EMPOWERING TOKEN WOMEN LEADERS

We hypothesized that, in a masculine task, only token women leaders who were empowered through position (by being appointed leader) and expertise (trained with task-relevant information) and legitimated by a male experimenter as credible would be more effective in influencing the performance of their all-male groups than appointed-only and appointed-trained leaders. Thirty women undergraduates each led a small group of male students on a moon survival task. The hypothesis was supported. Videotapes of group interactions revealed that appointed-trained leaders interrupted group members and used tentative tag questions in failed attempts to share their task-relevant knowledge. In addition, group members reported the most dissatisfaction with appointed-trained leaders who, without legitimacy, violated diffused gender roles by presuming to be expert on a masculine task. The importance of the organizational empowerment of token women is underscored.     

Effects of subliminal stimulation on masculinity-femininity ratings of a male model

The effects of subliminal stimulation on masculinity-femininity ratings of a male model were tested for 100 male undergraduates, randomly divided into four groups and individually shown a slide of a male model. One group received no further stimulation. A second group received a subliminal flash of white light across the image of the model; a third group was presented with the subliminal message "masculine," while a fourth group was presented with the subliminal message "feminine." Subjects were asked to rate the model on a six-point scale of masculinity-femininity. The differences in ratings among groups were not significant, indicating that subliminal stimulation did not influence masculinity-femininity value-norm-anchor judgments. There were no significant differences in the reported perception of additional stimuli or the tendency to be relaxed among the four groups. However, subjects who received the "masculine" message and reported that they were more relaxed did tend to rate the model higher in masculinity.     

Adult perceptions of the infant as a function of gender labeling and observer gender

Four hundred sixty four adults rated a videotape of the activities of a 22-month-old infant whose gender was labeled differently with different subject groups. One group was told that the infant was male, a second group was told that the infant was female, and a third group was told that the infant was hermaphrodite, i.e., appeared to have the genitals of both sexes. Some subjects rated each activity as being either masculine or feminine (forced-choice method) while other subjects rated each activity with a neutral choice also available (free-choice method). The data indicate that, for both methodological groups, labeling the infant “male” resulted in significantly more activities being rated masculine than feminine, whereas the converse was true when the infant was labeled “female.” A label of “hermaphrodite” resulted in an approximately equal ratio of activities being rated as masculine and as feminine. There were no significant interaction (Gender Label × Observer Gender) for the forced-choice group, but for the free-choice group, significant interaction between child's gender label and observer's gender was found.     

Gender and gender-role categorization of emergent leaders: A critical review and comprehensive analysis

The influences of gender and gender role on emergent leadership in initially leaderless groups were examined. Subjects were multi-ethnic, multi-racial domestic and international M.B.A. students engaged in gender-neutral group projects throughout the term. The BSRI was administered near the beginning of the term and leader emergence measures were collected at the end of the term after many weeks of group interaction. Using leader emergence measures which allowed for the possibility of multiple group leaders, both masculine and androgynous group members emerged as leaders. In groups with one sole leader, masculine types were more likely to be nominated as the single leader than any other gender-role type. There were no gender effects on any measure of leader emergence.     

Sex-role identity and male and female homosexuality

The incidences of sex-role outcome within homosexual and heterosexual male and female young adult samples were compared using a fourfold typology (both masculine and feminine, masculine, feminine, neither masculine nor feminine). Sex-role identity disparities between the female groups were more clear-cut; the most striking difference was the high incidence of masculinity (60%) within the homosexual female group. No significant differences for males were found, although a trend was noted toward higher incidence of femininity and lower incidence of masculinity in homosexuals. The second purpose of the study was to search for possible developmental antecedents to heterosexual deficit in unselected college samples. The same key pattern of psychometric indices was identified for males and females. Low heterosexuality and the closest approximation to the modal sex-role identity among homosexuals of their sex were found in females primarily identified with masculine fathers and low in role consistency and in males primarily identified with feminine mothers and low in role consistency.     

Sex Roles in Management: The Impact of Varying Power of Speech Style on Union Members' Perception of Satisfaction and Effectiveness

Effective management has traditionally been associated with men and masculine characteristics. In this study, I focused on manager communication, specifically the perceived effects of stereotypical gender/power speech styles. Union members viewed and rated a male and a female manager on videotape using three gender/power speech styles: stereotypical masculine (powerful), stereotypical feminine (powerless), and mixed gender/power. Union respondents judged both the male and female manager using the mixed gender/power speech style as most effective and as being associated with the most satisfied employees.     

Sex roles in management: the impact of varying power of speech style on union members' perception of satisfaction and effectiveness.

Effective management has traditionally been associated with men and masculine characteristics. In this study, I focused on manager communication, specifically the perceived effects of stereotypical gender/power speech styles. Union members viewed and rated a male and a female manager on videotape using three gender/power speech styles: stereotypical masculine (powerful), stereotypical feminine (powerless), and mixed gender/power. Union respondents judged both the male and female manager using the mixed gender/power speech style as most effective and as being associated with the most satisfied employees.     

