What mediates gender bias in work behavior ratings?

This study explored possible mediators of gender bias in work behavior ratings. However, we believed it important to do so by first attempting to create a decision-making environment that better reflected the cognitive demands imposed on raters in work settings. Accordingly, 74 participants, mostly White and middle class students, read a vignette that depicted the work behavior of a male or female police officer. All participants attended to another task while reading the vignette and did so while under a perceived time limit; then, immediately or 5 days later, they completed a work behavior questionnaire. As expected, more effective work behaviors were attributed to men than women—but only when ratings were delayed. Further analyses revealed that a systematic response bias was responsible, whereas selective memory played no role. Specifically, participants adopted a more liberal decision criterion when attributing effective work behaviors to men than women. These results help to illuminate the dynamics of discrimination and provide direction for future research efforts.     

Employee reactions to supervision and work evaluation as a function of subordinate and manager sex

The influence of sex of manager and sex of subordinate on subordinates' reactions to supervision and work evaluation was examined. Attitude data from 463 office employees were analyzed within an ANOVA framework. There were 296 female subordinates and 35 male subordinates working under women managers and 111 female subordinates and 21 males subordinates working under men managers. The hypothesized interaction effect for sex of manager and sex of subordinate on reactions to supervision and work evaluation was supported in only one of four tests. Male subordinates working for male managers were least likely to understand how their performance was evaluated. There were no significant results when subordinate ratings of general supervision, performance ratings, and manager favoritism were used as dependent variables. The results are discussed in terms of sex-role stereotypes and actual job behaviors of men and women managers.     

What is acceptable for women may not be for men: The effect of family conflicts with work on job‐performance ratings

We conducted a laboratory study examining the effect of a family conflict with work on performance appraisal ratings given to men and women. Overall, the experience of a family conflict was associated with lower performance ratings, and ratee sex moderated this relationship. Men who experienced a family conflict received lower overall performance ratings and lower reward recommendations than men who did not, whereas ratings of women were unaffected by the experience of a family conflict. The sex bias was not evident when performance was evaluated on the more specific dimension of planning. Neither rater gender nor work‐family role attitudes moderated the sex bias. Implications for future research and practice are discussed.     

Sex differences in perceptions of interpersonal work style,career emphasis,supervisory mentoring behavior,and job satisfaction

This study examined the perceptions of career-oriented men and women with respect to their interpersonal work style, career emphasis, supervisory behavior, and job satisfaction based on their current or most recent work experience. The results show that women subjects in this study perceived themselves to be less assertive in work situations and also continued to emphasize home life over their career success and advancement when compared to men. In the context of supervisory behavior, women subjects perceived male supervisors as exhibiting less mentioning behavior towards them and had lower job satisfaction when compared to male subjects under male supervisors in the study. Some implications of these results with respect to training and career management were also discussed.     

Mood and sex of participant in perception of happy faces

The influences of mood-state and sex of subject were examined for ratings of the emotional intensity of videotaped facial expressions of happiness. 102 subjects who were classified by sex and their scores on the Beck Depression Inventory provided ratings of the faces. A significant sex by mood-state interaction indicated that ratings of intensity by men and women were influenced differently by mood-state, and these findings are interpreted within the framework of the Affect Infusion Model. The results support our hypothesis that men and women tend to rely preferentially on low and high affect infusion strategies, respectively. The findings further suggest that the cognitive effect of affect infusion on the magnitude of perceived intensity of facial affect could be influenced by mood-state via differences in cognitive effort subjects employ when in a dysphoric or nondysphoric mood.     

Student Ratings of a Male and Female Professors’ Lecture on Sex Discrimination in the Workforce

Using an experimental design, male (n = 41) and female (n = 46) undergraduate students in the southeastern USA evaluated an identical written lecture by a male and female professor on pay disparities between men and women in the workforce suggesting sex discrimination. Regardless of the students’ sex, the male professor and his lecture was rated more positively and less sexist than the female professor. Moderated multiple regression analysis indicated that more traditional and gender stereotypical attitudes toward women in male students were related to greater sexism ratings of the female professor compared to the male professor whereas; no differences on ratings of sexism between the male and female professor were found for male students with more liberal attitudes.     

