Antecedents and Consequences of Perceived Personal Gender Discrimination: A Study of Solicitors in Hong Kong

Informed by social identity theory, we developed a model to examine the antecedents and consequences of perceptions of personal gender discrimination. In the model, gender, gender identity, and perceived gender bias against women are considered as salient predictors of perceived personal gender discrimination, and organizational commitment and intentions to leave are considered as the outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of practicing solicitors in Hong Kong. We found that (a) women perceived more personal gender discrimination and gender bias against women than did men, (b) gender moderated the relationship between perceived gender bias against women and perceived personal gender discrimination, (c) the positive effect of gender bias against women on gender discrimination was more strongly positive for women than for men, and (d) perceived personal gender discrimination affected organizational commitment and intentions to leave. Theoretical and practical implications are discussed.     

Perceptions of Gender Differences in Self-Report Measures of Emotional Intelligence

Emotional Intelligence (EI) refers to the abilities/competencies that an individual has about emotions and has proven to be related to positive aspects in life. Despite its growing relevance, results about the existence and magnitude of gender differences have been inconclusive, with some studies suggesting that such differences depend on the theoretical approach and type of instrument used. In an effort to better understand these relationships, this study examined the stereotyped nature of self-report instruments of EI from the two main theoretical EI approaches (ability-based and mixed models). Two hundred sixty Spanish undergraduates from a university in the South of Spain indicated the extent to which they considered several EI competences as typical of women/men. Results show that most EI dimensions are biased by gender stereotypes, in terms of being perceived as more characteristic of one gender or the other. An in-group gender bias appeared particularly among female participants whereby they attributed higher scores to women than to men in most EI dimensions. Men also favored men giving higher scores than women did in some of the dimensions. These results suggest that self-report EI measures may be influenced by gender stereotypes, which has relevant implications for EI researchers.     

Gender Bias Produces Gender Gaps in STEM Engagement

We explored whether the existence of gender bias causes gender gaps in STEM engagement. In Experiment 1 (n?=?322), U.S. women projected less sense of belonging, positivity toward, and aspirations to participate in STEM than did men when exposed to the reality of STEM gender bias. These gender differences disappeared when participants were told that STEM exhibits gender equality, suggesting that gender bias produces STEM gender gaps. Experiment 2 (n?=?429) explored whether results generalized to a specific STEM department, and whether organizational efforts to mitigate gender bias might shrink gender gaps. U.S. women exposed to a biased chemistry department anticipated more discrimination and projected less sense of belonging, positive attitudes and trust and comfort than did men. These gender differences vanished when participants read about an unbiased department, again suggesting that gender bias promotes STEM gender gaps. Further, moderated mediation analyses suggested that in the presence of gender bias (but not gender equality), women projected less positive attitudes and trust and comfort than did men because they experienced less sense of belonging and anticipated more discrimination. Results were largely unaffected by whether departments completed a diversity training, suggesting that knowledge of diversity initiatives alone cannot close STEM gender gaps.     

Political Ideology Outdoes Personal Experience in Predicting Support for Gender Equality

Indices of gender equality provide an inconsistent picture of current gender inequality in countries with relatively high equality. We examined women's and men's subjectively perceived gender inequality and their support for gender equality in the general population and in politicians, respectively, in three countries with relatively high gender equality: the United States, the United Kingdom, and Germany (total N = 1,612). In both women's and men's perceptions, women were treated more unequally than men. However, the inequality that women perceived was larger than the inequality men perceived. Additionally, women reported they personally experience less inequality than women as a group (person-group discrepancy). Finally, women's and men's left/liberal (vs. right/conservative) political ideology turned out to be a relatively more powerful predictor of support for gender equality than perceived personal and societal inequality. We discuss reasons for why political ideology emerged as the strongest predictor of equality support and sketch out implications for policy efforts toward promoting gender equality.     