The Employment Interview: The Role of Sex Stereotypes in the Evaluation of Male and Female Job Applicants in the Netherlands1

This field study focused on the influence of sex stereotypes in the evaluation of male (N=38) and female (N=21) job applicants in the Netherlands. The employee selection process for higher-level technical and academic jobs in real life situations was studied, with special attention to the assessment of applicants by members of selection committees. It was demonstrated that, according to the job interviewers, the ideal applicant had more masculine than feminine traits. Males and females were regarded as having the same qualifications for the job, but because male applicants were assessed as having more masculine characteristics and female applicants more feminine characteristics, the male applicants were accepted more often. The job interviewers acted according to a fit model: The applicant most similar in traits to the ideal applicant was hired for each job.     

What do men want? Male rituals of initiation in group psychotherapy

Men in mixed-gender psychotherapy groups form male subgroups that serve the cause of gender identity development. The resulting enhancement of masculine identifications allows men to more fully participate in the interactional work of the whole group. The author details four stages in the evolution of the male subgroup, and compares these stages to the structure and function of initiation ceremonies in traditional societies.     

Gender-role adoption and sex as academic and psychological risk factors

Five hundred and ten first-year junior high school students were administered a battery of psychological tests. On the basis of their scores from two gender-role adoption measures, three smaller groups were extracted within each biological sex: masculine, feminine, and undifferentiated individuals. Feminine students reported a greater amount of discomfort (vulnerability). A battery of tests administered toward the end of that school year revealed that females attained greater neuroticism and alienation scores than did their male peers. Possible explanations for this pubescent self-report of maladjustment are the more masculine orientation of the junior high school in comparison to the elementary school and the menarche.The authors wish to thank Ms. S. Chesterman, Regional Director of the Montreal Catholic School Commission, and Mr. K. Quinn, Principal of Sir Wilfred Laurier Junior High School, for granting us permission to disrupt school activities in order to test their students. We also wish to acknowledge the assistance of the following members of Sir Wilfred Laurier: Mr. O. Hruby, Vice-Principal; Sr. G. Larocque, Vice-Principal; Mr. S. Radeschi, key teacher; and members of the administrative and teaching staff.     

THE RELATIONSHIP BETWEEN SEX ROLE ORIENTATION, SELF ESTEEM, AND SEX-TYPED OCCUPATIONAL CHOICE OF COLLEGE WOMEN

This study assessed the relationship between sex role orientation, self esteem, and occupational choice. A random sample of one hundred forty-four college women in a feminine-typed occupational field of study and 143 college women in a masculine-typed occupational field of study completed self-report measures to assess sex role orientation (androgynous, masculine, feminine, or undifferentiated) and self-esteem. Comparisons of occupational groups revealed a significantly higher level of self-esteem in the feminine-typed occupational group as opposed to the masculinetyped group. The masculine women in the feminine occupational group and the androgynous women in both groups had significantly higher levels of self-esteem than the masculine women in the masculine occupational group. Implications of findings and future research directions are discussed.     

Who Cares What She Thinks, What Does He Say? Links between Masculinity, In-Group Bonding and Gender Harassment

Previous research has linked threats to masculinity and gender harassment, the most pervasive form of sexual harassment. Using a computer harassment paradigm, an ingroup bonding explanation of this link was directly examined. The study was conducted with heterosexual male undergraduate students from an inner city Australian university. Participants received a threat to masculinity before being exposed to an ostensible gender ingroup member whose reaction to sexist jokes was manipulated. Data from 74 participants revealed that men high on conformity to masculine norms altered their behavior to correspond with feedback from the gender ingroup member after a masculinity threat, whereas men low on conformity to masculine norms rejected gender ingroup feedback after a masculinity threat. A variable examining reported liking of the gender ingroup member produced a similar pattern, while no changes were observed in reported liking of a gender outgroup member These results suggest that the perceived response of other members of the gender ingroup, but not members of the gender outgroup, influence men’s proclivity to enact gender harassing behaviors.     

The differential assessment of males and females as prospective employees by a sample of nonworking women

Thirty-eight women, members of a local parents' group, role-played personnel managers, assessing prospective employees in 12 occupations, defined a priori as masculine or feminine, and ranking the occupations in terms of a prestige hierarchy. Candidates described as female were somewhat devalued in high status masculine careers, but this trend was not consistent. Highly qualified applicants were preferred overall, but level of competence did not induce differential appraisals by sex of applicant. Failure to discover a more pervasive prejudice against women was postulated as reliant on subject sample, and exploitative advantage to the assessor was suggested as the strongest predictor of a promale bias.     