The effects of specifying job requirements and using explicit warnings to decrease sex discrimination in employment interviews

To determine the relative effectiveness of instructions designed to reduce sex discrimination in employment interviews, 96 students rated resumes for both a male and a female applicant. In one instructional condition subjects were told the specific requirements necessary for success on the job. In a second condition subjects were warned that it was illegal to discriminate on the applicant's sex. A third condition received both instructions, and a fourth received neither. Results revealed a series of interactions suggesting that the use of legal warning alone tended to increase the ratings of male applicants in some cases and influenced how male evaluators rated all applicants in other cases. The major implications were that legal warnings may actually bias ratings in favor of male applicants and may occasionally lead male evaluators to make lenient ratings. The specification of job requirements was suggested as a viable method of reducing discrimination.This work was supported in part by funds from the Foundation of the University of North Carolina at Charlotte and from the State of North Carolina. The author wishes to thank P. S. Siegfried, J. Thomas Puglisi, and an anonymous reviewer for their comments and revisions of an earlier draft.     

Physiological and psychological responses to exercise with an induced attentional focus

In this study techniques were employed to induce exercising subjects to focus attention on themselves or on an external event. A total of 20 adult subjects (10 men and 10 women) were familiarized with a treadmill exercise protocol and then on two subsequent occasions performed submaximal exercise followed by a run to exhaustion under attentional conditions of self-focus (watching themselves in a mirror while listening to their breathing) and external focus (watching and listening to a movie). The order of focus conditions was counterbalanced among subjects. Analysis of postexperimental responses from subjects indicated that the procedures used to induce each type of attentional focus were successful. However, physiological and psychological responses in the two focus conditions were not always uniform for men and women, particularly during light work when men tended to have higher heart rates and significantly lower Rated Perceived Exertion while women had lower heart rates and higher Rated Perceived Exertion under self-focused conditions than under externally focused conditions. Possible explanations for the incongruence of physiological and psychological responses of men and women to the two types of attentional focus are discussed.     

Gender-related effects in the perception of anger expression

The purpose of the study was to investigate the influence of sex of stimulus person, sex type of subject, and sex of subject on the social perception of anger expression. One hundred and sixty-six female and 100 male subjects completed a questionnaire that consisted of 10 vignettes depicting the expression of anger by either a female or a male stimulus person. For each vignette, subjects rated the psychological balance, expected frequency of behavior, perceived degree of anger, and appropriateness of behavior. Overall, female stimulus persons were rated higher on all dependent measures, but only male raters significantly differentiated between male and female stimulus persons. Generally, female subjects gave higher ratings, but viewed angry behavior as less appropriate than did male subjects. Ratings were also found to be related to subjects' scores on Extended Personal Attributes Questionnaire scales that involved socially undesirable traits. Post hoc analysis indicated that the type of anger response (“aggressive” or “nonaggressive”) was also an important variable, especially for the female subjects.     

Making Things Happen (Un)Expectedly: Interactive Effects of Age,Gender, and Motives on Evaluations of Proactive Behavior

Proactive behavior entails self-starting actions oriented toward change in the future. Other people’s perceptions of an employee’s proactive behavior are likely shaped by personal characteristics of the employee and related expectations. We hypothesized that the intersectionality of age, gender, and two motives (i.e., achievement and benevolence) influences others’ evaluations of proactive behavior. Consistent with the social role theory and the notion of a lack of fit, results of a first experimental vignette methodology study with an employee sample (N?=?101; 1818 ratings) showed that proactive behavior was rated as more effective for older men compared to younger men motivated by achievement, whereas proactive behavior was rated as more effective for younger men compared to older men motivated by benevolence. Younger women compared to older women received higher effectiveness ratings for proactive behavior independent of their motive. In a second experimental vignette methodology study with a sample of participants in supervisory roles (N?=?164; 1205 ratings), we partially replicated the results of the first study: proactive behavior was rated as more effective for older men compared to younger men motivated by achievement, and proactive behavior was rated as more effective for younger women compared to older women motivated by achievement. In contrast, effectiveness ratings of proactive behavior of younger and older men as well as younger and older women motivated by benevolence did not differ. Overall, by investigating the intersectionality of age, gender, and motives, these findings advance research on influences of person characteristics on others’ evaluations of proactive behavior.

