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.     

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.”     

Androgyny and sex-typing: Differences in beliefs regarding gender polarity in ratings of ideal men and women

To test Bem's (1979) hypothesis that androgynous and sex-typed individuals are differentiated by the presence or absence of beliefs in “gender polarity,” 200 students rated themselves on the short Bem Sex Role Inventory (BSRI). Of these 200, 20 androgynous women, 20 androgynous men, 20 feminine sex-typed women, and 20 masculine sex-typed men were randomly selected and asked to rate either the ideal woman or the ideal man on the short BSRI. As predicted, androgynous women did not rate the ideal man and woman differently, but, contrary to prediction, neither did feminine-typed women. As predicted, masculine-typed men rated the ideal man and woman differently, but, contrary to prediction, so did androgynous men. Thus, sex rather than sex-role distinguished subjects' beliefs in gender polarity. This finding may reflect women's desires for, and men's fears of, abandoning traditional modes of sex differentiation. The large initial subject pool was necessary because an extremely high percentage of subjects were classified as feminine sex-typed. An apparent feminine bias in the short BSRI is discussed.     

College students' self-estimated and actual knowledge of gender traditional and nontraditional occupations: A replication and extension

This study investigated the degree and congruence of students' estimated and actual information about gender traditional and nontraditional occupations as well as the relationship of students' gender stereotyping of occupations to predicted and actual knowledge. One hundred female and 102 male college students rated how much they thought they knew about 18 male-dominated and 18 female-dominated occupations. They also rated these 36 occupations for their appropriateness for men vs. women, and completed an instrument that measured their actual knowledge of these and a wide variety of occupations. Women rated themselves more knowledgeable about female- than male-dominated occupations. Men rated themselves as equally knowledgeable about the two. Men and women themselves as equally knowledgeable about the two. Men and women didn't differ in any area of their actual knowledge. There was little relationship between actual and predicted scores for either sex. However, men's errors did not relate to the type of occupation, while women overestimated their scores on traditional occupations and underestimated on nontraditional ones. No relationship was found between the degree to which subjects held gender stereotypes of occupations and either actual or predicted knowledge scores.     

Aspects of Young Children's Perceptions of Gender-Typed Occupations

Perceived competencies of men and women in gender-typed occupations, perceptions about how much money men and women earn in gender-typed occupations, and affective reactions regarding growing up to have gender-typed occupations were examined in 55 primarily White middle-class preschoolers and primary school children. Children (particularly boys) viewed men as more competent than women in masculine occupations, and rated women as more competent than men in feminine occupations. Children believed men earned more than women across occupations, but that men earned more money than women in masculine occupations, and women earned more money than men in feminine occupations. Children's affective reactions to growing up to have gender-role-consistent occupations were more positive than their reactions to having gender-role-inconsistent occupations. Results suggest children perceive differential competencies of men and women regarding gender-typed occupations, and differences in pay for men and women within gender-typed occupations, at ages younger than previously determined.     

Students' self-estimated and actual knowledge of gender traditional and nontraditional occupations

This study investigated the degree and congruence of students' estimated and actual information about gender traditional and nontraditional occupations. Twenty-nine female and 29 male college students completed an instrument on which they rated how much they thought they knew about 18 male-dominant and 18 female-dominant occupations. They also completed an instrument measuring their actual knowledge of these and an additional wide variety of occupations. Results showed that subjects of each sex perceived themselves as less informed about nontraditional occupations. This result was much more pronounced for women than men. Each sex also tended to underestimate their actual knowledge of nontraditional occupations. Men and women did not differ in their actual knowledge, which was fairly limited for both sexes.     

Do College Students’ Gender-typed Attitudes About Occupations Predict Their Real-World Decisions?

We investigated US college students’ gender-typed attitudes about occupations for themselves as a predictor of their real-world decisions regarding an academic major and intended future career. We also investigated US college students’ attitudes about the appropriateness of gender-typed occupations for other men and women. The sample (N = 264) was mostly Caucasian and was drawn from a large state university in the Mid-Atlantic region of the US. An established self-report measure (see Liben and Bigler 2002) was used to assess attitudes about occupations for the self and other people. Gender-typed majors and intended careers were categorized using a coding scheme that was developed for the study. College students preferred gender-stereotypical occupations for themselves. Women’s, but not men’s, preferences for gender-typed occupations predicted their decisions about their academic major and the career they intended to pursue. Both men and women reported that men should only hold masculine occupations, but that women should hold both masculine and feminine occupations. We discuss the implications of our results for understanding the gender gap in occupations in the US, such as the underrepresentation of women in STEM careers and barriers for men in stereotypically female occupations.     

Men and women's acceptance of coercive sexual strategies varied by initiator gender and couple intimacy

Seventy-two men and 86 women read vignettes describing five coercive strategies for obtaining sexual intercourse on a date. Subjects rated the acceptability of strategies used by male and female initiators for couples who were or were not sexually intimate. Subjects generally rejected all tactics. Results revealed a continuum of increasing rejection from verbal pressure and sexual stimulation, followed by mock force, followed by intoxication and physical force. Although women were more rejecting of any strategy than were men, women were slightly less opposed to verbal pressure and stimulation for “more sex” rather than for “first-time sex.” Women equally rejected most male- and female-initiated strategies, but men were more accepting of female-initiated strategies. Results are explained in terms of sex role norms prescribing that men be initiators and women be gatekeepers in sexual interaction.     