“Too Blessed to be Stressed”: A Rural Faith Community’s Views of African-American Males and Depression

Among African-Americans, the faith community has a long history of providing support to its members. Because African-American men tend to delay and decline traditional depression treatment, the faith community may be an effective source of support. The aim of this study was to determine how a rural African-American faith community describes and perceives experiences of depression among African-American males. A convenience sample of 24 men and women participated in focus groups and interview. Four themes were identified: defining depression, etiology of depression, denial of depression, and effect of masculine roles on depression experience.     

Masculinity,status, and subordination: Why working for a gender stereotype violator causes men to lose status

Occupying gender stereotype-incongruent roles can lead individuals to lose status and earn a lower salary. The present research examined whether merely working for a supervisor in a gender-atypical occupational role leads a subordinate to lose status. Two studies found that male subordinates of gender deviants (i.e., a female supervisor in a masculine domain or a male supervisor in a feminine domain) were accorded lower status and were paid less than male subordinates of supervisors in gender-congruent roles (i.e., a female supervisor in a feminine domain or a male supervisor in a masculine domain). However, the status of female subordinates was unaffected by working for a gender atypical supervisor. Moreover, the status loss for male subordinates was mediated by a perceived lack of masculinity. Thus, establishing the male subordinate's masculine credentials eliminated the bias.     

Sex of subject and gender identity as factors in humor appreciation

Appreciation of cartoon humor was examined in male and female college students who had been categorized into one of four gender identity groups (masculine, feminine, androgynous, undifferentiated) on the basis of Bem's Sex Role Inventory. Results indicated that males preferred sexual humor more than absurd humor, while females showed the reverse pattern. Furthermore, gender identity was related to humor appreciation only for females. While feminine females preferred absurd humor more than sexual humor, masculine and androgynous females were more appreciative of sexual humor. Finally, masculine, feminine, and undifferentiated males, as well as masculine and androgynous females, showed greater appreciation of sexual humor which portrayed females, as opposed to males, as the sex object or brunt of the joke.     

Sexual identification and gender identity among father-absent males

The present study used multiple measures of sexual identification and of gender identity to determine discriminant functions in order to classify 100 college males and 100 females. These functions were then applied in classification of a separate sample of 50 father-absent and 50 father-present males as masculine or feminine for sexual identification and for gender identity. True similarity to response patterns of a female sample, as reflected in differences in classification rates for father-present and -absent groups, was not observed for either variable. However, substantial support was obtained for a positive association between father absence for male subjects and less masculine gender identity. Different elements of family structure were observed to be associated with the development of sexual identification among father-absent and father-present males. Sons of mothers who remained single after the father's absence were more frequently classified female in sexual identification than were sons of mothers who remarried. Within intact families, a positive father-son relationship was associated with masculine sexual identification.     

Gender typing of game choices and qualities of boys' play behavior

Relationships between gender choices and both movement patterns and social behavior were studied in first- and second-grade boys. Three-child, structured play groups were each composed of a boy whose mother saw him as high masculine in play preference on the Games Inventory, one seen as average, and one low masculine. Behaviors rated from videotapes included gender presentation variables, (e.g., leg separation), indicators of dominance and personal comfort (e.g.,range of movements), and indicators of social skill and peer response (e.g., interaction initiations). The low masculine boys were found to be the most feminine in their gender presentation, least dominant and aggressive, and the least socially successful of the boys. The greatest difference was between the low and the high masculine boys. The average masculine boys' scores were generally intermediate,but more similar to the low masculine boys on some variables and more similar to the high masculine boys on others. These conclusions apply to a group interaction play task, but not to an initial noninteractive play task. A secondary study in which girls played with low and average masculine boys is also reported. Here it was found that low masculine boys were generally intermediate between average boys and girls on gender presentation and dominance variables, but lowest of the groups on social interaction variables. The authors appreciate the comments of Peter Bentler and Spencer Thompson on a draft of this paper, the assistance of Laura McCain in running subjects and scoring tapes, and the expertise of Shu-Yeng Wong for computer programming.     

Subdomains of Gender‐Related Occupational Interests: Do They Form a Cohesive Bipolar M‐F Dimension?

In four studies, with a total of 1780 male and 2969 female participants, subdomains of masculine and feminine occupations were identified from sets of occupational preference items. Identified masculine subdomains included "blue-collar realistic" (e.g., carpenter), "educated realistic" (electrical engineer), and "flashy, risk-taking" (jet pilot). Feminine subdomains included "fashion-related" (fashion model), "artistic" (author), "helping" (social worker), and "children-related" (manager of childcare center). In all studies, principal components analyses of subdomain preference scales showed that masculine subdomains were bipolar opposites of feminine subdomains. This bipolar structure emerged in analyses conducted on combined-sex groups, high-school boys, high-school girls, men, women, heterosexual men, gay men, heterosexual women, and lesbian women. The results suggest that, although there are distinct masculine and feminine occupational subdomains, gender-related occupational preferences, nonetheless, form a replicable, cohesive, bipolar individual difference dimension, which is not an artifact of studying mixed-sex or mixed-sexual-orientation groups.