     

The Effect of Clear Evaluation Criteria on Sex Bias in Judgments of Performance

Previous research indicates that the work of women is often devalued rela- tive to that of men. Two experiments tested the hypothesis that such sex bias appears when judges follow ambiguous guidelines or criteria in making evalua- tions, but not when they tollow clear evaluation guidelines. In each experiment, male and female undergraduates evaluated a performance that was attributed to either a man or woman (an intellectual test performance in Experiment I; an artistic craft object in Experiment 11). Subjects followed either clear, explicit evaluation criteria or vague, ambiguous criteria. As predicted, female subjects Lyaluated the "female's" performance less favorably than the "male's" only when. criteria were vague. In contast, male subjects showed little evidence of sex bias, regardless of the criteria they followed. Discussion centers upon: (1) possible cognitive processes underlying the observed effects of clear criteria; and (2) potential practical applications designed to alleviate sex bias in naturalistic settings.     

Women in the midluteal phase of the menstrual cycle have difficulty suppressing the processing of negative emotional stimuli: An event-related potential study

Emotion regulation deficits have been implicated in anxiety and depressive disorders, and these internalising disorders are more prevalent in women than men. Few electrophysiological studies have investigated sex differences in emotional reactivity and emotion regulation controlling for menstrual phase. Event-related potentials (ERPs) were recorded from 28 early follicular women, 29 midluteal women, and 27 men who completed an emotion regulation task. A novel finding of increased N2 amplitude during suppression was found for midluteal women compared with men. These findings suggest midluteal women may be significantly less able to suppress cortical processing of negative stimuli compared to men. This ERP finding was complemented by behavioral ratings data which revealed that while both early follicular and midluteal women reported more distress than men, midluteal women also reported greater effort when suppressing their responses than men. P1 and N1 components were increased in midluteal women compared to men regardless of instructional set, suggesting greater early attentional processing. No sex or menstrual phase differences were apparent in P3 or LPP. This study underscores the importance of considering menstrual phase when examining sex differences in the cortical processing of emotion regulation and demonstrates that midluteal women may have deficits in down-regulating their neural and behavioural responses.     

College men's and women's reactions to hypothetical sexual touch varied by initiator gender and coercion level

A sample of 152 men and 152 women (mostly Caucasian) rated their reactions to a vignette in which the subjects were to imagine receiving an uninvited genital touch from a college acquaintance. The vignette was varied so that the acquaintance was of the opposite or the same gender as the subject, and the touch was either gentle or forceful. Results indicated that women anticipated strong negative effects from receiving opposite- or same-gender touch, whether gentle or forceful. Men anticipated almost no negative effects from either a gentle or forceful touch from a female acquaintance, but expected strong negative effects from a gentle or forceful touch from a male acquaintance. Regression analyses revealed that women's reactions to opposite-gender touch were mediated by beliefs in a male norm promoting casual sex, and feelings of violation and fear of harm. Men's reactions to opposite-gender touch were influenced by feelings related to sexual arousal. Men and women's reactions to same-gender touch were related to feelings of violation and harm.     

