Gender Differences in Responding to Conflict in the Workplace: Evidence from a Large Sample of Working Adults

This investigation tested for gender effects in conflict behaviors by examining the ratings made by the bosses, peers, and subordinates of over 2,000 working adults participating in leadership development programs conducted in the U.S.; the effects of two confounding factors—age and organizational status—were controlled in all analyses. Consistent with predictions derived from a gender role analysis, women were rated as significantly more likely to engage in almost every constructive behavior. Also as predicted, men were rated as more likely to engage in active destructive behaviors. Rater gender had no effect for peers and subordinates, but female bosses made more positive ratings of targets than male bosses. In general, bosses rated targets somewhat higher on passive responses.     

The preference to work for a man or a woman: A matter of sex and gender?

A survey of 455 individuals sampled from two populations that varied in age, educational level, and work experience posed a question asked in Gallup polls over six decades: “If you were taking a new job and had your choice of a boss, would you prefer to work for a man or a woman?” Respondents could state that they would prefer a male boss, prefer a female boss, or had no preference. As expected from theory and Gallup results, respondents who had a preference preferred to work for a man more than a woman, although a majority expressed “no preference.” When they expressed a preference, women preferred to work for a female boss over a male boss more than men did, whereas men preferred to work for a male boss over a female boss more than women did. Sex-typed (i.e., masculine or feminine) respondents in gender identity exhibited a greater preference to work for a boss of a particular sex over having no preference than non-sex-typed respondents. Further, feminine respondents preferred to work for a female boss over a male boss more than masculine respondents did, whereas masculine respondents preferred to work for a male boss over a female boss more than feminine respondents did. Overall, these results suggest that the preference to work for a man or a woman is a matter of both sex and gender. Implications for job applicants' vocational decisions and how female leaders fare in the workplace are discussed.     

SOCIAL INFLUENCE STRATEGIES AMONG JAPANESE AND AMERICAN COLLEGE WOMEN

Social influence strategies of 40 Japanese and 41 American college women were compared. With the use of a free-response format, respondents were asked to describe how they get their way with their mother, father, male teacher/boss, female teacher/boss, male friends, and female friends. Contrary to expectations, content analysis indicated that Japanese women reported using strong and neutral strategies more frequently and weak strategies less freguently than American women. American women used manipulation (especially sexual manipulation) more frequently and reasoning less frequently than Japanese women. Analyses by target of influence indicated that these differences were not found when the target was a female friend but were demonstrated across most of the other targets.     

What Looks Like Sexism and Why? The Effect of Comment Type and Perpetrator Type on Women's Perceptions of Sexism

ABSTRACT. Sexist comments are not perceived equally in the eyes of women. We extend previous research by examining the degree to which multiple types of potentially sexist comments made by multiple types of men are perceived as sexist. Further, we examine the degree to which three possible mediators—prototypicality, perceived intent, and interdependence—explained these effects. Female undergraduate students (N = 248) were randomly assigned to read a scenario in which a hostile sexist, benevolent sexist, or objectifying comment was made by one of three types of men: a stranger, their boss, or their boyfriend. Results demonstrate that hostile sexism was perceived as more sexist than benevolent sexism or objectification. Comments made by boyfriends were also rated as less sexist than those made by bosses or strangers. Furthermore, perceptions of prototypicality of the comment or perpetrator and perceived intent to harm mediated the effect of study manipulations on perceptions of sexism.     

Wimpy and undeserving of respect: Penalties for men’s gender-inconsistent success

Results of an experimental study varying the sex of the employee and the gender-type of the job demonstrated that men, as well as women, are penalized when they are successful in areas that imply that they have violated gender norms. But the nature of these penalties differed. When depicted as being successful at a female gender-typed job, men were characterized as more ineffectual and afforded less respect than women successful at the same job or than men successful in a gender-consistent position. Women, in contrast, were more interpersonally derogated and disliked when said to be successful at a male gender-typed job. Regardless of these differing characterizations, both men and women successful in gender-inconsistent jobs were reported to be less preferable as bosses than their more normatively consistent counterparts. These results suggest that success, when it violates gender norms, can be disadvantageous for both men and women, but in different ways.     

