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.     

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.     

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 relationship between pain and coping styles among hiv-positive men and women

Abstract

Pain in HIV/AIDS patients is associated with compromised quality of life and emotional adjustment. Although previous findings support a relationship between coping styles and subjective pain for various groups of chronically-ill persons, little research has examined the associations between coping and pain in HIV-positive or AIDS patients. The purpose of this study was to explore the relationship between pain and coping styles among 105 HIV-positive participants (32 women and 73 men) in a randomized clinical trial designed to examine the effect of group psychotherapy on quality of life and health behavior. Participants completed the Brief COPE, the pain scale from the Medical Outcomes Study-HIV, and a demographic and medical questionnaire. Multiple regression analysis, with pain as the dependent variable, showed that participants who reported coping through denial reported greater pain severity (p < 0.0001). These results suggest that denial as a coping strategy appears to be signficantly associated with pain for persons with HIV/AIDS. However, further research is necessary to determine the causal relationship between pain and coping through denial. These findings also point to the possibility of psychological intervention in order to modify maladaptive coping styles and to ameliorate pain in this population.     

Achievement motivation in college women revisited: Implications for women,men, and the gathering of coconuts

An attempt was made to replicate the findings of French and Lesser (1964) within one university on the effects of value-appropriate arousal conditions on achievement motivation scores and motivation performance relationships in women. The findings of this study do not uphold those previously reported. There were no significant differences on either achievement motivation scores or task performance under value-appropriate versus -inappropriate arousal conditions. In the present study there were two innovations — performance criteria were extended to include academic performance, and scoring procedures were developed to give equal weight to achievement imagery in areas defined as traditionally feminine. The principle findings concern the importance of the scoring procedures. Intellectual (classic) N Ach does not relate to value orientation, task performance, or grade point average. Women's Role N Ach, however, is significantly related to task performance and to grade point average. This motivation-performance relationship exists despite differences in value orientation among women. It is suggested that when scoring procedures allow subjects, male or female, to express achievement strivings in areas of value to them, then performance may be morc sensitive to motivational variables.This article is based on research supported by Grant 1 RO1 HD-02403-01 from the National Institute of Mental Health to Lynette K. Friedrich and John S. Harding and by funds from the College Committee on Research, New York State College of Human Ecology, Cornell University, to Lynette K. Friedrich. The author is deeply indebted to Dr. John Harding for faculty support in securing the grant and for his invaluable participation as consultant. Dr. Doris B. Rosen and Dr. Elizabeth Anisfeld made significant contributions to the study. In addition, the assistance of Serena Weaver, Helen Grebow, Bruce Ambler, and Jansis Smithels is gratefully acknowledged. Further acknowledgment is made to Dr. Elizabeth G. French for her advice and generous cooperation.     

Teachers' conflict management styles: The role of attachment styles and classroom management efficacy

Constructive conflict management strategies are important in maintaining a positive classroom environment yet little is known about interpersonal or school variables associated with teachers' use of such strategies with students. Teachers high in self-reported classroom management efficacy (CMEFF) and security of attachment (low on avoidance, anxiety) were predicted to endorse use of positive classroom management strategies (e.g., integrating, compromising) more than insecure teachers and those low in CMEFF. Teachers (N = 283) from eleven schools (seven elementary), largely female and white, responded to a questionnaire in their boxes (29.4% response rate). School and teacher demographic variables were included in a multivariate regression after preliminary analysis suggested that ignoring the multilevel structure of the data made little difference in results; school variances were small compared with teacher variances. CMEFF and years teaching had positive, significant effects on use of integrating and compromising strategies, while avoidance had negative effects on both and anxiety on integrating strategies. Implications for teacher development are discussed.     

The production of gender among Black and White women and men: The case of household labor

Using the National Survey of Families and Households (N = 13,017; 11.09% Black, 79.99% White), we compare the household labor time of Black and White women and men, and assess the extent to which the time constraint, relative resource, and ideology explanations account for racial and gender differences in housework time. We find that although time constraint, relative resource, and ideology explanations account for some of the variation in housework time, they do not account for all of the gender and racial differences. We also find that paid work and housework trade off differently for Black men than for White men and also for women and men. Finally, a variety of relative resource, time constraint, and ideology factors are associated differently with women’s and men’s housework time. We argue that our findings lend support to the production of gender approach to understanding the division of household labor and that this approach can be used to help us understand racial differences in housework time as well. We would like to thank the anonymous reviewers for their helpful comments.     

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.     

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.     

