Sex bias in hiring: Effects of job demands and applicant competence

Managers in a large corporation evaluated application materials representing one of eight hypothetical job candidates. In order to examine the effects of two types of information on sex bias, three factors were manipulated in a factorial design: (1) Applicants were either male or female engineers; (2) they appeared highly competent or moderately competent based on academic performance; (3) they were applying for an engineering job that entailed either technical engineering tasks or managerial tasks in addition to the technical tasks. Greater discrimination against women occurred in evaluations for the technical-managerial job, even with highly competent applicants. These results are explained in terms of ambiguity: Because it was not obvious that applicants would succeed on the additional managerial tasks, the evaluators resorted to stereotypes in order to make their predictions.     

The effectiveness of men and women in problem-solving groups as a function of group gender composition

Previous research suggests that the fewer women in a group, the less likely their ideas will be considered. The present study was designed to test the effect of gender composition on women's influence. Thirty groups were asked to solve two problems, first as individuals, then as groups. Composition and gender of the subject receiving a helpful clue were varied. Subjects rated the second task and members of the group, and a Bales Interaction Analysis was conducted. Results indicated that men were more influential than women only when in the minority, that women had smaller proportions of leadership acts than men, and that some stereotyped attitudes existed. Results were discussed in terms of previous findings, and suggestions for future research were made.     

Homeless men and women: Commonalities and a service gender gap

Gender differences among homeless persons on a host of variables were examined. A stratified random sample of 248 homeless persons staying in shelters in St. Louis provided data for the study. More similarities than differences between men and women were found. However, men tended to be homeless for longer periods and were more likely than women to sleep on the streets. Men were also more likely than women to have a drinking problem and to have been convicted of a crime. Men were less likely than women to ever have been married and to be caring for dependent children. The most striking gender differences occurred on service utilization variables; women were much more likely than men to have received social services. Comparison of our data with previous studies and potential explanations for the gender gap in service utilization are offered.     

The gender model revisited: Differences in the management styles of men and women

Qualitative data from 22 women and 18 men managers and their secretaries were analyzed to provide insights into gender differences in managerial styles. Traditional management style topologies, based largely on studies of men's behaviors, were called into question. Using an approach that allowed other topologies to emerge from the data, the respondents perceived that women were both task and people oriented, while men appeared image engrossed and autonomy invested. Respondents reported a strong preference for their gender-appropriate model and misunderstanding, even exasperation, with those using the alternative approach. The existence of such different models, especially if unrecognized, would place women at a disadvantage, since their success as managers is usually assessed by men who are likely to have a strong preference for the male-typed approach. The findings also suggest possible modifications to existing measures of managerial styles, particularly a consideration of image-engrossed approaches. Future research is suggested to further explore and confirm these findings.An earlier version of this paper was presented at the Society for Women Sociologists in Washington, D.C., August 1985. A small portion of the research was supported by the Committee on Research and Creative Activity, University of Wisconsin—Parkside. Marian Swoboda provided helpful comments, as did several anonymous reviewers.     

Gender-related traits in gay men, lesbian women, and heterosexual men and women: the virtual identify of homosexual-heterosexual diagnosticity and gender diagnosticity

Three studies investigated the relationship between gender-related traits and sexual orientation. Study 1 showed that gay men and lesbians in an unselected sample of 721 college students differed from same-sex heterosexuals most strongly on gender diagnosticity (GD) measures, which assess male- versus female-typicality of interests (effect sizes of 2.70 for men and .96 for women) and least strongly on measures of instrumentality (I) and expressiveness (E). In Study 2, GD measures showed large differences between 95 gay and 136 heterosexual men (effect sizes of 1.61 and 1.83) and between 46 lesbian and 225 heterosexual women (effect sizes of .98 and 1.28), whereas I and E showed much smaller differences. In Study 3, GD showed large differences between 90 gay and 81 heterosexual men (effect sizes of 1.76 and 1.97) and between 82 lesbians and 108 heterosexual women (effect sizes 1.67 and 1.70). whereas I and E showed much smaller differences. Using data from Studies 2 and 3, "gay-heterosexual diagnosticity" measures were computed for men and "lesbian-heterosexual diagnosticity" measures for women, based on occupational and hobby preferences. These measures correlated very strongly with GD measures.     

Perceived fairness in employee selection: the role of applicant personality

The present study investigated the role of applicant personality in relation to applicant procedural and distributive justice perceptions after being informed of an organization’s reject/accept selection decision. A sample of 503 students completed a selection test, believing the results would be used to make initial selection decisions for an organization recruiting from the university. Participants were presented with selection decisions (randomly assigned) two weeks later, and procedural and distributive justice perceptions were assessed. Hierarchical regression analyses indicated that agreeableness, openness to experience, and test-taking self-efficacy were positively related with perceptions of procedural and distributive justice. Neuroticism was negatively associated with distributive justice perceptions. The relationships of test-taking self-efficacy with procedural and distributive justice were moderated by the organization’s selection decision.     

