What's fine for the gander isn't always good for the goose: Sex differences in self-confidence as a function of ability area and comparison with others

Previous investigators have suggested that women display lower self-confidence than men across almost all achievement situations. The empirical validity of this suggestion is assessed in an experiment testing the following hypotheses: (1) Sex differences in self-confidence depend upon the particular ability area. (2) Women's self-confidence is more influenced than men's by characteristics of the particular individual with whom they compare themselves. Undergraduates completed verbal, interpersonal perceptiveness, spatial-mechanical, and creativity subtests. After each subtest, subjects estimated both their own score and that of the average undergraduate, the average male undergraduate, or the average female undergraduate. Self-confidence was operationally defined in terms of how favorably subjects compared their work to that of their peers. As predicted, women's self-confidence was lower than men's in only the spatial-mechanical and creativity subtests; and for women, but not for men, self-confidence depended upon which peer was specified. It is concluded that situation variables do determine sex differences in self-confidence and that women's self-confidence may be unduly affected by situation-specific comparison cues.The preparation of this article was supported in part by a Doctoral Dissertation Fellowship in Women's Studies awarded to the author by the Woodrow Wilson National Fellowship Foundation. Some portions of the study reported in this article were presented at the Western Psychological Association 1976 Convention (Lenney, Note 1) and were briefly abstracted in another article (Lenney, 1977). The author wishes to express her deep appreciation to Walter Mischel and to Sandra Bem for their invaluable consultations on the writing of this article.     

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.     

Coronary-prone behavior may be declining in Danish men and women

Four hundred males and four hundred females were randomly selected from the Danish population and received the Jenkins Activity Survey (JAS) on two occasions, once in 1988 and again in 1992. The JAS was rated by the standard procedure, providing a measure of the degree of time urgency and ambitiousness (Factor A), speed and impatience (Factor S), hard-driving and competitiveness (Factor H) and job involvement (Factor J) shown by the subjects. The scores obtained for all four factors tended to be lower in 1992 than in 1988, and the differences were significant for Factor H. In addition, gender differences were observed for Factors A, S and J, with higher scores being obtained by males than by females. Age-related differences were observed for Factors A and J. The findings indicate that Type A behaviors have declined during the past four years in the Danish adult population and that different strategies may be required for encouraging health behaviors in men and women.     

Why good job performance may (not) be rewarded: Sex Factors and Career Development

An experiment tested the effects of three sex variables on managerial career evaluations. The variables were sex of evaluator, sex of manager (evaluatee), and predominate sex of manager's subordinates. Each subject evaluated four managers, one in each possible combination of the last two independent variables, in an “in basket” format. All four situations included comparable managerial performance data. Subjects evaluated each manager in terms of size of a deserved salary increase, probable performance if promoted, promotability, and probability of attaining 5-year tenure. There were no differences in evaluations between male and female evaluators. Manager's sex and predominate subordinate sex frequently interacted. The interactions were interpreted as a sex-matching bias which can inappropriately benefit managers of opposite sex subordinates and hinder careers of managers with subordinates of their own sex.     

Men's support groups and the men's movement: Their role for men and for women

This article examines the structure and functions of men's support groups. They are multiplying rapidly in the US and Canada within the context of the Mythopoetic Men's Movement. Different from the social action movements of the 1970s and 1980s, but assuming their questions, this movement calls on men to initiate themselves by striving, first, for personal authenticity, second, for contact with other men to achieve it, and, third, for a nurturing of society with the integrity they have found. Emphasizing both psychology and spirituality, it provides the context for understanding the very diverse operations of men's support groups. The impact of these groups on men may best be understood through the function of communal witness and the healing reversal of the shame process that results. In the final analysis, these groups represent a modern form of the initiating process essential for a healthy society.Specializing in military history and male gender roles, he has been active in the Men's Movement since 1988. He is founder and director of On The Common Ground, a non-organization for men in the New York City area. He has founded over 45 men's groups and is a continuous member in three.     

