most prone to see women as stereotypically high in femininity and low on masculinity. Androgynous men were more likely to perceive women as having androgynous characteristics.