Inverse gender gap in Germany: social dominance orientation among men and women

Across cultures studies show that men score higher on social dominance orientation than women. This gender gap is considered invariant, but conflicting explanations are discussed: Some authors refer to evolutionary psychology and perceive the gender gap to be driven by sociobiological factors. Other authors argue that social roles or gender-stereotypical self-construals encouraged by intergroup comparisons are responsible for attitudinal gender difference. In Study 1 we analyzed sex differences in social dominance orientation in three German probability surveys (each n > 2300). Unexpectedly, the analyses yielded an inverse gender gap with higher values for social dominance orientation in women than in men. Interactions with age, education, political conservatism, and perceived inequity indicated that the inverse gender gap can be mainly attributed to older, conservative, (and less educated) respondents, and those who feel they get their deserved share. In Study 2 we replicated the well-known gender gap with men scoring higher than women in social dominance orientation among German students. Results are interpreted on the basis of biocultural interaction, which integrates the sociobiological, social role, and self-construal perspectives. Our unusual findings seem to reflect a struggle for status by members of low-status groups who consider group-based hierarchy the most promising option to improve their status. While younger women take advantage of a relational, feminine self-construal that leads to lower social dominance orientation in young women than in young men, older women are supposed to profit from an agentic self-construal that results in stronger social dominance orientation values. Specific characteristics of the culture in Germany seem to promote this strategy. Here, we discuss the female ideal of the national socialist period and the agentic female social role in the post-war era necessitated by the absence of men.     

A review of applicant faking in selection interviews

Interviews are commonly used for selection but research on interview faking only gained momentum relatively recently. We review both theoretical and empirical work on prevalence, antecedents, processes, and effects of interview faking. Most applicants fake at least to some degree. Personality (e.g., Conscientiousness, Honesty‐humility, the Dark Triad) and attitudes toward faking substantially correlate with faking behaviors. Research concerning applicants' ability, interview structure components, or contextual factors is limited. Furthermore, the impact of faking on interview ratings is mixed and effects on criterion‐related validity are not consistently negative. Finally, the detection of faking seems hardly possible and there are limited options available to reduce interview faking. Throughout our review, we describe important gaps and derive suggestions and propositions for future research.     

Increasing differentiation of women and men: gender trait analysis 1974-1997

Analysis of the responses of some 4,000 college students showed increasing differentiation in the ratings of gender characteristics of typical women and men, especially with regard to feminine traits. Roughly similar patterns were observed in five other studies using the same gender traits. All studies showed continued or increased sex typing on affectionate and sympathetic. In the present study women became more feminine, and males became less, on all but one of the feminine traits. This increasing differentiation of women and men is not consistent with predictions from the sociocultural model; they are more consistent with those of the evolutionary model.     

Adorable woman,expert man: Changing gender images of women and men in management

In the past, leadership was perceived to be the special province of males and still females tend not to occupy top management positions. Traditional social stereotypes hold that a leader needs to have typical masculine characteristics: he needs to be competitive, aggressive, tough and successful. Due to important changes in the conception of the societal female and male gender role during the last decades it can be assumed that the classical sex role stereotypes have at least become less polarized. Obituaries concerning deceased male and female managers, published in the years 1974, 1980 and 1986 in four daily newspapers were content analysed. Terms used to describe the managers were classified into 53 categories and included in a correspondence analysis. The results show that images of male and female managers were dissimilar in 1974 and 1980 and were still different in 1986. Male managers were perceived as intelligent, knowledgeable, experienced, outstanding instructors, unselfish opinion-leaders with an enviable entrepreneurial spirit. Women, on the other hand, were described as adorable, likeable superiors in 1974 and 1980. Some years later, in 1986, they became fighting managers: their surviving colleagues described them as courageous, highly committed workers who, nevertheless are still lacking in knowledge and expertise.     

Effects of discriminatory interview questions and gender on applicant reactions

Justice and signalling theory were used to explain the effects of discriminatory interview questions on applicant reactions. Participants were randomly assigned to a hypothetical interview condition with four, two or no discriminatory questions. Discriminatory questions had a significant negative effect on participant’s reactions to the interview and interviewer; perceptions of employee treatment; and intentions to pursue employment, accept a job offer, and recommend the organization to others. Participants also responded less favorably to a female interviewer, and female interviewees reported more negative perceptions. In addition, a sequential model was supported in which discriminatory questions had a negative effect on reactions toward the interview and interviewer; reactions were positively related to organizational attractiveness; and organizational attractiveness was positively related to intentions to pursue employment, accept a job offer, and recommend the organization.     

Interviewees' overuse of the word "like" and hesitations: effects in simulated hiring decisions

This study examined the use of hesitations and discourse markers such as "uh" and "like," sex of an interviewee, and professional or student participants on hiring decisions of job interviewees. Participants consisted of 105 students between the ages of 18 to 43 years and 71 professionals between the ages of 22 to 76 years (120 women, 56 men). Adult professionals and students were least likely to want to hire, perceived the applicant as less professional, and were less likely to recommend the interviewee for hiring if the interviewee overused the word "like" compared to "uh" or control. Professionals were less likely than students overall to want to hire interviewees across conditions. Sex of the interviewee was not found to be significant.     

