Readdressing Gender Bias in the Coopersmith Self-Esteem Inventory-Short Form

The short form of the Coopersmith Self-Esteem Inventory (SEI) was evaluated for gender bias. The authors replicated a study by L. Francis and D. James (1998) and administered the SEI to 361 middle and high school students (146 boys, 215 girls). They found that gender bias existed in 6 of the 25 items on the SEI, with 5 of those items favoring boys. Because recent literature indicates that male and female adolescents experience problems in different areas of their lives, the authors suggest that researchers consider such differences when selecting items for a standardized measure.     

Assessing the external correlates of alternative factor models of the Psychopathic Personality Inventory-short form across three samples

This study investigated various theoretically relevant correlates of a short form of the Psychopathic Personality Inventory (PPI; Lilienfeld & Andrews, 1996) using archival data from large undergraduate, foster care, and juvenile offender samples. External correlates of the 2 primary scales (PPI-I and PPI-II) and the Coldheartedness subscale were for the most part consistent with prior findings. Analyses for an alternate factor model in which the Fearlessness subscale loaded onto PPI-II (rather than PPI-I) resulted in relatively few substantial changes to the pattern of correlations with criterion measures, but a third factor that included the Coldheartedness and Carefree Nonplanfulness subscales functioned differently than Coldheartedness alone in these data.     

Subtle gender bias in the assessment of managerial potential

The effects of gender on evaluations of managerial potential within a corporate assessment center program were investigated. The sample consisted of 375 men and 61 women (94% White, 3% Black, 2.3% Asian, and .7% Hispanic) assessed between 1980 and 1985. Candidates were assessed on their intellectual ability, performance and interpersonal skills, and overall management potential. Women were rated higher than men on the performance-style skills; however, there were no differences in overall management potential ratings or in actual long-term job advancement. The results suggest that subtle gender bias affects evaluations of managerial potential and subsequent promotion decisions.     

Evaluative bias and self-enhancement among gender groups

One hundred and one middle managers (66 men, 35 women) evaluated themselves, ingroup (same sex) members and outgroup (opposite sex) members on both stereotypical and on contextual masculine and feminine dimensions. The results showed that men favoured ingroup members on the masculine dimensions and women favoured ingroup members on the feminine dimensions. In addition, both sexes favoured themselves over ingroup and outgroup. The results are discussed in terms of social identity theory, self-categorization theory and egocentric social categorization model.     

Attitudes about gender bias in language: A reevaluation

Past research findings identified the gender-biased nature of language and the need to incorporate linguistic changes to alleviate this problem. One suggested change was the adoption of a generic pronoun. Given that most research in this area was conducted 10–15 years ago, it is important to determine present opinion on language and language change. In the present study, male and female respondents from five samples completed a questionnaire regarding gender bias in language. National Organization of Women (NOW) members and psychology students indicated more interest in and had made more of an effort to change their language, and would be more likely to adopt a new gender-neutral pronoun than faculty, or medical or English students. Student groups were motivated more by authorities requiring nonbiased language and others' use of a new pronoun than faculty or NOW members, and the media was an important influence for all groups.This research was supported in part by a grant from the Department of Health and Human Services, Division of Medicine.     

Reducing gender identity bias through imagined intergroup contact

Transgender individuals face high levels of stereotyping, prejudice, discrimination, and violence. However, there is a paucity of research (particularly experimental work) investigating the magnitude of gender identity bias (GIB) targeting transgender individuals, as well as interventions designed to ameliorate it. To address this gap, we conducted experimental investigations of reactions to identical, highly qualified men or women job applicants described as either transgender or cisgender (Experiments 1a, 1b), and tested the efficacy of an imagined intergroup contact (IIC) intervention (relative to a control condition) in ameliorating GIB against transgender women (Experiment 2). As expected, all applicants were perceived as equally highly competent, adding to the literature suggesting that clearly demonstrating excellent qualifications can prevent biased judgments of candidate competence. However, revealing GIB, transgender men and women were rated as less likeable and hirable than the identical cisgender applicants, despite the fact that they were viewed as equally competent (Experiments 1a, 1b). Providing additional evidence of GIB, in the absence of IIC, participants rated a transgender female applicant as less likeable and hirable than the identical cisgender applicant, and also reported less self‐other overlap and perspective taking for the transgender applicant (Experiment 2). However, these target gender identity differences were reduced (for likeability) or fully eliminated (for the remaining outcomes) in the IIC condition. Put another way, while reactions to the cisgender applicant were unaffected by intervention condition, IIC elevated perceptions of the transgender applicant, suggesting that it may function as an effective GIB intervention.     

An own gender bias and the importance of hair in face recognition

There is a large literature on the own race bias, the finding that people are better at recognizing faces of people from their own race. Here an own gender bias is shown: Males are better at identifying male faces than female faces and females are better at identifying female faces than male faces. Encoding a person's hair is shown to account for approximately half of the own gender bias when measured using hit and false alarm rates. Remember/know judgements and confidence measures are taken. Encoding a person's hair is critical for having a "remember" recollective experience. Parallels with the own race bias and implications for eyewitness testimony are discussed.     

