Stress and health among women and men in a Swedish telecom company

The aim of the study was to investigate gender differences at managerial and nonmanagerial level in perceived stress and control and the relationship to health problems. Questionnaires were collected from 281 women and men at both managerial and nonmanagerial level in a sales department in a large Swedish telecom company. Items describing sources of stress were selected from Dallner, Gamberale, Olsson, and Örelius (1999) and developed through a group interview. The results showed only minor differences in perceived stress and no differences in perceived control when comparing men and women working at the same level in the organization. Instead the differences in perceived stress and control were found between managers and nonmanagers. In addition, the study showed both differences and similarities in explaining health symptoms for women and men at the same organizational level. Similarities were found at a nonmanagerial level but at a managerial level health problems were not predicted by the same factors for women and men. The need to consider organizational level in future studies about stress and gender is addressed.     

FORMAL STRUCTURAL CHARACTERISTICS OF ORGANIZATIONS AND SUPERIOR-SUBORDINATE COMMUNICATION

This study attempted to determine the effects of several structural characteristics of organizations (i.e., organizational size, organizational level, and span of control) on subordinates' perceptions of openness in superior-subordinate communication. Data were collected from 15 different organizations and over 800 subordinates. While not accounting for a large amount of variance, results indicate that subordinates in the lowest levels of their organizational hierarchies perceive significantly less openness in superior-subordinate communication than subordinates at the highest levels of their hierarchies. In addition, although not statistically significant, the findings of the investigation suggest that subordinates in very large organizations perceive less openness than subordinates in small organizations. Implications of findings are discussed and recommendations for future research provided.     

Gender Differences in Mental Health: The Mediating Role of Perceived Personal Discrimination

Why is women's mental health inferior to that of men? This study hypothesized that women's mental health is not as good as men's because women perceive more personal discrimination. It was confirmed that women obtained higher scores than did men on a subjective scale of psychological distress. Additionally, women perceived greater personal and group discrimination than did men. Perceived personal discrimination proved to be the more robust predictor of psychological distress. This was evident when results of a mediation analysis revealed that gender differences in subjective distress were mediated by the measure of perceived personal discrimination, but not by the measure of group discrimination.     

What do men and women want in a partner? Are educated partners always more desirable?

Previous research has shown that males value a potential partner’s physical attractiveness more than females do, whereas females value a potential partner’s socioeconomic status (SES) more than males do. But are men really so unconcerned about a potential partner’s SES? Five studies revealed that men do integrate information about a woman’s SES into their decisions on whether to consider her as a romantic partner or not. Results consistently demonstrated that male participants preferred women with lower SES. Female participants, in contrast, preferred men with higher SES. These sex differences were more pronounced when a long-term romantic relationship rather than a one-night stand was being considered. In addition, men’s lower reported likelihood of romantic contact with a woman with high SES was due to her high educational level rather than her high income. Mediational analyses showed that men perceived a potential partner with high educational level as less likeable and less faithful, and thus reported less likelihood of romantic contact.     

The differential importance of weight and body image among college men and women

Among a sample of American college students, body image and the degree of desired weight change were associated with academic self-rankings, with social and psychological well-being, and with the development of eating difficulties. The effects of body image and desired weight change on eating disorders were generally found to be greater for women than for men, and their effects on student self-rankings of academic ability, social, and psychological traits were more pervasive for women than for men. The less attractive a woman perceived herself to be and the more weight she wanted to lose, the greater was her overall sense of academic, social, and psychological impairment. Women who had poor body images and who desired to lose weight were more likely to report eating difficulties.     

Supportive When Not Supported? Male Responses to Negative Climates for Women

This study examined the relationship between perceived climate for women and job satisfaction in a male-dominated context, focusing on moderating variables which may augment or decrease this relationship for men. Specifically, it was predicted that job satisfaction will be lower for women and men in a male-dominated context when they perceive a negative climate for women, but that this relationship will be moderated for men based on the levels of support and exclusion they experience. Using a sample of 239 (75.7% male) professors, staff, graduate assistants, and undergraduate assistants in a male-dominated science department of a large Midwestern university, we found that perceptions of a negative climate for women were significantly related to lower reports of job satisfaction for both women and men. However, perceived organizational support moderated this relationship, such that the job satisfaction of men who felt highly supported by the organization were unaffected by the perceived climate for women. Discussion and implications of results are included.     

