The Contributions of Appearance to Occupational Outcomes in Civilian and Military Settings1

Two archival studies examined the impact of people's appearance on the status and type of civilian and military jobs they hold. Study 1 found that, although appearance was not related to job status, taller men had higher incomes. Additionally, appearance was significantly related to the type of jobs people held. Attractive women and tall men held jobs requiring traits more consistent with the attractiveness halo, while babyfaced women and short men held jobs more consistent with the babyface stereotype. These effects remained after controlling for job-relevant personality and educational variables, suggesting an unjustified bias toward people with certain appearances. Study 2 found that heavier men had lower job status, as reflected in military rank attainment. However, this relationship was eliminated when controlling for intelligence and dependability. Also, babyfaced men achieved higher status through being marginally more likely to win a military award. This unexpected effect was attributed to the contrast between heroic actions and the babyface stereotype. Finally, appearance affected the type of military experience men had. Heavier men were more likely to be in situations involving gunfire or casualties. These studies make an important contribution by extending laboratory findings to the real world, exploring the effects of appearance on job type as well as status, and providing evidence that appearance effects are not solely due to covariation with bona fide job qualifications.     

Perspectives on achieving via interpersonal competition between college men and college women

The beliefs of college students about (a) choices they would make when presented with opportunities to achieve by competing with persons of the other gender and (b) the consequences of such achievement choices were assessed. Drawn from a population of predominantly upper middle-class students, with a minority enrollment of 14.7%, 83 men and 84 women were presented with vignettes which depicted (a) either a challenge for a first violin in an orchestra or a Ping-Pong match at a party and (b) events related to the opportunity to become class valedictorian. Multivariate analytic techniques were employed, and overall the results indicated that men seemed less willing than women to compete against the other gender, and women seemed to view the consequences about such competition as more positive than men. In the violin and Ping-Pong vignettes, men indicated that they, more than women, would be criticized for playing to win and that, if a woman played to win, her male opponent would feel more ridiculed than respected. In the valedictorian vignette, women indicated that men who decided to compete would feel more pleasure than guilt, whereas women who decided to compete would feel more guilt than pleasure. The results are discussed in terms of conceptualizing achievement choices as more situational than static or gender linked.The authors wish to thank David A. Cole, University of Notre Dame, for statistical advice, Chau T. Wong, University of Notre Dame, for assistance in data analysis, Kathleen L. Davis, University of Tennessee, and Michael J. Patton, University of Missouri, for reading and commenting on early versions of this paper and undergraduates from the University of Notre Dame for working on this project.     

Gender and the ritual of the door

A field experiment was conducted on a large university campus to determine whether the gender roles traditionally associated with door-opening are still in force, despite students' consciousness of their patriarchal implications. A total of 396 observations, made by 22 student—observers, indicated that the traditional roles are still viable. Men were twice as likely as women to hold the door open for a stranger, but both male and female subjects were more likely to ignore than to hold the door open for a man. Women were four times as likely as men to have the door held open for them, and six times as likely if they were wearing feminine clothing. Men and women handicapped by a load of books or papers were about twice as likely as others to have the door held open, provided the subject was of the opposite sex, but subjects' behavior was affected much more by the gender of both parties than by whatever humanitarian values may have been evoked in an encounter with someone too encumbered to open the door for herself or himself.     

MEN,WOMEN, AND MANAGERS: ARE STEREOTYPES FINALLY CHANGING?

As the number of women in management roles increases and organizations place a greater emphasis on diversity, a subsequent change in perceptions of women as leader-like is expected. To test this notion, we examined gender and management stereotypes of male and female managers and students. Results reveal considerable change in male managers' views of women over the past 30 years, as evidenced by greater congruence between their perceptions of women and successful managers and stronger endorsement of agentic and task-oriented leadership characteristics for women. Stereotypes held by male students changed less, remaining strikingly similar to stereotypes held by male managers 15 years ago. Across samples, there was general agreement in the characteristics of managers but less agreement about the characteristics of women. We also found men somewhat less likely than women to attribute successful manager characteristics to women. Respondents with positive past experiences with female managers tended to rate women higher on management characteristics.     

