Androgyny in a male-dominated field: The relationship of sex-typed traits to performance and satisfaction in engineering

The relationship of sex-typed traits to performance and to satisfaction in engineering was investigated using a sample of men and women engineers with five years or less of professional work experience. Both men and women engineers high in instrumentality (androgynous and masculine) reported greater levels of supervisory and technical responsibility, salary, involvement in professional activities, and satisfaction than those low in instrumentality (feminine and undifferentiated). Expressiveness was not significantly related to any of the measures of performance or satisfaction. Although a few sex differences were found, the magnitude of the effects were generally smaller than those for instrumentality. Engineers' self-ratings of various abilities were also positively related to instrumentality. Only a small percentage of variance in the performance and satisfaction measures was accounted for by sex and sex-typed traits.     

Parents’ Beliefs about High School Students’ Spatial Abilities: Gender Differences and Associations with Parent Encouragement to Pursue a STEM Career and Students’ STEM Career Intentions

In the present study, we investigated whether parents’ beliefs about their high school aged adolescents’ spatial abilities (i.e., spatial visualization, mental manipulation, and navigation abilities) differed based on their child’s gender. We also examined whether these beliefs related to parents’ encouragement of their child to pursue a Science, Technology, Engineering, or Mathematics (STEM) career as well as students’ actual STEM major and career intentions. Data were collected from 117 pairs of U.S. high school students and one of their parents. We found that parents of young men thought their child had higher mental manipulation and navigation abilities than did parents of young women, even after statistically controlling for adolescents’ actual spatial abilities. Parents who perceived that their child had higher mental manipulation ability were more likely to encourage their child to pursue a STEM career, and those students were more likely to report that they intended to pursue a STEM career. These findings suggest that parents’ beliefs about how good their child is at spatial tasks may be based more strongly on gender stereotypes than on their child’s actual spatial abilities. Helping to make parents aware of these beliefs could be a potential lever of intervention to increase women’s participation in STEM careers.

     

Training and Mentoring of Chemists: A Study of Gender Disparity

This study was conducted to compare women’s and men’s retrospective perceptions of the mentoring they received during their training and career development in chemistry. Participants were 455 graduates (135 women) who received doctoral degrees from 11 top US chemistry programs over a 5-year period (1988–1992). In 2003, graduates completed surveys of undergraduate, graduate, post-doctoral, and initial employment experiences. In line with Social Cognitive Career Theory (Lent et al., Journal of Vocational Behavior 45:79–122, 1994), which posits that perceptions of barriers can affect career decisions, results suggest that women perceived that they received less mentoring than men at the undergraduate, graduate, and post-doctoral levels of training, likely related to gender differences in eventual career success. Possible interventions at the individual and institutional levels are discussed.     

Androgyny and traditional versus nontraditional major choice among college freshmen

The present study investigated the relationship of psychological androgyny to career choice among college freshmen. Women in home economics and engineering and men in engineering (N = 231) completed the Bem Sex-Role Inventory and rating scales of satisfaction with and certainty of college major and intended occupation. As a group, women in engineering scored in a more androgynous direction than did either men in engineering or women in home economics. Among sex-typed subjects, more women in engineering scored in a masculine sex-typed category than did women in home economics. Men and women in engineering did not differ on satisfaction and certainty ratings of major or career; however, feminine-typed women were significantly less satisfied with and tended to be less certain of their choice of major than other women in engineering.     

Career Goals of College Women and Men and Perceived Achievement-Related Encouragement

Encouragements and discouragements for achievement-related behavior were reported in an interview setting by three groups of college seniors: Career women (n = 20), career men (n = 20), and traditional women (n = 19). Career women reported significantly more encouragement from teachers, family members (except parents), and significant others of the opposite sex than did either career men or traditional women. Career women also reported more encouragement from counselors and friends, while career men reported more encouragement from parents; however, these differences were not significant. Career women reported a significantly higher grade point average than either of the other groups. Implications of the results for the achievement behavior of women and men are considered.     