Evidence of fast and automatic gender bias in affective priming

Previous studies have revealed a gender bias in ratings of the valence and intensity of supraliminally presented facial expressions of emotion such that positive emotions receive higher ratings when expressed by females and negative emotions receive higher ratings when expressed by males. However, surprisingly, this gender bias has not been investigated for suboptimal presentation of emotional expressions. Our first experiment aimed at investigating the existence of such a bias for very fast presentation of the stimulus (20 ms onset) on the basis of a classic priming procedure commonly used in affective priming studies that involved the use of a single prime. Our second experiment aimed at proposing a new method involving four fast, repeated presentations of the prime-target pairs (based on the innovative design proposed by Höschel and Irle), that could be used to reduce the gender bias in future studies in affective sciences. Results show that the classic procedure for subliminal affective priming seems, indeed, sensitive to gender bias, but that it is possible to maximise the affective effect and decrease the impact of the gender bias using repeated presentations of the prime.     

Emotions in context: Anger causes ethnic bias but not gender bias in men but not women

Emotions influence information processing because they are assumed to carry valuable information. We predict that induced anger will increase ethnic but not gender intergroup bias because anger is related to conflicts for resources, and ethnic groups typically compete for resources, whereas gender groups typically engage in relations of positive interdependence. Furthermore, we also predict that this increased ethnic intergroup bias should only be observed among men because men show more group‐based reactions to intergroup conflict than women do. Two studies, with 65 and 120 participants, respectively, indeed show that anger induction increases ethnic but not gender intergroup bias and only for men. Intergroup bias was measured with an implicit measure. In Study 2, we additionally predict (and find) that fear induction does not change ethnic or gender intergroup bias because intergroup bias is a psychological preparation for collective action and fear is not associated with taking action against out‐groups. We conclude that the effect of anger depends on its specific informational potential in a particular intergroup context. These results highlight that gender groups differ on a crucial point from ethnic groups and call for more attention to the effect of people's gender in intergroup relations research. Copyright © 2012 John Wiley & Sons, Ltd.     

Exposure to sexism can decrease implicit gender stereotype bias

Two studies examined the effect of exposure to sexism on implicit gender bias, focusing specifically on stereotypes of men as competent and women as warm. Male and female participants were exposed to sexism or no sexism. In both Experiment 1 (Implicit Association Task; N = 115) and Experiment 2 (Go/No‐go Association Task; N = 167), women who had been exposed to sexist beliefs demonstrated less implicit gender stereotype bias relative to women who were not exposed to sexism. In contrast, exposure to sexism did not influence men's implicit gender stereotype bias. In Experiment 2, process modelling revealed that women's reduction in bias in response to sexism was related to increased accuracy orientation and a tendency to make warmth versus competence judgments. The implications of these findings for current understandings of sexism and its effects on gender stereotypes are discussed.     

Sex role egalitarianism as a moderator of gender congruence bias in evaluation

Sex-role egalitarianism, or the degree to which one perceives the gender of an individual to be independent of his/her abilities, rights and opportunities, was tested as a moderator of gender congruence in the evaluation of job applicants. It was hypothesized that scores on a measure of sex role egalitarianism would moderate the evaluation of female or male applicants in masculine-typed, neutral, or feminine-typed occupations. It was expected that the biases against an individual applying for a gender-atypical occupation would be reduced by a high degree of egalitarianism, whereas in neutral occupations, no bias would occur. A sample of 144 undergraduates participated in the study. Results from a sample composed mostly of white undergraduates supported part of this hypothesis with a three-way interaction between gender of applicant, gender type of occupation and sex role egalitarianism. In addition, the characteristics exhibited by the egalitarianism measure used in this investigation provided some interesting insights into the psychometric properties of the construct. Implications of these findings are discussed.     

Gender stereotyping and decision processes: extending and reversing the gender bias in fame judgments

M. R. Banaji and A. G. Greenwald (1995) demonstrated a gender bias in fame judgments--that is, an increase in judged fame due to prior processing that was larger for male than for female names. They suggested that participants shift criteria between judging men and women, using the more liberal criterion for judging men. This "criterion-shift" account appeared problematic for a number of reasons. In this article, 3 experiments are reported that were designed to evaluate the criterion-shift account of the gender bias in the false-fame effect against a distribution-shift account. The results were consistent with the criterion-shift account, and they helped to define more precisely the situations in which people may be ready to shift their response criterion on an item-by-item basis. In addition, the results were incompatible with an interpretation of the criterion shift as an artifact of the experimental situation in the experiments reported by M. R. Banaji and A. G. Greenwald.     