Perceptions of the social and personal characteristics of hypermuscular women and of the men who love them

A predominately European American sample of middle class college students rated hypermuscular female bodybuilders and the men who were romantically involved with them on measures of perceived gender traits, personality traits, social behaviors, and heterosexual behaviors. Participants perceived hypermuscular women, as compared to the average woman, as having more masculine and fewer feminine interests, less likely to be good mothers, and less intelligent, socially popular, and attractive. However, participants also perceived them as being less likely to engage in socially deviant behaviors or to be sexually manipulative and more likely to be extraverted, conscientious, and open to new experiences than the average woman. Participants perceived men who are romantically involved with hypermuscular women as having stronger masculine traits, interests, and identities than the average man. The authors found no relationships between the perceiver's gender type and his or her perceptions of hypermuscular women or the men who were romantically involved with them.     

Nonverbal Behaviors and Perceptions of Sexual Intentions: Effects of Sexual Connotativeness,Verbal response,and Rape Outcome

Through the exchange of nonverbal and verbal behaviors, a man and a woman on a date negotiate situated identities. However, a woman's nonverbal and verbal behaviors may reflect an identity discrepant from the one she intended to project, leading to miscommunication between men and women regarding the woman's desire for sexual activity. In Experiment 1, subjects read scenarios in which a woman, Mary, engaged in behaviors that were low, moderate, or high in the degree to which they connotated a desire for sex. In addition, they learned that Mary responded to her date's sexual advances either by saying "no," or by slapping him, or they received no information regarding Mary's verbal response. Subjects were also informed that Mary's date either did or did not force her to have sexual intercourse. Subjects perceived Mary more sexually as her behaviors increased in sexual connotation. In addition, they perceived that Mary desired sex more when no information about her verbal response was provided than when she resisted her date's sexual advances. Subjects also rated the woman more negatively when her nonverbal behaviors were incongruent with her responses to her dale's sexual advances. Contrary to previous research, little evidence of victim derogation was obtained. Results from Experiment 2 showed that men and women agreed in their perceptions of a woman whose behaviors connoted a high interest in sex, but that men perceived behaviors low in sexual connotation ore sexually than women. Implications of the data for understanding sexual miscommunication between men and women as well as reactions to rape victims are examined.     

Gender ratio,societal culture,and male and female leadership

Top management teams are worldwide largely composed of men, with relatively few female members. The gender ratio in top management is indicative of the position of women in management within the organization, as well as related to leadership behaviours of male and female managers. In the present study, the relative importance of societal culture, organizational, and individual characteristics in explaining leadership behaviours and the associations of gender and gender ratio with leadership behaviours are studied. Hypotheses are tested with multi‐level analyses using a dataset with information from subordinates rating leadership behaviours of 12,546 managers in 437 organizations in 32 countries. The results show that in a three‐level model (i.e., societal, organizational, and individual level) to explain leadership behaviours, differences in leadership behaviours are predominantly explained by individual differences, followed by organizational and societal differences. Further, after controlling for societal influences, a higher gender ratio (relatively more female managers), was positively associated with consideration and negatively related to initiating structure. Moreover, for male managers, there was a negative association between gender ratio and initiating structure, indicating that male managers in organizations with more female managers tend to engage less in initiating structure, whereas the leadership behaviours of female managers were not associated with the gender ratio.     

The perception of women's status in Israel as a social problem

This study examines the perception of the status of women in Israel as a social problem, its cognitive structure and its correlates. The 994 respondents included a sample of university students, nurses, and female army officers. In general, the results suggest that feminist issues are perceived as less severe than most other social problems and that men perceive feminist issues as significantly less severe than do women. Factor analyses indicate that men and women think about social problems differently and that women have a broader more integrated conception of sex inequality. Sex, religiosity, education, and occupational context were all found to be significant predictors of perceptions of women's issues as social problems.     

Trust differences between supervisors and subordinates: Examining the role of race and gender

This study examined trust differences between supervisor and subordinate dyads that differ in race or gender as well as in dyads that were similar. The results of 301 (the sample consisted of 241 whites and 41 blacks, 216 were women and 86 were men) respondents indicated gender and race do affect trust. More specifically, the highest level of trust was found between female subordinates reporting to male supervisors. It was also found that whites reporting to whites perceived significantly less trust than blacks reporting to blacks, but significantly greater trust than whites reporting to blacks. The results also indicated that whites reporting to blacks and blacks reporting to whites perceive significantly less trust than blacks reporting to blacks. A discussion of these results is also included.     

