Attractiveness and Income for Men and Women in Management1

It is commonly believed that attractive people are more successful, but the empirical support for this belief is mixed. A number of role-playing, laboratory studies have demonstrated that more attractive men are more often hired, but the laboratory data for women are less consistent. Few studies have explored the effects of attractiveness on actual hiring and starting salaries for men or women. Even less work has been done on the impact of attractiveness once on the job. It was predicted that there would be positive effects for attractiveness and that the effects would be stronger as people worked longer on their jobs. To test this prediction, a sample of 737 male and female MBA graduates from the years between 1973 and 1982 was used to explore how facial attractiveness relates to starting and later salaries. Results indicated that more attractive men had higher starting salaries and they continued to earn more over time. For women, there was no effect of attractiveness for starting salaries, but more attractive women earned more later on in their jobs. By 1983, men were found to earn $2600 more on the average for each unit of attractiveness (on a 5-point scale) and women earned $2150 more. Implications for research in this area are discussed.     

Antecedents and Consequences of Perceived Personal Gender Discrimination: A Study of Solicitors in Hong Kong

Informed by social identity theory, we developed a model to examine the antecedents and consequences of perceptions of personal gender discrimination. In the model, gender, gender identity, and perceived gender bias against women are considered as salient predictors of perceived personal gender discrimination, and organizational commitment and intentions to leave are considered as the outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of practicing solicitors in Hong Kong. We found that (a) women perceived more personal gender discrimination and gender bias against women than did men, (b) gender moderated the relationship between perceived gender bias against women and perceived personal gender discrimination, (c) the positive effect of gender bias against women on gender discrimination was more strongly positive for women than for men, and (d) perceived personal gender discrimination affected organizational commitment and intentions to leave. Theoretical and practical implications are discussed.     

When the Advantaged Become Disadvantaged: Men's and Women's Actions Against Gender Discrimination

Intergroup theories suggest that different social identities will either discourage or encourage the taking of action against discrimination (Bartky, 1977; Jost & Banaji, 1994). However, research (e.g., Branscombe, 1998) has shown that discrimination is a less negative experience for men than for women. As such, it is possible that men may take greater action than women, regardless of identity. However, men's response to their perceived disadvantage had not yet been tested. Among those induced to ascribe to a gendered stereotype identity, men endorsed more action than women did. Among those induced to ascribe to an identity based on a gendered social experience, women endorsed marginally more action than men did. Differences in responses are proposed to be a function of the different efficacy levels developed by each gender within each social identity.     

ORGANIZATION OF INFORMATION AND THE DETECTION OF GENDER DISCRIMINATION

Abstract— This report examines several factors that influence the detection of gender discrimination in organizations We presented subjects with information about the qualifications and salaries of women and men in 10 departments of a hypothetical company The information was created so that one or the other gender was undercompensated relative to its qualifications Subjects rated the fairness of salaries and recalled the average qualifications of the women and men Ordinal inequity, which occurred when the gender with the better qualifications received a lower salary within a department, was easily detected Discrimination that did not violate ordinal equity within a department was more difficult to detect The results indicate that the way information is presented to subjects influences the processing of the information and the ease with which unfairness is perceived In addition, subjects judged the discrimination to be more unfair when women, rather than men, were disadvantaged     

Work Values and Their Effect on Work Behavior and Work Outcomes in Female and Male Managers

A longitudinal sample of over 800 MBA graduates surveyed across a 16-year period was recruited to investigate the relationship of work values to work effort, salary levels, and other work outcomes. As predicted, certain work values were related to higher salary levels and to the number of hours worked. Changing companies more often and receiving more promotions were also significantly related to work values. Work values did not differ for women and men in the sample, except that women were higher in the value of wanting to do an excellent job. Controlling for work values did not explain significantly higher salaries for men as compared to women. Implications of these data are discussed.     

WHO CONSIDERS THEMSELVES VICTIMS OF DISCRIMINATION?