The effect of applicant influence tactics on recruiter perceptions of fit and hiring recommendations: a field study

The present study examined the effect of applicant influence-tactic use on recruiter perceptions of fit. Two tactics, ingratiation and self-promotion, were expected to have positive effects on recruiter perceptions of fit and on recruiter hiring recommendations. In addition, the authors expected recruiter fit perceptions to mediate the relationship between applicant influence tactics and recruiter hiring recommendations. Results suggested that ingratiation had a positive effect on perceived fit and recruiter hiring recommendations (and indirectly, on receipt of a job offer). In addition, perceived fit mediated the relationship between ingratiation and hiring recommendations. The effects of self-promotion on fit and hiring recommendations were generally weak and nonsignificant. Implications and directions for future research are discussed.     

A gender difference in the false recall of negative words: women DRM more than men

Gender differences in susceptibility to associative memory illusions in the Deese/Roediger-McDermott paradigm were investigated using negative and neutral word lists. Women (n=50) and men (n=50) studied 20 lists of 12 words that were associates of a non-presented critical lure. Ten lists were associates of negatively valenced lures (e.g., cry, evil) and ten were associates of neutral lures (e.g., chair, slow). When asked to recall the words after each list, women falsely recalled more negative lures than men, but there was no gender difference in the false recall of neutral lures. These findings suggest that women reflect on associations within negative lists to a greater degree than men and are thereby more likely to generate the negative critical lures.     

Kicking the habit: Effects of nonstereotypic association training and correction processes on hiring decisions

The primary aim of the present research was to examine the effect of training in associating nonstereotypic traits with men and women on hiring decisions. While previous findings demonstrate that training can reduce the uncontrolled activation of stereotypes, the present results show that training by itself may not reduce the more controlled application of stereotypes. Across both no training and training conditions, participants chose male over female candidates for a leadership function. However, extensive nonstereotypic training did reduce sex discrimination when the training phase was disassociated from the choice of candidate task or when the participant's cognitive capacity was limited. These findings provide further evidence for the effectiveness of training in decreasing intergroup biases and for the potential influence of mental correction in moderating the effects of nonstereotypic training.     

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.     

The ethno-racial segmentation jobs: The impacts of the occupational stereotypes on hiring decisions

ABSTRACT

This paper considers both the division of the labor market and the occupational stereotyping as explanatory mechanisms of discrimination in hiring decisions. It hypothesized that recruiters would favor candidates applying for a position that is stereotypically identified with their ethnic category. We solicited 146 recruiters in order to evaluate the hireability of either a native-born or an immigrant candidate, either competent or not competent, for either a prestigious or a low-skill occupation, and to justify their decision in writing. As predicted, both the hireability ratings and the narrative comments produced by recruiters showed that native-born applicants were preferred for prestigious jobs while immigrants tended to be selected more often for low-skill positions.The discussion addresses various issues related to decision-making in recruitment settings.     

Passionate men, emotional women: psychology constructs gender difference in the late 19th century

The author examines British and American scientific psychology's portrayal of natural and ideal masculinity and femininity in the late 19th century to show how purported differences in emotion and reason were critical to explaining the evolutionary foundation of existing social hierarchies. Strong emotion was identified with heterosexual manliness and men's purportedly better capacity to harness the power of emotion in the service of reason. "Feminine" emotion was portrayed as a comparatively ineffectual emotionality, a by-product of female reproductive physiology and evolutionary need to be attractive to men. The author argues that constructions of emotion by psychology served an important power maintenance function. A concluding section addresses the relevance of this history to the politics of emotion in everyday life, especially assertions of emotional legitimacy.     

Women who tell and men who ask: Perceptions of men and women departing from gender stereotypes during initial interaction

An experiment was conducted to determine if behavior that deviated from gender stereotypes during initial interaction produced less positive perceptions of a target than did behavior conforming to stereotype. Thirty-seven males and 38 females (targets) were randomly assigned to conditions where they either enacted a behavior stereotypical to their gender or engaged in a behavior departing from the stereotype during initial interaction with a randomly assigned different-gender stranger (perceiver). All of the participants were raised in the United States. The majority of participants were Caucasian, approximately 30% of the participants were Hispanic. The participants were predominantly middle class. The gender stereotypical condition required the female target to ask questions and the male target to talk about himself during the interaction. A second condition required male and female targets to do the reverse (female tell and male ask). Following the interaction perceivers completed measures of positive affect and social attractiveness. The results indicated that perceptions of targets engaging in behavior opposite of gender stereotypes depend on the perceiver's level of gender-schematicity. The level of gender schematicity indicates a person's tendency to depend on traditional gender stereotypes. While schematics tended to feel less positively or no differently during interactions with gender opposite versus gender norm targets, they tended to evaluate the gender opposite target as more or no differently socially attractive than gender norm targets. Results also suggest that men may have more latitude to engage in gender opposite behaviors than do women.