Urban Career Women and Stress in Southeast Asia

A theoretical and conceptual review of stressors facing urban career women in southeast Asian countries is presented within a chronological age-bracket framework. Similarities and distinguishing differences from findings in the United States, Europe, and Australia are discussed. Younger attractive women were more likely to encounter sexual harassment and be taken less seriously at work. In the middle years, family demands with young children pose more of a distraction for the women. Southeast Asian career women have an edge compared to their Western counterparts in better access to support for household duties and child-minding from live-in maids and parents. However, they are expected to care for elderly parents and be responsible for efficient home management. In higher management appointments, they face similar stressors in critical perceptions of their authority and leadership by both men and women subordinates. Management initiatives to inculcate attitude change and transparency in addressing convoluted and irrelevant gender-role expectations can yield substantial organizational benefits.     

Climbing the corporate ladder: do female and male executives follow the same route?

This study compares the careers of matched samples of 69 female executives and 69 male executives by examining perceived barriers and facilitators of advancement, self-reported developmental experiences, and career histories. Consistent with tokenism theory, women reported greater barriers, such as lack of culture fit and being excluded from informal networks, and greater importance of having a good track record and developing relationships to facilitate advancement than did men. Career success, measured by organizational level and compensation, was positively related to breadth of experience and developmental assignments for both genders, but successful women were less likely than successful men to report that mentoring facilitated their advancement. Developmental experiences and career histories were similar for female and male executives, but men had more overseas assignments and women had more assignments with nonauthority relationships.     

The relationship between body weight and perceived weight-related employment discrimination: The role of sex and race

This study provides unique empirical evidence regarding a growing concern internationally: weight discrimination in the workplace. Using survey data from a national sample of 2838 American adults, it responds to Puhl and Brownell’s [Puhl, R., & Brownell, K. D. (2001). Bias, discrimination, and obesity. Obesity Research, 9, 788-805] call for additional research investigating the prevalence of discriminatory experience among overweight employees, and to their more specific call for research that takes sex and race into account when examining weight discrimination. The results indicate that women are over 16 times more likely than men to perceive employment related discrimination and identify weight as the basis for their discriminatory experience. In addition, overweight respondents were 12 times more likely than normal weight respondents to report weight-related employment discrimination, obese 37 times more likely, and severely obese more than 100 times more likely. The implications of the study’s findings for organizations, policy makers, overweight employees, and career counselors are discussed, and future research directions suggested.     

Stability and change in work values among male and female nurses and engineers

Gender related changes of work values were analyzed in a longitudinal questionnaire study of 173 male and 48 female engineers and 353 female and 31 male nurses at three measurement occasions covering about four and half years from the end of their vocational education. At all occasions, Social relations were rated as more important by women than by men and Altruism was given higher ratings by the nurses than by the engineers. Within both occupations women's mean Altruism ratings were higher than men's mean ratings, and in all groups except male engineers the mean ratings dropped between the three occasions. Women's ratings of Benefits and career and Influence were strengthened in both occupations, thereby eliminating an initial gender difference. The stability of work values is discussed in terms of challenges and norms in working life.     

Comparison of women engineers who persist in or depart from engineering

The current research examined differences between women engineers who persisted in an engineering career versus those who left engineering using a combination of two prominent theories of career change: social cognitive career theory (SCCT, Lent, Brown & Hackett, 1994; 2002) and integrated model of career change (Rhodes & Doering, 1983). The two groups of women did not differ in three domains of self-confidence or outcome expectations (engineering tasks, navigating organizational climate, or multiple roles), in vocational interests, or in workplace barriers. Women who continue in engineering do differ from those who leave in their experience of workplace supports and their levels of occupational commitment. Engineering turnover intentions and occupational commitment emerged as the two key variables that explained 33.4% of the variance in persistence in engineering careers. We discuss the implications of the results in terms of theoretical development and practical implications for organizations.     

