The Relationship Between Gender Role Stereotypes and Requisite Military Leadership Characteristics

The continuing emphasis on the need to utilize fully women's leadership skills in traditionally or predominantly male environments highlights the need for understanding gender stereotypes and leadership characteristics perceived to be associated with various jobs. This study essentially replicates Schein's research (1973, 1975) to determine the extent of gender stereotypes held by military students for military leadership positions. The results indicate (1) continued disparity in men's perceptions of the similarities between women and leaders, (2) support of previous findings that women recognize similarities between women and leaders, (3) senior military students possess stronger masculine gender role stereotypes of successful officers than do students with less than 1 year of service in the military academy, (4) greater experience with being led by female leaders did not affect men's masculine gender role stereotypes of successful leaders, and (5) successful female cadet leaders perceive successful officers as having characteristics commonly ascribed to both women and men. These results are interpreted in light of previous research on gender roles and leadership, and the practical implications for meeting organizational, and individual objectives for successful utilization of women in military leadership positions are discussed.     

Footsteps I would like to follow? How gender quotas affect the acceptance of women leaders as role models and inspirations for leadership

This research examines how the method of selecting women leaders affects other women's leadership interest. The results of three experiments (N = 1,015) indicated that only when women leaders were selected due to merit, not quota-based policies, did they boost female participants’ interest in a leadership position. These reactions were mediated by perceptions of the woman leader's deservingness of her position (Studies 1–3) and consequent acceptance as a role model (Studies 2 and 3). Accordingly, success information validating quota-based selected leaders’ competence provided a boost in leadership interest equal to that of merit-based selected leaders (Study 2). For male participants, quota but not merit-based selected women leaders lowered interest in leadership due to their pessimistic assessment of the probability of being selected (Study 1). These results suggest that a wise implementation of quota regulations includes validating women's competence so they are perceived as deserving of their leader roles and can thus serve as inspiring role models.     

性别刻板印象维护的心理机制

性别刻板印象对人们有着重要影响。反性别刻板的行为违背了人们对性别角色的期望和要求,人们为了维护自己的性别刻板印象会采用不同的策略来对反性别刻板的行为作出反应。文章介绍了认知过程中对反性别刻板信息的抗拒和行为反应中对反性别刻板行为的抵制功能模型,分析了人们维护性别刻板印象的心理机制,并对有关性别刻板印象维护的研究进行了评价和展望     

Gender Identity and Adjustment in Middle Childhood

This article has two purposes. The first is to present a brief (and speculative) account of the developmental origins of the several components of gender identity featured in the multidimensional model of gender identity proposed by Egan and Perry (2001). The second is to offer additional empirical support for the construct and discriminant validity of the various gender identity dimensions. Children (M age = 11.5 years) were assessed for 4 components of gender identity: (a) felt gender typicality, (b) contentment with gender assignment, (c) felt pressure for gender conformity, and (d) intergroup bias (the sentiment that one's own sex is superior). Gender typicality, gender contentedness, and felt pressure (but not intergroup bias) related to indexes of psychosocial adjustment in specific and theoretically meaningful ways. The case for a multidimensional approach to gender identity is strengthened.     

In their humble opinion: How expressions of humility affect superiors’ assessments of leadership potential in the US Army

While leader humility has been linked to a number of positive outcomes, existing research speculates that expressions of humility may not be viewed positively in organizations with a highly directive or masculine culture – such as the military. Research has also suggested that men and women may be perceived differently when behaving humbly. A combination of four studies revealed that military superiors do take a positive view of humble behaviors in their subordinates, but it is not clear that humble leaders are viewed as having more potential than those who exhibit other positive leadership behaviors. Further, it appears that gender and humility interact to affect perceptions of leadership potential in the military, with humble men receiving more benefit from acting humbly than their female counterparts.     

No Doubt About It: When Doubtful Role Models Undermine Men's and Women's Math Performance Under Threat

ABSTRACT

Past work has shown that female role models are effective buffers against stereotype threat. The present research examines the boundary conditions of this role model effect. Specifically, we argue that female role models should avoid expressing doubt about their math abilities; otherwise they may cease to buffer women from stereotype threat. For men, a non-doubtful male role model should be seen as threatening, thus harming performance. A doubtful male role model, however, should be seen as non-threatening, thus allowing men to perform up to their ability in math. To test this reasoning, men and women were exposed to either an outgroup or ingroup role model who either expressed doubt or did not. Participants then took a math exam under stereotype threat conditions. As expected, doubtful ingroup role models hurt women, but helped men's performance. Outgroup role models' expressed doubt had no differential effect on performance. We also show that expressions of doubt take on a different meaning when expressed by a female rather than a male role model.     