The influence of maternal employment on gender role attitudes of men and women

The effects of maternal employment on young adults' gender role attitudes were assessed. A random sample of 111 males and 131 females was surveyed [179 Whites (74.0%), 35 Blacks (14.5%), and 28 others (typically Asian-Americans, 11.5%)]. Results varied depending on which gender role attitudes were being examined. With respect to approval of mother working outside the home, only the respondent's age when his or her mother began working was significant. However, this relationship was not found when assessing attitudes about the separate spheres ideology. Thus, it appears that attitudes toward women working depend on whether the respondent's mother worked, whereas beliefs about adult male—female equality do not appear to be as closely related to childhood experiences. Mothers' occupations were unrelated to all of the attitudes examined, as were her children's perceptions of how satisfied she was with her primary work role (employed or nonemployed). Finally, the only significant predictors of gender role attitudes to be discovered were the sex of respondent and attendance at religious services. Females expressed more egalitarian gender role attitudes, and those who reported frequent attendance at religious services were more likely to endorse traditional gender roles.This article was part of a master's thesis conducted at the University of Virginia by the first author.We gratefully acknowledge the assistance of Paul W. Kingston in proposal formulation and survey construction, Lance C. Bloom in data collection, and the helpful comments made by the anonymous reviewers ofSex Roles.     

Longitudinal change in sex role orientations: Differences between men and women

Longitudinal comparisons over the five-year period of 1975–1980 show that both men and women have significantly lessened in sex role traditionalism. The change among women, further, is significantly greater than that for men. Using multiple regression analysis it is found that for women, entry into marriage, but not employment, is associated with lessened traditionalism. For men, it is not entry into marriage, but continuation in it that seems important. Restricting attention only to those who are married shows a general effect of the importance of role demands for women. For married men, none of the predictor variables are important.     

Antecedent variables of innovation behaviors in organizations: Differences between men and women

IntroductionRelevance of innovation behaviors for organizational success led to study its main individual, job-related and organizational antecedents. Moreover, research on differences in innovation between men and women showed inconclusive results. Ambidexterity (Bledow, Frese, Anderson, Erez, & Farr, 2009) and Zhou and Hoever (2014) call for combining contextual and personal characteristics in innovation research suggest that pathways and variables leading to innovation between men and women could be different.Objective(s)This study aims to analyze if men and women differ in the main antecedents for innovative behaviors. Thus, a moderating effect of gender on the relationship between innovative behaviors and their main antecedent variables is hypothesized. Results are of interest for promoting innovation and empowering women at work context.MethodIn a sample of 458 employees from 16 Spanish companies, we carried out hierarchical regression analyses on innovation behaviors, including as main antecedents academic level, proactive personality, job demands, organizational commitment, HR practices addressed to participation, and transformational leadership. In addition, interaction terms between gender and such antecedents were entered in regression analysis.ResultsProactive personality, HR participation practices, inspirational motivation, job demands and academic level significantly predicted innovative behaviors at their different phases. Moreover, gender moderated the relationship between generation of new ideas with academic level and organizational commitment, and between promotion of ideas with job demands and idealized influence. Organizational commitment promoted generation of ideas among women but not among men, whereas idealized influence is detrimental for women. Reversely, higher job demands stimulate promotion of ideas among men but were detrimental for innovation among women.ConclusionOur results suggest that innovation among women seems to be more sensitive to the influence of leadership and require more social support, whereas higher job demands are detrimental. These results suggest that innovation is more related to intrinsic variables (as self-confidence, empowerment and social processes) among women, whereas for men, it seems to be more related to work demands. Results could help companies to stimulate innovation, between both men and women.     

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.     

Context in selection of men and women in hiring decisions: gender composition of the applicant pool

The hypothesis that the sex composition of an applicant pool affects the hiring probabilities of individual job applicants was tested using gender-distinctive information on accepted and rejected job applicants in The Netherlands. The evidence supports this hypothesis, although the effect sizes are moderate. Both men and women have a lower probability of being hired when the applicant pool contains fewer applicants from their own sex.     

Transformational,transactional, and laissez-faire leadership styles: a meta-analysis comparing women and men

A meta-analysis of 45 studies of transformational, transactional, and laissez-faire leadership styles found that female leaders were more transformational than male leaders and also engaged in more of the contingent reward behaviors that are a component of transactional leadership. Male leaders were generally more likely to manifest the other aspects of transactional leadership (active and passive management by exception) and laissez-faire leadership. Although these differences between male and female leaders were small, the implications of these findings are encouraging for female leadership because other research has established that all of the aspects of leadership style on which women exceeded men relate positively to leaders' effectiveness whereas all of the aspects on which men exceeded women have negative or null relations to effectiveness.     

Understanding humor styles and well-being: The importance of social relationships and gender

Individual differences in humor styles have been identified, and these humor styles appear to be differentially related to well-being. The present study sought to replicate and extend previous findings by (1) investigating whether the differential effects of humor styles on well-being may be explained by their associations with social support, and (2) whether the weak and inconsistent relationship between aggressive humor and well-being may be due to a moderating role of gender. A total of 826 undergraduate students completed a series of online standardized questionnaires, including the Humor Styles Questionnaire, Beck Depression Inventory (BDI-II), Satisfaction with Life Scale, and Interpersonal Support Evaluation List (ISEL-12). Mediation analyses revealed that the positive relationship between affiliative and self-enhancing humor and well-being was explained by a greater perceived availability of support. Meanwhile, the negative association between self-defeating humor and well-being was mediated by lower levels of perceived support. Moderation analyses provided preliminary support for the idea that an aggressive humor style may be related to higher levels of social support among men, and lower social support among women. Further research on the interpersonal context of humor and the role of gender in humor styles, social relationships, and well-being is warranted.