When fit is fundamental: performance evaluations and promotions of upper-level female and male managers

Using archival organizational data, the authors examined relationships of gender and type of position (i.e., line or staff) to performance evaluations of 448 upper-level managers, and relationships of performance evaluations to promotions during the subsequent 2 years. Consistent with the idea that there is a greater perceived lack of fit between stereotypical attributes of women and requirements of line jobs than staff jobs, women in line jobs received lower performance ratings than women in staff jobs or men in either line or staff jobs. Moreover, promoted women had received higher performance ratings than promoted men and performance ratings were more strongly related to promotions for women than men, suggesting that women were held to stricter standards for promotion.     

The Factor Structure and Measurement Invariance of the Daily Spiritual Experiences Scale

The current study has two main goals: (a) to identify a factor structure of the Daily Spiritual Experiences Scale (DSES) on a large archival data, collected from 1,325 adults in the United States (709 women, 616 men) by the U.S. General Social Survey in 2004 and (b) to examine the measurement invariance of the 16 DSES items between women and men in the same data to see whether any of the items are favoring or biased toward either women or men. The one-factor confirmatory factor analysis (CFA) model fit our data better than the two-factor CFA models because of high correlations between the two factors (r > .90). The fit of the one-factor CFA to our sample data was improved when we specified seven correlated residuals suggested by overlapping item content and large modification indices. The ensuing measurement invariance testing of the one-factor CFA model with seven correlated residuals supported full measurement invariance of factor loadings, thresholds, and residual variances, as well as factor variances between the women and the men. Yet the factor mean for the women was .841 units (Cohen’s d = .496) higher than it was for the men, indicating that higher levels of daily spiritual experiences for women reported in gender comparison studies in the United States are not likely to be an artifact of bias in the questionnaire.     

Depressive symptoms, social support, and personal health behaviors in young men and women.

This study investigated the relationship of depressive symptoms, social support, and a range of personal health behaviors in 2,091 male and 3,438 female university students from 16 countries. Depressive symptoms and social support were measured using the short Beck Depression Inventory and the Social Support Questionnaire; 9 personal health behaviors were also assessed. After the authors took age, social support, and clustering by country into account, depressive symptoms were significantly associated with lack of physical activity, not eating breakfast, irregular sleep hours, and not using a seat belt in both men and women, and additionally with smoking, not eating fruit, and not using sunscreen among women. Low social support was independently associated with low alcohol consumption, lack of physical activity, irregular sleep hours, and not using a seat belt in men and women. Bidirectional causal pathways are likely to link health behaviors with depressed mood.     

Competition and men’s face preferences

Several studies have examined potentially adaptive shifts and sources of individual differences in women’s face preferences, but relatively few studies have looked for similar findings in men. Evidence suggests that men of higher mate-value may be better placed to compete for relationships with higher-quality women, and that contest competition may influence men’s perceptions of dominance. Here, we looked at the effects of winning/losing in male–male competition on men’s face preferences. Participants were randomly and unknowingly assigned to either win or lose the first-person shooter video game Counter-Strike: Source against an unseen male confederate who could control the outcome through game cheats. We found that, compared to men assigned to the losing condition, men assigned to the winning condition had significantly (p = 0.012) higher preferences for women’s facial femininity. Results suggest that the outcomes of male–male competition may alter men’s mate preferences.     

Effects of Gender and Dominance on Leadership Emergence: Incentives Make a Difference

Several decades of laboratory research have shown that high-dominant women, when paired with low-dominant men, are less likely than expected to emerge as leaders on gender-neutral tasks. The current study was designed to investigate the impact of an incentive on leadership emergence in mixed-gender pairs in which one member was high in personality dominance and one was low. Across incentive conditions, men high in personality dominance were more likely than women to emerge as leaders. Under the no-incentive condition, personality dominance relative to men did not significantly improve women’s leadership likelihood; men were more likely to emerge as leaders regardless of personality dominance. However, under the incentive condition, high-dominant women were significantly more likely to emerge as leaders than were their low-dominant male counterparts, and high-dominant men were also more likely than low-dominant women to emerge as leaders.     