We focus on the general issue of how and why individuals might decide if they have been victims of gender discrimination and how social status differences between women and men may change the significance of experiencing gender discrimination. Because both self-protective and situational factors have been found to influence interpretation of prejudicial events, in the present study we explore several individual-difference factors that might differentially predict perceived gender discrimination in women and men. We found that, for men, low self-esteem and high personal assertiveness were related to higher ratings of personal discrimination. Low self-esteem was also related to men's perceptions of discrimination against men as a group. For women, high need for approval was negatively related to perceptions of personal discrimination whereas depression was positively related. Depression was also related to higher ratings of discrimination against women, as was feminism. We argue that perceptions of discrimination serve different purposes for structurally privileged and disadvantaged groups.     

Religiosity and Self-Esteem of Muslim Immigrants to the United States: The Moderating Role of Perceived Discrimination

The present study investigated the moderating effect of perceived discrimination in a sample of Muslim immigrants (N = 174). Sex differences on perceived discrimination, religiosity, and self-esteem were examined. Results suggested a significant difference between Muslim men and women in regards to measures of religiosity. Men displayed higher religiosity scores. Results also indicated a significant positive relationship between measures of religiosity and perceived discrimination. Our results also provided full support for the moderating role of perceived discrimination. Implications of these findings for psychologists and future research examining these relationships are addressed.     

Gender Differences in Mental Health: The Mediating Role of Perceived Personal Discrimination

Why is women's mental health inferior to that of men? This study hypothesized that women's mental health is not as good as men's because women perceive more personal discrimination. It was confirmed that women obtained higher scores than did men on a subjective scale of psychological distress. Additionally, women perceived greater personal and group discrimination than did men. Perceived personal discrimination proved to be the more robust predictor of psychological distress. This was evident when results of a mediation analysis revealed that gender differences in subjective distress were mediated by the measure of perceived personal discrimination, but not by the measure of group discrimination.     

Children and Careers: A Longitudinal Study of the Impact of Young Children on Critical Career Outcomes of MBAs

The purpose of this study was to investigate theimpact of young children on the careers of men and womenwith MBAs who graduated between the years of 1973 and1982. The outcome variables studied were salary, months of non-full-time employment, andpromotions. We began our analyses by looking at the fullsample of 829 respondents. We found that men had highersalaries than women regardless of parental status. Women with young children experiencedsignificantly more months of non-full-time employmentand were more likely to drop out of the workforce thanmen and other groups of women. The spouses of men with young children and only older children workedin paid employment significantly fewer hours than allother groups of respondents. Those women with youngchildren who did remain continuously in the paidworkforce did not appear to experience any salary benefitbased on this decision. Interruptions to full-time workwere detrimental for women without children or thosewomen whose children were older. In general, having children was correlated with lowersalaries for women and higher salaries formen.     

Gender Differences in Anticipated Salary: Role of Salary Estimates for Others,Job Characteristics,Career Paths,and Job Inputs

The purpose of this research was to compare pay expectations of women and men. Participants were 371 college students (261 women, 110 men; 94% White) from a variety of majors. Most students at this university are middle class. Consistent with prior research, women estimated significantly lower salaries at career entry and peak and rated family considerations and pleasant working conditions as significantly more important than did men. Men and women differed on salary estimates for others, influence of salary on decision to enter a field, time off for childrearing, career certainty, and weekly work hours. Controlling for average salaries in the listed job, job characteristic importance, career path, and job input differences eliminated the gender differences at entry and reduced the difference at peak.     