What Is Important on the Job? Differences Across Gender,Perspective, and Job Level1

The importance ratings of job competency dimensions on a 360‐degree feedback instrument were examined. We hypothesized that men (incumbents and bosses) would rate agentic behaviors higher in importance than would women, and that women (incumbents and bosses) would rate communal behaviors higher in importance than would men. Differences were found for men and women across rating sources and across job level (organizational position). The present findings suggest that men and women incumbents view different factors as important for their jobs and that people in higher level jobs place more importance on agentic behaviors than do those in lower level positions, and people in lower level jobs place more importance on communal behaviors than do those in higher level positions.     

Developmental relationships and managerial promotability in organizations: A multisource study

Managers are now focusing on developmental relationships by providing career-related mentoring to their direct reports, but research is lacking in showing whether such mentoring is in fact related to outcomes that benefit the manager. This study investigates whether self- and direct report ratings of the extent to which focal-managers provide career-related mentoring are associated with perceptions of their promotability as perceived by their bosses (n = 1623) and peers (n = 1597). Results of hierarchical regression indicated that both self- and direct report ratings of focal-managers' career-related mentoring were significant and positively related to boss and peer ratings of focal-managers' promotability. Within a self-other rating agreement framework, results of polynomial regression indicated that higher ratings of career-related mentoring by focal-managers and their direct reports were positively related to both boss and peer ratings of focal-managers' promotability. Furthermore, underrating (i.e., when self-ratings are lower than direct report ratings) was more positively related to promotability than overrating (i.e., when self-ratings are higher than direct report ratings).     

FEMALE LEADERSHIP ADVANTAGE AND DISADVANTAGE: RESOLVING THE CONTRADICTIONS

In the United States, women are increasingly praised for having excellent skills for leadership and, in fact, women, more than men, manifest leadership styles associated with effective performance as leaders. Nevertheless, more people prefer male than female bosses, and it is more difficult for women than men to become leaders and to succeed in male-dominated leadership roles. This mix of apparent advantage and disadvantage that women leaders experience reflects the considerable progress toward gender equality that has taken place in both attitudes and behavior, coupled with the lack of complete attainment of this goal.     

The effect of attitudes on inferences of homosexuality and perceived physical attractiveness in women

A study was conducted to test the hypothesis that inferences of homosexuality will be made more frequently about women who are perceived to be less physically attractive. This hypothesis was supported. More importantly, the investigation was designed to determine whether the perception of a relationship between female homosexuality and level of physical attractiveness would be affected by raters' attitudes about homosexuality and traditional sex-role behavior. Results indicated that female raters with conservative attitudes were likely to associate homosexuality with those women to whom they had given the worst evaluations concerning physical appearance, while more liberal females were less likely to do so. Male raters' attitudes bore little relationship to their evaluations of homosexuality and physical attractiveness. Several interpretations of these results are discussed.     

TRAIT, RATER AND LEVEL EFFECTS IN 360-DEGREE PERFORMANCE RATINGS

Method and trait effects in multitrait-multirater (MTMR) data were examined in a sample of 2,350 managers who participated in a developmental feedback program. Managers rated their own performance and were also rated by two subordinates, two peers, and two bosses. The primary purpose of the study was to determine whether method effects are associated with the level of the rater (boss, peer, subordinate, self) or with each individual rater, or both. Previous research which has tacitly assumed that method effects are associated with the level of the rater has included only one rater from each level; consequently, method effects due to the rater's level may have been confounded with those due to the individual rater. Based on confirmatory factor analysis, the present results revealed that of the five models tested, the best fit was the 10-factor model which hypothesized 7 method factors (one for each individual rater) and 3 trait factors. These results suggest that method variance in MTMR data is more strongly associated with individual raters than with the rater's level. Implications for research and practice pertaining to multirater feedback programs are discussed.     

Sexual Harassment in the Workplace: Exploring the Effects of Attractiveness on Perception of Harassment

This study was designed to explore the effect of attractiveness on perceptions of sexual harassment. Male and female college students (N = 150) rated four scenarios depicting ambiguous incidents of sexual harassment, each paired with photos of a male boss and a female secretary. Male and female attractiveness was varied in a 2 × 2 factorial design. Participants were asked to rate each photo on a series of traits before making harassment judgments. Overall, females perceived more harassment. The behavior of attractive males was less likely to be seen as harassing. Attractive females were more likely to be seen as harassed, especially when the potential harasser was unattractive. The possible mechanisms underlying the effects of attractiveness were explored with the results supporting a direct effect of stereotypes over a mediating role for implicit personality theories.     