MATHEMATICS AND SELF-ESTEEM: IMPLICATIONS FOR WOMEN'S CAREER CHOICE

The relationship of math participation and success to self-esteem and career goals is examined in a sample of 64 women and 52 men college students at the end of their sophomore year. No gender differences were found in math anxiety or perceptions of the usefulness of mathematics, but women were less likely to select a math-related career goal. Among the men students, math participation and self-assessments of math ability were positively related to more general self-estimates of competence; among women, these variables were not related significantly. Women's choices for math-related careers were more closely associated with scholastic ability and math background than were men's career choices. These results are discussed in the context of societal pressures and supports for men and women in regard to math participation.     

The Cutest Little Baby Face: A Hormonal Link to Sensitivity to Cuteness in Infant Faces

ABSTRACT— We used computer image manipulation to develop a test of perception of subtle gradations in cuteness between infant faces. We found that young women (19–26 years old) were more sensitive to differences in infant cuteness than were men (19–26 and 53–60 years old). Women aged 45 to 51 years performed at the level of the young women, whereas cuteness sensitivity in women aged 53 to 60 years was not different from that of men (19–26 and 53–60 years old). Because average age at menopause is 51 years in Britain, these findings suggest the possible involvement of reproductive hormones in cuteness sensitivity. Therefore, we compared cuteness discrimination in pre- and postmenopausal women matched for age and in women taking and not taking oral contraceptives (progestogen and estrogen). Premenopausal women and young women taking oral contraceptives (which raise hormone levels artificially) were more sensitive to variations of cuteness than their respective comparison groups. We suggest that cuteness sensitivity is modulated by female reproductive hormones.     

Task self-efficacy and task interest as a function of performance on a gender-neutral task

This study experimentally investigates several hypotheses about the relationships between performance on a gender-neutral task and gender, self-efficacy, performance attributions, and task interest. Ninety-two subjects were randomly assigned to a success or failure condition and attempted to solve a series of easy or difficult anagrams. Results indicated that changes in self-efficacy expectations as a result of task success or failure were in accordance with predictions from self-efficacy theory; 2 × 2 × 4 ANCOVAs, with the pretest as the covariate, were conducted on self-efficacy strength, level, and task interest. Subjects decreased their ratings of self-efficacy and task interest as a result of the failure experience, and the same ratings increased as a result of the success experience. Few gender differences were found, supporting the hypothesis that the sex linkage of the task significantly influences gender differences in self-efficacy. Analyses of global verbal and mathematical ability ratings resulted in the same trends. Finally, women in the success condition were significantly more likely than men in that condition to attribute their performance to luck; women in the failure condition were significantly more likely than men or women in any other group to attribute their failure to their lack of ability. Implications of these results for future research on career self-efficacy were discussed.     

The Decision to Enter Medicine: Motivations, Social Support and Discouragements for Women

Responses from 93% of the women medical students enrolled in two southern medical schools in 1975-1976 indicated that wanting to serve others, desire for independence in one's work, and interest in science were strong motivations for entering medicine. These motivations also characterized men. Women, more often than men, cited the challenge of a medical career, and they showed more interest in high occupational prestige than have women medical school applicants in the past. Women reported less social support for an early decision than did their male peers. Dissatisfaction with a previous occupation frequently influenced women's choice of medicine. Although women were more likely than men to cite sources of encouragement for their decision, they were also more likely than men to have been discouraged from entering medicine.     

Case study of the gender earnings gap: a longitudinal analysis of cohort data of same‐department graduates at a small liberal arts college

Consistent with similarly conducted studies, the authors found that within a fixed group of men and women, women's salaries fell behind those of men sometime in the later years of their careers. The data and analysis show that the gender‐based wages of the participants in this study diverged quickly after graduation from college, suggesting that men and women make career decisions early, well before children appear in their lives. Those decisions are affected by both labor market discrimination and gender socialization among the participants in this study.     