Examining congruence between partners' perceived infertility-related stress and its relationship to marital adjustment and depression in infertile couples

Because studies examining the emotional impact of infertility-related stress generally focus on individuals, there has been little research examining how relationship and individual variables are linked. The purpose of this study was to explore the impact of congruence (e.g., agreement) between partner's perceived infertility-related stress and its effects on depression and marital adjustment in infertile men and women. Couples referred for infertility treatments at a University-affiliated teaching hospital completed the Fertility Problem Inventory (FPI), the Beck Depression Inventory (BDI), and the Dyadic Adjustment Scale (DAS) 3 months prior to their first treatment cycle. Study findings show that men and women in couples who perceived equal levels of social infertility stress reported higher levels of marital adjustment when compared to men and women in couples who perceived the stress differently. In addition, women in couples who felt a similar need for parenthood reported significantly higher levels of marital satisfaction when compared to women in couples where the males reported a greater need for parenthood. While couple incongruence was unrelated to depression in males, incongruence over relationship concerns and the need for parenthood was related to female depression. These findings provide initial support for the theory that high levels of agreement between partners related to the stresses they experience help them successfully manage the impact of these stressful life events. Possibilities for future research examining the construct of couple congruence are discussed.     

The health of employed women and men: work,family, and community correlates

Research into clarifying the relationship between social roles and health has increasingly focused on studying the particular circumstances in which occupying multiple roles may enhance or diminish well‐being. This study examined the association between a general measure of well‐being—self‐rated health—and the perceived quality of work, family and community in a sample of employed urban‐dwelling Canadians in a mid‐size city, and whether the nature of the association differed for men and women. Few gender differences were found in the perceived quality of work, family and community. However, men and women differed significantly in the specific type of quality measures associated with general health. For women, satisfaction with one's partner/spouse and in the money available to meet basic family needs had a stronger association with self‐rated health. For men, the significant correlates were satisfaction with family relationships (other than one's partner) and the community physical environment. For both women and men, a more socially cohesive community was associated with better self‐rated health. Copyright © 2006 John Wiley & Sons, Ltd.     

Marital satisfaction, recovery from work, and diurnal cortisol among men and women.

DESIGN: Multilevel modeling was used to model relationships between salivary cortisol, daily diary ratings of work experiences, and Marital Adjustment Test scores (Locke & Wallace, 1959), in a sample of 60 adults who sampled saliva 4 times per day over 3 days. RESULTS: Among women but not men, marital satisfaction was significantly associated with a stronger basal cortisol cycle, with higher morning values and a steeper decline across the day. For women but not men, marital satisfaction moderated the within-subjects association between afternoon and evening cortisol level, such that marital quality appeared to bolster women's physiological recovery from work. For both men and women, evening cortisol was lower than usual on higher-workload days, and marital satisfaction augmented this association among women. Men showed higher evening cortisol after more distressing social experiences at work, an association that was strongest among men with higher marital satisfaction. CONCLUSION: This work has implications for the study of physiological recovery from work, and also suggests a pathway by which marital satisfaction influences allostatic load and physical health.     

Social conflict, social support, and psychological distress: evidence of cross-domain buffering effects.

A longitudinal study examined the relative and joint effects of perceived social support and social conflict on psychological distress in 228 college students. Women had higher perceived social support from roommates and friends and less conflict with roommates than did men; there were no gender differences in level of conflict with friends or psychological distress. Roommate conflict predicted increases in psychological distress over time; this effect was attenuated by high levels of perceived social support from friends. Friend conflict also predicted increases in psychological distress over time; this effect was attenuated by high levels of perceived social support from roommates. These results show the importance of negative and positive aspects of social experiences to emotional functioning and the importance of compensatory social support for individuals facing social conflicts.     

The detrimental effects of a suggestion of sexism in an instruction situation

This research investigates the hypothesis that the mere suggestion of sexism can harm women’s experience of an instruction situation. Across three experiments, women exposed to the suggestion about the sexism of a male instructor reported a less positive experience, performed worse on a logic test, and rated the instructor as less competent than did women who were not exposed to the suggestion. The same harmful consequences did not befall men, even when they were potential targets of the alleged sexism. To interpret results, the authors emphasize the concept of social identity threat: the concern that one will be the target not only of stereotypes about inferiority, but also a more general hostility based on a salient social identity. Results suggest the need to expand conceptions of discrimination to include systemic forms of identity threat that can be sufficient to produce harm, even in situations where differential treatment is initially absent.     