Gender and emotional response induced by imagery

The aim of this study is to explore gender differences in emotional expression: Do men benefit from their stereotyped response pattern to some negative affects such as sadness? Do women benefit less than men from positive affect? We studied sadness and happiness in the laboratory, using imagery induction with some temporal proximity, and registering physiological, facial, and cognitive responses. The results show a complex panorama in which the differences depend on the emotional content and presentation order. The results are in accordance with the educational theories that postulate prototypical emotional education, and indicate a way to reduce the problems related to women's sensitization to sadness, using the beneficial effects of positive experiences.     

The Role of Hostile and Benevolent Sexism in Women's and Men's Perceptions of the Menstruating Woman

Perceptions of menstruating women were studied in a sample of 244, predominantly European American, college freshmen. Both women and men rated the menstruating woman, as compared with the average woman, as higher on the Neuroticism factor from Lippa's (1991) measure of the Big Five personality factors. Men also rated her as lower on the Openness, Agreeableness, and Conscientiousness factors, and women rated her lower on the Extraversion factor. Women rated her as perceiving herself as less masculine and more feminine. Both women and men rated her as less "energized" and "sexy," but more "irritable,""sad," and "angry." In addition, men rated her as less "clean and fresh,""nurturing," and "reasonable," and more "spacey" and "annoying." Significant relationships were found between negative impressions of the menstruating woman and the Hostile Sexism Scale ( Glick & Fiske, 1996 ). Although most ratings by men and women were negative, women perceived the menstruating woman as more "maternal,""strong," and "trustworthy."     

Gender Effects on Organizational Problems—Evidence from Non-Profit Sports Clubs in Germany

In sports organizations, women are still under-represented, especially compared with their share of the general population. This holds true for management and leadership positions in particular, which could be explained by the lack of congruence between the female gender role and leader role. Therefore, the theoretical framework underpinning this study is based on role congruity theory. The research question is whether the share of women on the board and among members influences the perceived severity of organizational problems faced by sports organizations. This postulation is examined for a representative sample of sports clubs in Germany (n?=?13,068). Analyses of variance are conducted with the severity of organizational problems and the share of women on the board and among club members. The results show that the share of women on the board and among members has a significant negative impact on the severity of organizational problems. Sports clubs with a high share of women on the board and among members perceive the severity of organizational problems as smaller on average. This finding is related to female leadership style, which might serve as one possible explanation. Based on these results, it is recommended that sports clubs appoint more women to management positions. This study provides empirical evidence that the often postulated increase in the share of women can be beneficial to sports organizations.     

Gender and the relationship between perceived fairness of pay or promotion and job satisfaction.

Brockner and Adsit (1986) found that satisfaction with an exchange relationship was more strongly related to perceptions of equity among men than women. Kahn (1972) reported that men were more likely than women to distribute outcomes to individuals in direct proportion to their input. We evaluated potential gender differences among 12,979 personnel in 30 different organizational systems in (a) correlations between fairness and job satisfaction scores and (b) standardized group differences in the perceived amounts of pay and promotion fairness and expressed levels of facet and global job satisfaction. The fairness-satisfaction relationship was not higher for men, and there were no practical differences in fairness perceptions and job satisfaction between men and women.     

Effects of gender diversity management on perceptions of organizational attractiveness: the role of individual differences in attitudes and beliefs

In this study, the authors examined how individual gender-related attitudes and beliefs affect the reactions of men and women to gender diversity management programs in organizations. They found that whereas there were no significant between-sex differences in the effects of gender diversity management on organizational attractiveness, there were strong within-sex differences based on individual attitudes and beliefs. Specifically, within the sexes, centrality of one's gender identity, attitudes toward affirmative action for women, and the belief that women are discriminated against in the workplace moderated the effects of gender diversity management on organizational attractiveness. The findings, combined with prior research, suggest that it is critical for organizations to incorporate efforts to manage perceptions of gender diversity management programs into their diversity management strategies.     

Men dissociate sexual attraction from moral judgement more than women

Would you find an opposite‐sex individual physically less attractive if you knew that he/she was a bad person? Would you feel the same if you were a man or a woman? This study examined whether gender differences exist in the influence of moral judgements on heterosexual physical attraction. In a first Experiment, participants (N = 214) rated on attractiveness photographs of opposite‐sex persons. Each photograph was paired with a “good” and a “bad” (from a moral point of view) sentence to depict a quality or activity of the displayed person (i.e., she/he is a defender of human rights in an NGO vs. she/he belongs to a terrorist group). Compared with women, men were significantly less influenced by sentence valence in their attractiveness ratings. A second Experiment (N = 105) using photographs of very attractive people showed the same pattern of results. The data suggest that sexual attraction is relatively less permeable to moral factors in men, and that this sex difference is consistent with an evolutionary approach to human sexuality.