Parasite-stress, cultures of honor, and the emergence of gender bias in purity norms

Of the many far-reaching implications of Fincher & Thornhill's (F&T's) theory, we focus on the consequences of parasite stress for mating strategies, marriage, and the differing roles and restrictions for men and women. In particular, we explain how examination of cultures of honor can provide a theoretical bridge between effects of parasite stress and disproportionate emphasis on female purity.     

The Mediating Role of Contingent Self-Esteem in the Association Between Self-Objectification and Self-Esteem

Objectification theory provides an explanatory conceptual framework for describing women’s lived experiences. By using a social psychological approach, the present study focuses on the mediating role of contingent self-esteem within the objectification framework. Participants were 178 female college-students who took part in a paper-and-pencil survey. We explored the possibility that contingent self-esteem can mediate the relationship between body surveillance and body shame with self-sexualizing behavior and self-esteem. Based on the results, we suggest that self-objectification brings about contingent self-esteem. This mental state can explain changes in self-esteem in turn. We propose that contingent self-esteem can play an essential role in the context of objectification theory.     

Conflicting testimony: Judges' and attorneys' perceptions of gender bias in legal settings

Statewide samples of women judges (N = 40), men judges (N = 326), women attorneys (N = 414), men attorneys (N = 288) in Florida rated the extent to which judges and attorneys of both genders engage in different forms of biased behavior against women in legal settings. Women judges and attorneys are most aware of gender-biased behavior against women. Women judges differ, especially, from men judges in perceiving other judges as behaving unprofessionally toward women. Multiple regression results show that this gender gap in perceptions is partly a function of age. This study suggests that promotion of more women to judgeships and educational efforts aimed at the younger generation of men judges will be productive in reducing biased treatment of women in the legal system.We are especially grateful to Barry Sapolsky for providing us with data from the Florida Gender Bias Study Commission surveys of judges and attorneys. We also wish to thank Patricia Martin and Irene Padavic for their thoughtful comments on an earlier draft of this paper.     

Understanding gender bias in face recognition: Effects of divided attention at encoding

Prior research has demonstrated a female own-gender bias in face recognition, with females better at recognizing female faces than male faces. We explored the basis for this effect by examining the effect of divided attention during encoding on females' and males' recognition of female and male faces. For female participants, divided attention impaired recognition performance for female faces to a greater extent than male faces in a face recognition paradigm (Study 1; N = 113) and an eyewitness identification paradigm (Study 2; N = 502). Analysis of remember–know judgments (Study 2) indicated that divided attention at encoding selectively reduced female participants' recollection of female faces at test. For male participants, divided attention selectively reduced recognition performance (and recollection) for male stimuli in Study 2, but had similar effects on recognition of male and female faces in Study 1. Overall, the results suggest that attention at encoding contributes to the female own-gender bias by facilitating the later recollection of female faces.     

The Efficient Assessment of Self-Esteem: Proposing the Brief Rosenberg Self-Esteem Scale

Self-esteem is defined as sense of self-worth and self-respect, being crucial for understanding people’s well-being and success. It is one of the most studied constructs in the social sciences, with the Rosenberg Self-Esteem Scale (RSES) being the most used measure. Across four studies (N = 1450), we tested the psychometric parameters of an abbreviated version of the RSES. Through Item Response Theory, the five best items were selected to form the unidimensional Brief Rosenberg Self-Esteem Scale (B-RSES), a reliable and valid measure of self-esteem, which is invariant across age groups and gender. In addition, both RSES and B-RSES correlated very similarly with the Big Five Personality Factors. Also, the B-RSES was strongly correlated with three other short measures of self-esteem, besides being more strongly associated with a range of variables such as conscientiousness and self-competence in comparison to the other three short scales. Together, the B-RSES is especially useful in research that requires rapid evaluation and the use of multiple variables.

     

In search of gender bias in evaluations and trait inferences: The role of diagnosticity and gender stereotypicality of behavioral information

Meta-analytic reviews indicate that the gender of a target person has a significant but small impact on evaluators' judgments about this person. The present study examines the extent to which this small effect reflects evaluators' tendencies not to use an evaluatee's gender because they assume that case information about a target is more informative about his or her abilities, knowledge, and traits than is gender. The first study indicates that decreasing the diagnosticity of case information does not increase the tendency for people to be influenced by the target's gender. However, the first and second study illustrate that despite the weak influence of the target's gender, subjects are still using gender stereotypes when making social judgments about the evaluatee. This is evidenced by the impact of the stereotypicality of the case information. This is most clearly seen in Study 2, which illustrates how components of gender stereotypes are influencing judgments.Portions of this research were supported by a University of Minnesota Dissertation Grant. Thanks go to Gail Swenson, Rose Enriques, and Wayne Bylsma for their assistance in the data collection, to my committee members Eugene Borgida (Chairperson), Marti Gonzales, Mark Snyder, Geoffrey Maruyama, Barbara Loken for their suggestions on the first study, and to Cindy Thomsen and Eugene Borgida for their support, encouragement, and consultations.