Career and Family Outcomes for Women Graduates of Single-Sex Versus Coed Colleges

This study compares educational, career, and family outcomes by gender composition of college and race/ethnicity of women who graduated in 1993 from three selective U.S. colleges (two single-sex; one coed). It also compares these graduates?? assessments of their college experience. The 60 White women and 60 Women of Color were interviewed as traditional-age seniors and surveyed annually for 16 years. In 2009, 76.7% responded. All groups were happy with their alma maters, although they assessed the advantages and disadvantages somewhat differently. Single-sex graduates more frequently indicated that their college had provided a supportive environment and complained that it provided a limited social life. Coed graduates more frequently indicated that their college provided cultural broadening and positive social relationships. Coed White graduates were in touch with more college friends than single-sex White graduates; there was no significant difference by type of college for Women of Color graduates. Results indicate no significant differences in advanced degrees or career status or STEM field involvement by gender composition of college or race/ethnicity. Nor were any differences in marriage or motherhood variables found. The similarity in outcomes supports the primacy of status of college and is interpreted as positive indication that U.S. colleges have become more hospitable to women.     

Sex role orientations,attributions for achievement,and personal goals of Chinese youth

The role of women in the People's Republic of China has changed dramatically in the last 40 years. This study assesses what impact these changes have had on the attitudes of Chinese youth. The sample consisted of 164 subjects (77 men and 87 women) who completed the Bem Sex Role Inventory, the Objective Fear of Success Measure, a locus of control scale, and a personal goals questionnaire. They also evaluated a painting attributed to artists of different gender and status. The results indicate that the sex role orientations of Chinese students were similar to those of American students. On the Bem inventory, the direction of the sex differences on the sex role scales was the same for U.S. and Chinese students, but the latter had a sex role orientation that, in our culture, is regarded as more “traditional.” Chinese women were significantly more likely to endorse statements expressing fear of success than were Chinese men. On the locus of control measures, Chinese women were more likely than men to attribute their achievement successes to luck and failures to a lack of ability. The women students also attributed affiliation outcomes more to luck than did the men. The most important personal goal cited by both men and women was that of career success. Chinese men placed greater importance than women on achieving wealth, and their expectancy of actually becoming wealthy was higher. Finally, in an evaluation of a painting, Chinese men, but not the women, devalued a painting when it was supposedly the work of a female student artist.     

A model of career success: A longitudinal study of emergency physicians

Objective and subjective career success were hypothesized to mediate the relationships between sociodemographic variables, human capital indices, individual difference variables, and organizational sponsorship as inputs and a retirement decision and intentions to leave either the specialty of emergency medicine (EM) or medicine as output variables. Objective career success operationalized as the number of leadership positions held did not mediate the relationship, but income change and career satisfaction mediated the relationship between the hours worked and years employed in emergency medicine. Work centrality was significantly related to subjective career success more so for men than women and perceptions of success or self-efficacy were positively related to subjective career success for women, but not for men. The expected pattern of women indicating more difficulties with personal time and family time did not emerge; but women did indicate less perceived support from the organization, fewer EM leadership positions, less perceived control over their work situation and less organizational support than did men.     

Effects of Victim and Defendant Race on Jurors' Decisions in Child Sexual Abuse Cases1

We examined the influence of victim and defendant race, victim age, juror gender, and juror prejudice on jurors' decisions in child sexual abuse cases. In Experiments 1 and 2, mock jurors judged Black and Hispanic child victims to be more responsible for their sexual abuse than White victims. In Experiment 2, jurors assigned more guilt to defendants in cases involving victims and perpetrators of the same race compared to different races. Experiment 3 illustrated that laypeople believe same‐race cases to be more plausible generally. Experiment 2 revealed that high‐prejudiced White mock jurors made no more racially biased judgments than low‐prejudiced mock jurors. Finally, women were generally more pro‐victim in their case judgments than were men, and older victims were disadvantaged compared to younger victims in terms of perceived credibility and responsibility, and their cases were less likely to draw convictions.     

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.