PERCEPTIONS OF FEMALE/MALE PRESIDENTIAL CANDIDATES: Familial and Personal Situations

A factor mediating attitudes toward female/male political candidates may be the potential effect of a candidate's private life. The impact of a familial situation on attitudes towards a hypothetical presidential candidate was investigated in Study 1. Although main effects for candidate sex and familial situation were found, our data did not support differential effects by candidate sex. In Study 2 the potential impact of a candidate's personal problem was examined. A male with past psychological problems was perceived as more electable than three of four female candidates. In both studies, male candidates were perceived as more likely to win the election than were female candidates.     

Taking a taxi: Front or back seat? The effects of gender and community size

A study of seat choice, front or back, of solo taxi passengers found that a significantly greater number of men than women sat next to the driver in large urban areas, but that no sex difference in front-seat choice appeared in smaller communities. Very few women taxi drivers were observed. The data were interpreted in terms of sex differences in feelings of security, with solo women feeling more vulnerable than men, particularly in large cities.     

GENDER ROLE AND POLITICAL OFFICE

Women are less represented in prestigious national political offices than they are in state and local offices. How this underrepresentation may be related to perceived characteristics of office and candidate are explored in the two studies described here. In Study 1, the "masculinity/femininity" of local, state, and national offices was analyzed; all levels of office were rated as more "masculine" than "feminine." In Study 2, the sex as well as the gender role of a hypothetical presidential candidate was varied. "Masculine" and male candidates were evaluated as being more competent on presidential tasks such as dealing with terrorism; "feminine" and female candidates were rated higher on tasks such as solving problems in our educational system. Men, regardless of gender role, were perceived as being more likely to win a presidential election, and "masculine" tasks were evaluated as being more important than "feminine" presidential tasks. Implications for future female politicians are discussed.     

Sex differences in in-group cooperation vary dynamically with competitive conditions and outcomes

Men's but not women's investment in a public goods game varied dynamically with the presence or absence of a perceived out-group. Three hundred fifty-four (167 male) young adults participated in multiple iterations of a public goods game under intergroup and individual competition conditions. Participants received feedback about whether their investments in the group were sufficient to earn a bonus to be shared among all in-group members. Results for the first trial confirm previous research in which men's but not women's investments were higher when there was a competing out-group. We extended these findings by showing that men's investment in the in-group varied dynamically by condition depending on the outcome of the previous trial: In the group condition, men, but not women, decreased spending following a win (i.e., earning an in-group bonus). In the individual condition, men, but not women, increased spending following a win. We hypothesize that these patterns reflect a male bias to calibrate their level of in-group investment such that they sacrifice only what is necessary for their group to successfully compete against a rival group.     

Sex Differences in Evaluations of Female and Male Victims' Responses to Assault

In an investigation of perceptions of victim response to assult, 84 female and 70 male subjects read a narrative in which either a female or a male victim was roughly assaulted by a male stranger. The victim was described as either offering no resistance, resisting in a verbally aggressive manner, or resisting in a physically aggressive manner. Results of 3 × 2 × 2 ANOVA's revealed that women and men expected different outcomes for aggressive victim resistance. Women anticipated a worse outcome than did men, especially for victims who resisted. Men expected the most favorable outcome for the victim when he or she fought with the assailant; women expected the most positive outcome with nonresistance, especially for female victims. Female victims were seen as much more likely than male victims to be raped by the assailant. Women rated rape as a more likely outcome for physically aggressive victims while men considered rape least likely when the victim fought back. Sex differences in evaluations of victim resistance are discussed in terms of identification and empathy with the victim, goals of the victim's response strategy, and the expected effectiveness of aggressive and nonaggressive reactions to attack.     

Service priority in department stores: The effects of customer gender and dress

Service priority refers to the condition when one customer is served before another and represents a dimension of customer service that is likely to affect customer satisfaction. Are men more likely to receive service priority than women? To investigate this question, a field experiment was conducted using a 2×3×2 factorial design with sex of the clerk, gender of the department, and customer dress as the main effects. The results indicate that men do receive service priority, and this finding held constant across the variety of conditions studied.     

Gender moderates the relation between implicit and explicit self-esteem

Relative to men, women are more strongly socialized to trust their feelings and intuitions. We thus expected that the association between implicit and explicit self-esteem would be stronger for women than for men. That is, if implicit self-esteem contains a large intuitive, experiential or affective component, then people who are in touch with their feelings and intuitions should be more likely to report explicit self-esteem scores that are congruent with their implicit self-esteem scores. Six studies supported this idea by showing that the association between implicit and explicit self-esteem is indeed stronger for women than for men. This finding held in three different cultures and for two different measures of implicit self-esteem. We discuss the implications of this finding for debates regarding the nature and validity of implicit self-esteem.     