Perceived benefits and costs of romantic relationships for women and men: Implications for exchange theory

This investigation examined the perceived benefits and costs of romantic (i.e., reciprocal dating) relationships. In Study 1, subjects provided open-ended reports regarding the benefits and costs associated with romantic involvement. Different groups of subjects ranked (Study 2) and rated (Study 3) these benefits and costs for importance. Companionship, happiness, and feeling loved or loving another were among the most important benefits accompanying romantic involvement. The most serious costs included stress and worry about the relationship, social and nonsocial sacrifices, and increased dependence on the partner. Compared to males, females regarded intimacy, self-growth, self-understanding, and positive self-esteem as more important benefits, and regarded loss of identity and innocence about relationships and love as more important costs Alternatively, males regarded sexual gratification as a more important benefit, and monetary losses as a more serious cost than did females Implications for exchange theory are highlighted.     

When feeling bad is expected to be good: emotion regulation and outcome expectancies in social conflicts

According to the instrumental approach to emotion regulation, people may want to experience even unpleasant emotions to attain instrumental benefits. Building on value-expectancy models of self-regulation, we tested whether people want to feel bad in certain contexts specifically because they expect such feelings to be useful to them. In two studies, participants were more likely to try to increase their anger before a negotiation when motivated to confront (vs. collaborate with) a negotiation partner. Participants motivated to confront (vs. collaborate with) their partner expected anger to be more useful to them, and this expectation in turn, led them to try to increase their anger before negotiating. The subsequent experience of anger, following random assignment to emotion inductions (Study 1) or engagement in self-selected emotion regulation activities (Study 2), led participants to be more successful at getting others to concede to their demands, demonstrating that emotional preferences have important pragmatic implications.     

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.     

Interrogating emotions: A dyadic task for exploring the common sense of feeling states

This paper describes an innovative investigation of commonsense conceptions of emotion using a two-person game where one player asked questions intended to determine the nature of an emotional state imagined by the other player. All questions used by players were then sorted into categories by expert judges. Based on cluster analysis, questions were categorized as relating to ‘causes’, ‘characteristics’, and ‘consequences’ of emotional states. Potential advantages and applications of this technique are discussed.     

When what you know is not enough: expertise and gender dynamics in task groups

This study investigates how the contribution, identification, and consideration of expertise within groups are affected by gender differences. The authors examined the effects of member expertise and gender on others' perceptions of expertise, actual and own perceptions of influence, and group performance on a decision-making task. The authors' findings are consistent with social role theory and expectation states theory. Women were less influential when they possessed expertise, and having expertise decreased how expert others perceived them to be. Conversely, having expertise was relatively positive for men. These differences were reflected in group performance, as groups with a female expert underperformed groups with a male expert. Thus, contrary to common expectations, possessing expertise did not ameliorate the gender effects often seen in workgroups. The findings are discussed in light of their implications for organizational workgroups in which contribution of expertise is critical to group performance.     

Attachment anxiety and implicit self-concept of neuroticism: Associations in women but not men

Previous research has shown that adult attachment-related anxiety is associated with the explicit self-concept of neuroticism. It remains to be clarified whether attachment anxiety is related to the implicit self-concept of neuroticism. There is evidence that gender can moderate the strength of correlation between implicit and explicit measures. The Experiences in Close Relationships scale and the NEO Five-Factor Inventory (NEO-FFI) were administered to 106 healthy adults along with an Implicit Association Test assessing neuroticism. Attachment anxiety correlated with NEO-FFI neuroticism, regardless of gender. Attachment anxiety was correlated with neuroticism as measured by the IAT in women but not men. Results from multiple regression analysis showed that gender was a moderator of the relationship between attachment anxiety and implicit neuroticism. Our data suggest that in the associative network of women with high attachment anxiety associative representations of the self are more strongly linked to attributes of neuroticism compared to women with low attachment anxiety.     

Height preferences in humans may not be universal: Evidence from the Datoga people of Tanzania

Many studies in Western societies have shown that women prefer relatively taller men as potential partners, whereas men prefer women who are slightly shorter than themselves. Here, we discuss possible limitations of previous results within the context of the stimuli used (i.e., differences in the perceived body size of female silhouettes). Our results show that, at least in a Polish sample (N = 231), modified stimuli did not essentially change the observed male-taller preferences. In contrast, we report height preferences in a traditional ethnic group, the Datoga people from Tanzania (N = 107), in which men and women preferred extreme sexual dimorphism in stature (SDS) sets (i.e., men and women chose women much taller or much shorter than themselves). Thus, our data do not accord with the suggestion of a universal preference for taller men, but rather suggests that height preferences may be influenced by cultural, environmental, and ecological conditions.     