Empathy, guilt, and gender: a comparison of two measures of guilt

The relations of empathy with two measures of guilt were examined in a sample of 13- to 16-year-olds (N= 113). Empathy was measured using Davis's IRI and guilt by Tangney's TOSCA and Hoffman's semi-projective story completion method that includes two different scenarios, guilt over cheating and guilt over inaction. Empathy correlated more strongly with both measures of guilt than the two measures correlated with each other. For boys, cognitive perspective-taking was a stronger predictor for guilt than for girls. Hoffman's guilt over inaction was more strongly associated with empathy measures in girls than in boys, whereas for guilt over cheating the pattern was the opposite. The results indicate that boys and girls may emphasize different aspects of morality.     

男性气质：理论基础、研究取向和相关研究领域

男性气质是和女性气质相对或平行的、具有一定可塑性的人格特质, 是个体内化了的、关于男性应展现出的、符合男性气质意识形态的构念, 维系着自我概念和行为的一致性。男性气质的形成依赖于性别自我认同、社会认同和文化认同。固执地遵从特定社会化的男性气质意识规范会影响男性的心理健康。对男性气质的理论基础、研究取向：意识形态取向、社会建构取向和认同取向, 以及相关研究领域进行了系统阐述。未来研究应改进测量工具, 更新研究设计, 细化研究领域, 发展男性气质多元化实践以及男性气质的跨文化研究。     

The Effects of Commercials on Children’s Perceptions of Gender Appropriate Toy Use

Sixty-two first and second grade students (28 boys, 34 girls) were exposed to one of three commercial videotapes in which either all-boys (traditional condition) or all-girls (nontraditional) were playing with a toy. Participants in the control condition were exposed to nontoy commercials. After exposure to one of the conditions participants performed a toy sort where they were asked if six toys, including the two manipulated toys, were for boys, girls, or both boys and girls. Participants in the nontraditional condition were more likely to report that the manipulated toys were for both boys and girls than were participants in the traditional condition, who were more likely to report that the manipulated toys were for boys. This effect was stronger for boys than for girls.     

The Effects of Gender Role Orientation on Team Schema: A Multivariate Analysis of Indicators in a U.S. Federal Health Care Organization

Abstract

In this empirical study of 649 employees at a federally supported health care facility in the United States, the authors investigated the effects of individual gender role orientation on team schema. The results indicated (a) that nontraditional male and female employees perceived the greatest amount of group cohesion in their team schemas and (b) that both traditional and nontraditional male employees perceived greater problem-solving potential in their team schemas. Meaningful implications for team composition are discussed.     

Relationships between leaders' and subordinates' emotion regulation and satisfaction and affect at work

The study examined relationships between leaders' emotion regulation and leaders' and subordinates' work-related outcomes. Fifty-one school directors and 281 teachers reported on their strategies of emotion regulation (reappraisal, suppression), job satisfaction, and affect at work. For subordinates, suppression was negatively related to job satisfaction and was positively related to negative affect and emotional exhaustion, and reappraisal was positively related to job satisfaction and negatively to negativ affect. In contrast, multilevel analyses found that directors' use of reappraisal was neg atively related to subordinates' job satisfaction, and directors' use of suppression wa positively related to subordinates' positive affect. Leaders' suppression interacted wit group cohesion to predict subordinates' negative affect. This is one of the first studies to find evidence for the possible tension between leaders' emotion regulation competencie and organizational-role interests.     

Sibling Correlates of Young Adults' Status Attainment: Ethnic Group Differences

I used longitudinal data to examine relationships between sibling variables and young adults' status attainment at different levels, based on earlier measures of adolescents' educational and occupational aspirations. My analyses involved 21-year-old Australians from Anglo-Australian, Greek, and Southern Italian families. Regression surfaces were plotted from models that included terms to test for possible linear, interaction, and curvilinear associations among the variables. My study showed that the number of children in a family and birth order continue to be significantly associated with young adults' status attainment, even after incorporating the mediating influences of adolescents' aspirations. The investigation also suggested ethnic group differences among sibling variables, adolescents' aspirations, and young adults' status attainment.     

Scaling an Islamic Work Ethic

Abstract

The purpose of this research was to construct scales to measure the Islamic work ethic and individualism and to provide evidence of these scales' reliability and validity. Three steps were involved: a literature search to develop statements pertaining to the Islamic work ethic and individualism; screening of the initial statements by Islamic experts; and actual administration of the refined statements to a sample of 150 Arab students. The results of a reliability test and correlation analysis indicated that both scales were reliable and that the Islamic Work Ethic Scale was positively and significantly correlated with the Individualism Scale.