Interpreting social-sexual behavior in a work setting

The influx of women into the work force, especially into nontraditional jobs, has facilitated interest in the topic of sexual harassment and, more generally, sexuality at work. Survey research data show disagreement about the interpretation of interactions between the sexes at work. This study was designed to learn more about the way people interpret ambiguous, but potentially sexual, interactions between the sexes in a work setting. Respondents were asked to evaluate a vignette depicting such an interaction. The vignettes were composed so that three dimensions were manipulated: the sex of the initiator of the behavior, the status of the initiator relative to the target, and the type of behavior. These manipulated dimensions, along with the sex of the respondent, were used as variables to examine the respondent's interpretation of the vignettes. Four-way ANOVAs showed that the independent variables were related to the evaluation of the relationship between the initiator and the target, the evaluation of the behavior, the appropriateness of the behavior, and the likelihood of the behavior. Men interpreted the vignettes more positively than did women. Incidents initiated by women were viewed more positively. Those initiated by persons with higher status than the target were seen less positively. Respondents, especially women, considered incidents that included touching to be negative. This was especially so when the touching was combined with a comment on work, and this effect was exacerbated when the behavior was initiated by a male and/or higher status person.     

Women's reactions to discrimination from members of the same or opposite sex

The effects upon women's self-evaluations of experiencing varying severity of failure in interpersonal competition against male vs. female opponents were explored. The results supported the hypothesis that self-esteem in women is more vulnerable to interpersonal rejection from men as opposed to other women. Specifically, subjects reported lower self-esteem when severe failure was due to the actions of alleged, male opponents rather than female ones. Also, severe failure elicited less favorable self-evaluations than mild failure only when the female subjects confronted male opponents. Finally, contrary to a defensive self-presentation hypothesis, subjects did not respond to discrimination from men by presenting themselves as being discrepant from the stereotype of women. Instead, subjects who interpreted their failure as reflecting prejudice on the part of men evaluated themselves more favorably on positive traits underlying the female stereotype.     

Perceived and Actual Discrimination in the Salaries of Male and Female Managers1

This study uses a sample of over 1000 MBA graduates from a Middle Atlantic University to test for sex differences in perceived discrimination and for the actual effects of various physical characteristics and background factors on the starting salaries and later (1983) salaries of these men and women managers. Women more often reported experiencing discrimination, and they typically identified this as general discrimination against women. Fewer men perceived any discrimination. Those men who did claimed to be the victims of affirmative action programs favoring women and blacks over them. Salary data indicated that women did earn less than men, even when controlling for work experience. Evidence for other forms of discrimination was also found. Controlling for prior work experience and year of first professional employment, age and height had a positive effect on men's starting salaries and being overweight, a negative effect. For women, starting salaries were significantly and positively affected by social class. For 1983 income, taller, non-overweight, and older men earned more, as did those who grew up in a higher social class. For women, a positive salary correlate was again being from a higher social class. Areas for future research are discussed.     

Self-rated right–left confusability and performance on the Money Road-Map Test

This study assessed the relationship between self-rated right–left confusability and performance on the Money Road-Map Test (MRMT). Eighty-six undergraduate university students (44 women and 42 men) rated right–left subjective confusability using a questionnaire, and then completed the MRMT. Low- and high-confusability groups were determined using self-rated confusability scores. The high-confusability participants were less accurate and slower than the low-confusability participants in completing the MRMT. Self-confusability ratings significantly correlated with both accuracy scores and completion times on the MRMT. Although, women showed a significantly greater inclination than men to judge themselves as being more prone to confusion in right–left discrimination, the male advantage was not observed in terms of accuracy of response: there was a significant difference only in the completion time on the MRMT.     

Effects of sex on raters' accountability

The effects of sex (rater and ratee) on raters' accountability in the context of performance appraisal were investigated. The 130 participating undergraduates (men and women) rated a fictitious male or female's performance on a clerical task subsequent to receiving self-assessment information. As expected, raters' knowledge of a high self-assessment was followed by significantly higher performance ratings than after knowledge of a low self-assessment. Contrary to expectations, no differences were found for either raters' or ratees' sex. The results suggest that the sex of the rater or ratee is not associated with raters' accountability.