But for the bad, there would not be good: Grounding valence in brightness through shared relational structures

Light and dark are used pervasively to represent positive and negative concepts. Recent studies suggest that black and white stimuli are automatically associated with negativity and positivity. However, structural factors in experimental designs, such as the shared opposition in the valence (good vs. bad) and brightness (light vs. dark) dimensions might play an important role in the valence-brightness association. In 6 experiments, we show that while black ideographs are consistently judged to represent negative words, white ideographs represent positivity only when the negativity of black is coactivated. The positivity of white emerged only when brightness and valence were manipulated within participants (but not between participants) or when the negativity of black was perceptually activated by presenting positive and white stimuli against a black (vs. gray) background. These findings add to an emerging literature on how structural overlap between dimensions creates associations and highlight the inherently contextualized construction of meaning structures.     

Biased information search in homogeneous groups: confidence as a moderator for the effect of anticipated task requirements

When searching for information, groups that are homogeneous regarding their members' prediscussion decision preferences show a strong bias for information that supports rather than conflicts with the prevailing opinion (confirmation bias). The present research examined whether homogeneous groups blindly search for information confirming their beliefs irrespective of the anticipated task or whether they are sensitive to the usefulness of new information for this forthcoming task. Results of three experiments show that task sensitivity depends on the groups' confidence in the correctness of their decision: Moderately confident groups displayed a strong confirmation bias when they anticipated having to give reasons for their decision but showed a balanced information search or even a dis confirmation bias (i.e., predominately seeking conflicting information) when they anticipated having to refute counterarguments. In contrast, highly confident groups demonstrated a strong confirmation bias independent of the anticipated task requirements.     

Normal values for Type A behaviour patterns in Danish men and women and in potential high-risk groups

The Jenkins Activity Survey (JAS) was administered to a normal population of randomly selected Danish adults, to patients consulting a cardiologist, and to physicians in order to compare those groups in terms of their coronary-prone (Type A) behaviour patterns. The standard procedure of rating the JAS was used in order to obtain scores for each of the four subscales: Type A (time urgency and ambitiousness), Factor S (speed and impatience) Factor H (hard-driving and competitive) and Factor J (job involvement). Gender differences were observed in the normal population for each of the four subscale scores, and age-related differences were obtained for Factor J. Elevated scores for Factor S were obtained by physicians and by people in the population who had a cardiovascular disorder. Physicians had also elevated scores for Factor J, whereas their Factor H scores tended to be reduced. No reliable differences in JAS subscale scores were observed between four groups of heart patients (i.e. angina pectoris, arterial hypertension, atrial fibrillation and atherosclerosis), although there was a tendency for Factor J to be elevated in atherosclerosis. The findings provide normal values for JAS scores in Danish men and women, and suggest that some facets of coronary-prone behaviour may be enhanced in Danish high-risk groups.     

Perceptions of women and men as entrepreneurs: evidence for differential effects of attributional augmenting

It was hypothesized that perceptions of women who become entrepreneurs are enhanced by attributional augmenting because they adopt this role despite major obstacles to doing so. In contrast, attributional augmenting was expected to operate to a lesser degree for men who become entrepreneurs because they presumably face weaker obstacles. Three studies offered support for these hypotheses; all of these investigations used between-subjects designs in which women and men shown in standard-format photos were described to different groups of raters as being either entrepreneurs or managers. As predicted, raters assigned significantly higher scores to women, but not to men, when they were described as entrepreneurs.     

Let it be: expatriate couples' adjustment and the upside of avoiding conflicts

This research examines the moderating effect of conflict avoidance on the relationship between conflict and psychological adjustment among 45 expatriate couples at two points in time. We propose a model based on the actor-partner interdependence model, which assumes both intrapersonal and interpersonal effects, to address simultaneously the effects of one's own and the other's avoidance behavior. We found substantial support for our model, especially for expatriate spouses. As expected, and only for expatriate spouses, avoidance moderated the conflict-adjustment relationship such that both one's own and one's counterpart's avoidance behavior diminished the negative effect of conflicts. Because these effects were observed only at T2 and psychological adjustment decreased from T1 to T2, our research suggests that the impact of expatriation-associated interaction particularly manifests itself in the long run.