Effects of Additional Men on Prestige and Desirability of Occupations Typically Performed by Women

To examine the effects of masculine participation in occupations typically performed by women, 200 subjects rated the prestige and desirability of five occupations following information that proportions of male practitioners would increase or remain constant Findings showed that increased participation by men increased the prestige and desirability of all occupations. Ratings on 12 bipolar adjective scales from the semantic differential showed that increases in prestige and desirability were accompanied by attributions of increased activity, security, usefulness, success, and wealth to occupations admitting additional men.     

Occupational sex stereotypes among college students

Occupational stereotypes among college students are examined. College students rated the 106 occupations contained in the Strong Interest Inventory according to the degree persons in these occupations contained masculine or feminine traits or according to the proportion of men and women employed in them. Men and women made equivalent ratings of occupations. Ratings for trait and proportion did not differ. Based on comparisons with Shinar's earlier research in 1975, it would appear that stereotyping has moderated even though it remained present in responses. Further comparisons show consistent differences in stereotyping based on the Holland occupational types of occupations rated. Implications for the use of interest inventories and the continuation of sex typing are presented.     

Career Saliency for Teachers and Other Occupational Groups

This study compared the Career Saliency ratings of students planning to enter teaching and those who were considering other occupations. The subjects (68 men and 118 women) were juniors and seniors in college. They were rated by three judges on the basis of information secured through a one-hour structured interview. The ratings were high, medium, and low Career Saliency. Setting up 2 × 2 contingency tables for “high” (high saliency) and “not high” (medium and low saliency) individuals, chi- square values were obtained for teachers and other groups. The chi-square value was not significant for the female sample, but a significant value was obtained for the male sample indicating a significantly lower number of high saliency individuals among prospective men teachers. Implications of the findings are discussed.     

Pink and blue collar jobs: children's judgments of job status and job aspirations in relation to sex of worker

Past work shows that even young children know that occupations are differentially linked to men and women in our society. In our research, we studied whether 6- and 11-year-old children's (a) beliefs about job status and (b) job interests would be affected by the gendered nature of jobs. When asked about familiar occupations, children gave higher status ratings to masculine jobs and expressed greater interest in jobs culturally associated with their own sex. To circumvent the extant confounds between job gender and job status in our culture, we also developed a new methodology in which novel jobs were portrayed with either male or female workers. Older children rated novel jobs portrayed with male workers as having higher status than the identical jobs portrayed with female workers. Portrayal sex had no effect on children's own interests in these novel jobs at either age. Methodological, theoretical, and educational issues are discussed in relation to sex-role development and vocational aspirations.     

Nonverbal Behaviors and Perceptions of Sexual Intentions: Effects of Sexual Connotativeness,Verbal response,and Rape Outcome

Through the exchange of nonverbal and verbal behaviors, a man and a woman on a date negotiate situated identities. However, a woman's nonverbal and verbal behaviors may reflect an identity discrepant from the one she intended to project, leading to miscommunication between men and women regarding the woman's desire for sexual activity. In Experiment 1, subjects read scenarios in which a woman, Mary, engaged in behaviors that were low, moderate, or high in the degree to which they connotated a desire for sex. In addition, they learned that Mary responded to her date's sexual advances either by saying "no," or by slapping him, or they received no information regarding Mary's verbal response. Subjects were also informed that Mary's date either did or did not force her to have sexual intercourse. Subjects perceived Mary more sexually as her behaviors increased in sexual connotation. In addition, they perceived that Mary desired sex more when no information about her verbal response was provided than when she resisted her date's sexual advances. Subjects also rated the woman more negatively when her nonverbal behaviors were incongruent with her responses to her dale's sexual advances. Contrary to previous research, little evidence of victim derogation was obtained. Results from Experiment 2 showed that men and women agreed in their perceptions of a woman whose behaviors connoted a high interest in sex, but that men perceived behaviors low in sexual connotation ore sexually than women. Implications of the data for understanding sexual miscommunication between men and women as well as reactions to rape victims are examined.     

Effects of occupational choice and sex-role preferences on the attractiveness of competent men and women1

The present experiment assessed the impact of a person's sex role and occupational preferences on his/her social attractiveness, attractiveness as a coworker, and attractiveness to a prospective employer. Male and female subjects were provided information describing a competent male or a competent female stimulus person. Stimulus persons (SPs) were portrayed as favoring either traditionally masculine or traditionally feminine occupations, and as masculine or feminine in their sex-role preferences. As expected, both male and female SPs were seen as most socially attractive when their sex-role preferences were “gender consistent.” In contrast, subjects favored SPs who expressed masculine sex-role preferences when assessing the individual's attractiveness as a prospective employee. These findings were compared and contrasted with the results of earlier research, and the implications of sex-role deviance for males and for females were discussed.     

The Influence of Sex, Physical Attractiveness, Sex Role, and Occupational Sex-Linkage on Perceptions of Occupational Suitability

The effects of sex role and physical attractiveness stereotypes on subjects' perceptions of a stimulus person were examined in a field study of their influence on occupational suitability ratings. The present research distinguished the biological sex from the sex role of a hypothetical job applicant. A sample of personnel consultant subjects evaluated a male or female stimulus applicant, who was attractive or unattractive, for masculine, feminine, and sex-neutral occupations. The stimulus applicant was either masculine, feminine, or androgynous in hisher sex role. Consistent with the experimental hypothesis, masculine and androgynous persons were preferred to feminine persons for the masculine occupations while feminine and androgynous persons were preferred to masculine persons for the feminine occupations, regardless of biological sex or attractiveness. Also consistent with predictions, attractiveness influenced ratings for the sex-neutral occupations. Results are discussed in terms of the influence of individuating information about a stimulus person in eliminating the effects of stereotypes on judgments of individuals. Possible implications for personnel decision making are also considered.     

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.