The Balance of Power in Romantic Heterosexual Couples Over Time from “His” and “Her” Perspectives

In this investigation, the balance of power between men and women in romantic relationships was examined with a sample of 101 heterosexual couples, some of whom were surveyed up to jive times over a four-year period. A majority of the participants (who were primarily Caucasian and middle class) reported some imbalance in power in their relationship (53% of the men and 52% of the women on a global measure of power; 67% of the men and 65% of the women on a measure of decision making). The longitudinal data indicated that perceptions of power were quite stable over time. When power imbalances in relationships occurred, the male partner was more likely than the female to be seen as the power holder, although these differences were statistically significant only for men (full sample). In support of W. Waller's principle of least interest [(1937) The Family: A Dynamic Interpretation, New York: Gordon], being the less emotionally involved partner in the relationship was associated with greater power. We further found that men were more likely than women to perceive themselves as the less emotionally invested partner. Perceptions of power balance were generally unrelated to either relationship satisfaction or to the likelihood that the couple broke up over time. In one exception, men who perceived their relationship to be equal in power (but not decision making) reported the highest level of satisfaction. We conclude that the balance of power still often favors men in these romantic couples (especially in decision making), although couples do not always agree on their perceptions, with male partners tending to see more male dominance than females.     

The Impact of Gender on the Review of the Curricula Vitae of Job Applicants and Tenure Candidates: A National Empirical Study

The purpose of this study was to determine someof the factors that influence outside reviewers andsearch committee members when they are reviewingcurricula vitae, particularly with respect to the gender of the name on the vitae. The participants inthis study were 238 male and female academicpsychologists who listed a university address in the1997 Directory of the American PsychologicalAssociation. They were each sent one of four versions of acurriculum vitae (i.e., female job applicant, male jobapplicant, female tenure candidate, and male tenurecandidate), along with a questionnaire and aself-addressed stamped envelope. All the curricula vitaeactually came from a real-life scientist at twodifferent stages in her career, but the names werechanged to traditional male and female names. Althoughan exclusively between-groups design was used to avoidsparking genderconscious responding, the resultsindicate that the participants were clearly able todistinguish between the qualifications of the jobapplicants versus the tenure candidates, as evidenced bysuggesting higher starting salaries, increasedlikelihood of offering the tenure candidates a job,granting them tenure, and greater respect for theirteaching, research, and service records. Both men andwomen were more likely to vote to hire a male jobapplicant than a female job applicant with an identicalrecord. Similarly, both sexes reported that the male job applicant had done adequate teaching,research, and service experience compared to the femalejob applicant with an identical record. In contrast,when men and women examined the highly competitive curriculum vitae of the real-life scientist whohad gotten early tenure, they were equally likely totenure the male and female tenure candidates and therewas no difference in their ratings of their teaching, research, and service experience. There was nosignificant main effect for the quality of theinstitution or professional rank on selectivity inhiring and tenuring decisions. The results of this study indicate a gender bias for both men and womenin preference for male job applicants.     

PREFERRING "HOUSEWIVES" TO "FEMINISTS"

Four studies are described outlining the favorability of attitudes toward women. In Study 1, participants indicated their attitudes toward women and men and their construal of the term "women". The results revealed that women were evaluated more favorably than men, but that male right-wing authoritarians (RWAs) who construed women as referring primarily to feminists were least favorable in their attitudes. In Study 2, participants indicated their attitudes toward both "housewives" and "feminists". The results revealed that feminists were evaluated less favorably than housewives, and that the most negative attitudes toward feminists were expressed by authoritarian men. Study 3 revealed that high-RWA males held more negative symbolic beliefs concerning feminists (i.e., beliefs that feminists failed to promote participants'values) and that these beliefs accounted for variation in attitudes among high RWAs and much of the RWA-attitude relation. Finally, Study 4 revealed that high RWAs perceived greater value dissimilarity between them-selves and feminists. The implications of the findings for future research are discussed.