The hijab as a protective factor for body image and disordered eating: a replication in French Muslim women

We examined differences in body image and disordered eating between Muslim women who do and do not wear the hijab in France, a nation marked by religious-based sartorial censorship. In an online survey, 450 French Muslim women completed measures of hijab use, weight discrepancy, disordered eating, body image-related constructs, religiosity, perceived support from Allah, and perceived discrimination. Controlling for religiosity and support from Allah, women who wore the hijab reported significantly lower weight discrepancy, body dissatisfaction, drive for thinness, social physique anxiety, internalisation of the thin and muscular ideals, and pressure to attain ideals from peers and the media, though they also reported significantly higher perceived discrimination than those who did not wear the hijab. Further analyses showed that use of the hijab was significantly associated with weight discrepancy and disordered eating. Our results suggest that use of the hijab may offer a protective element for French Muslim women.     

Sex stereotypes in occupational choice: The case for college women

The choice of a male dominated occupation rather than a traditionally feminine one is the single occupational variable which meaningfully divides a class of women who were studied intensively over the 4 yr of college. Women who choose occupations which employ largely men differ predictably from women who select feminine occupations in terms of familial influence, work values, work experience, role model influence and some collegiate activities. The two groups do not differ appreciably in sociability experiences or in relationships with parents, so it cannot be argued that the work plans of the pioneer women stem from social isolation, rejection, or lack of appropriate feminine socialization.     

Influence of Gun Ownership on Social Inferences About Women and Men1

In the past gun ownership was primarily a male-only phenomenon. There has been, however, an increase among American women in gun purchasing largely for purposes of self-defense. In the first study we examined the consequences of women and men owning handguns, versus not doing so, for social perception. Given that gun ownership is stereotype inconsistent for women but not for men, such a violation of expectancies was expected to have a greater impact on inferences about women than men. Subjects believed that women who owned handguns would possess masculine physical characteristics, although they were not perceived as losing feminine body attributes per se. Women who owned guns tended to be perceived as less likely to occupy female stereotypic social roles, while men who owned a weapon were perceived as more likely to do so. Men who owned a handgun were perceived as less likely to possess socially desirable male stereotypic traits, although women with a handgun gained in this respect. In the second study where a community sample was employed, the main pattern of outcomes was replicated. Affective reactions toward male and female gun owners were similar, and less positive than for persons who do not own guns. Individuals with both positive and negative attitudes toward guns displayed the same pattern of inferences based on gun ownership and target gender. These results are discussed in terms of their implications for social judgment and stereotype use.     

Perceptions of the social and personal characteristics of hypermuscular women and of the men who love them

A predominately European American sample of middle class college students rated hypermuscular female bodybuilders and the men who were romantically involved with them on measures of perceived gender traits, personality traits, social behaviors, and heterosexual behaviors. Participants perceived hypermuscular women, as compared to the average woman, as having more masculine and fewer feminine interests, less likely to be good mothers, and less intelligent, socially popular, and attractive. However, participants also perceived them as being less likely to engage in socially deviant behaviors or to be sexually manipulative and more likely to be extraverted, conscientious, and open to new experiences than the average woman. Participants perceived men who are romantically involved with hypermuscular women as having stronger masculine traits, interests, and identities than the average man. The authors found no relationships between the perceiver's gender type and his or her perceptions of hypermuscular women or the men who were romantically involved with them.     

Less pain and more to gain: why high-status group members blame their failure on discrimination.

Members of high-status groups are more likely than members of low-status groups to blame their failure on discrimination and are less likely to blame it on themselves. This tendency was demonstrated in 3 experiments comparing men and women, White and Black students, and members of experimentally created high- and low-status groups. Results also showed that when making an attribution to discrimination, high-status group members were less likely to experience a threat to their social state self-esteem, performance perceived control, and social perceived control and were more likely to protect their performance state self-esteem. These findings help to explain why high-status group members are more willing to blame their failure on discrimination by showing that it is less harmful for them than for low-status group members.