Homicide by juvenile girls

We investigated offense characteristics for a national sample of 38,749 homicide arrestees identified in the FBI Supplemental Homicide Reports for 1984 and 1993. Analyses indicated little change from 1984 to 1993 in the circumstances of homicides committed by adolescent girls; however, there were consistent offense differences between girls and boys, and between girls and women. Homicides by adolescent girls were more likely than those committed by boys to involve interpersonal conflict rather than a criminal motive such as robbery. Girls were more likely than boys to use a knife rather than a firearm and their victims were more likely to be under the age of 13 years. Compared to women (18 years or older), girls were more likely to act with an accomplice and their victims were more likely to be female and between 13 and 20 years of age. Results were inconsistent with a stereotypic masculinization theory of the increase in female violence, but provide indirect support for the importance of domestic stress and relational conflict experienced by adolescent girls. Overall, this study supports the need for differentiated study of violence by juvenile girls, and for preventive interventions which target domestic and interpersonal stress.     

Memories of "Bad" Days Are More Biased Than Memories of "Good" Days: Past Saturdays Vary, but Past Mondays Are Always Blue

In a survey of 202 participants, Monday was cited most frequently as the worst morning (65%) and evening (35%); whereas Friday (43%) and Saturday (45%) were the best evening and morning, respectively. Test–retest reliability was higher for worst morning (.89) and evening (.83) judgments, compared to best morning (.44) and evening (.61) judgments. In a second survey of 353 participants, ratings of typical moods were lowest on Monday, rising to a peak on Saturday, but actual momentary moods showed little or no variation by day. Remembered moods from the previous Monday were more strongly related to typical moods than to actual moods, but the reverse was true of remembered moods from the previous Friday and Saturday.     

Depression and power in mariage

To investigate the association between depression and power within marriage, fourteen couples in which the female partner was depressed were compared with fourteen non-depressed couples on a range of variables which assessed power bases, processes and outcomes, three domains identified in Cromwell and Olson's (1975) analysis of marital power. Compared with non-depressed couples, those containing a depressed female partner had distinctive profiles, and a subset of the characteristics of these couples was uniquely associated with depression and quite distinct from the couples' levels of marital satisfaction. The results are discussed in terms of theories of power in relationships and are seen to highlight the importance of including marital therapy as part of a treatment package for married women with depression.     

Psychological androgyny: A black female perspective

The focus of the present study is the relationship between Masculine and Feminine personality attributes (as measured by the PAQ), sex role attitudes, and socialization antecedents among a sample of Black women. The majority of the Black women in this study report Androgynous sexual identities, but have traditional beliefs about the female role in the family. Androgynous women are more likely to be positively identified with both mother and father. Women who are college graduates have more liberal views about the female role and are more likely to identify themselves as Masculine and Undifferentiated. Regardless of sexual identity category, the subjects are all heavily invested in the mothering role. Racial comparisons indicate more Black women are in the Androgynous category and more White women in the Undifferentiated category. White respondents have more liberal sex role attitudes than the Black respondents.     

Influence in the Ivory Tower: Examining the Appropriate Use of Social Power in the University Classroom

A study was conducted to determine how appropriate university students feel it is for professors to use varying bases of social power as a means of influence. Participants ( n  = 91) completed a modified version of the Interpersonal Power Inventory ( Raven, Schwarzwald, & Koslowsky, 1998 ) and a demographic questionnaire. Students rated the use of soft power as significantly more appropriate than harsh power. Repeated-measures ANOVA indicated that informational and expert power were thought to be the most appropriate bases for professors to use, and a gender effect was observed such that female students rated the use of social power in the classroom as significantly less appropriate than did male students. Implications for university instructors and other power holders are discussed.     

Business Students' Perceptions of Best University Professors: Does Gender Role Matter?

This study investigated the relationship between the gender and gender-role of students and their “best” university professors. Two hundred and ninety two business students in 2 universities in Atlantic Canada rated their best professors and themselves using Bem's Sex Role Inventory. Male business students were more likely than females to choose a male as their best professor, and female business students were more likely than males to choose a female as their best professor. The study also indicates that a student's own gender and gender role are significantly related to those of his/her best professor. Male professors with low femininity scores (but not necessarily high masculinity scores), and female professors who are gender-neutral (i.e., androgynous or undifferentiated) were more often chosen by students as their best professors. In general, masculinity seems to be valued more by older, part-time students with greater work experience. Implications of these findings for university teachers are discussed.