Capturing the psychopathic female: a prototypicality analysis of the comprehensive assessment of psychopathic personality (CAPP) across gender

Psychopathy in women has been subject to little systematic investigation; no coherent conceptualization of the disorder in women exists. Previous research is constrained by the reliance both on a male conceptualization of psychopathy and on assessment instruments developed, and primarily validated, with men. This study utilized a newly developed, broad, personality-based, and gender-sensitive lexical model of psychopathy, the Comprehensive Assessment of Psychopathic Personality (CAPP). Prototypical analysis was used to explore gender differences in the construct and the content validity of the CAPP model across gender. Symptoms were rated by international mental health professionals (N = 132). The findings support the content validity of the CAPP across gender and suggest that – at symptom and domain levels – psychopathic men and women have key similarities, but also that important gender differences exists. This has implications for the assessment of psychopathy in women, and has relevance for the proposed revision of diagnostic criteria for personality disorders. Copyright © 2011 John Wiley & Sons, Ltd.     

Gender differences in comorbid disorders among offenders in prison substance abuse treatment programs

This study examined gender differences in a range of lifetime psychiatric disorders in a sample of 272 offenders newly admitted to a prison substance abuse program. Although these men and women did not differ in severity of substance use in the six months prior to incarceration, women were significantly more likely than men to report a lifetime psychiatric disorder and a lifetime severe disorder. Furthermore, gender differences emerged in the pattern of lifetime psychiatric comorbidity. Women reported greater lifetime major depression, posttraumatic stress disorder, eating disorder, and borderline personality disorder; men were more likely than women to meet criteria for antisocial personality disorder. Additionally, female offenders were found to have a higher degree of internalizing disorders than male offenders, but there were no gender differences in degree of externalizing disorders. The study concluded that women offenders newly admitted to a prison substance abuse program present with a greater psychiatric vulnerability and a different pattern of psychiatric comorbidity than their male counterparts.     

Gender bias in diagnostic criteria for personality disorders: an item response theory analysis

The authors examined gender bias in the diagnostic criteria for Diagnostic and Statistical Manual of Mental Disorders (4th ed., text revision; American Psychiatric Association, 2000) personality disorders. Participants (N=599) were selected from 2 large, nonclinical samples on the basis of information from self-report questionnaires and peer nominations that suggested the presence of personality pathology. All were interviewed with the Structured Interview for DSM-IV Personality (B. Pfohl, N. Blum, & M. Zimmerman, 1997). Using item response theory methods, the authors compared data from 315 men and 284 women, searching for evidence of differential item functioning in the diagnostic features of 10 personality disorder categories. Results indicated significant but moderate measurement bias pertaining to gender for 6 specific criteria. In other words, men and women with equivalent levels of pathology endorsed the items at different rates. For 1 paranoid personality disorder criterion and 3 antisocial criteria, men were more likely to endorse the biased items. For 2 schizoid personality disorder criteria, women were more likely to endorse the biased items.     

Gender bias in caregiving professions: The role of perceived warmth

One hypothesized reason for why a disproportionately low number of men enter caregiving fields is how such men are perceived. In two studies, drawing upon the Stereotype Content Model and the lack‐of‐fit model, we tested whether men would encounter more social (e.g., likeability bias) and economic (e.g., hiring or job opportunity bias) penalties than women in caregiving professions due to perceptions that men are less warm than women. In all three studies, we created job or employment materials in which the gender of the candidate or employee was manipulated. In Study 1, a female preschool teacher received higher warmth ratings than a male preschool teacher, which in turn predicted preference for the female teacher over the male teacher. In Study 2, a female social worker was rated more highly in warmth and job hireability than a male social worker; warmth also mediated the relationships between gender and both likeability and job hireability. In Study 3, a male preschool teacher was rated lower in warmth, likeability, job hireability, and job suitability than both a female preschool teacher and a preschool teacher with an unspecified gender. There were no differences between perceived competence of men and women in caregiving positions when competence was assessed. Implications for the factors that predict adverse reactions to and penalties against men in caregiving occupations, as well as interventions to combat the potential negative effects of such penalties on men's interest in caregiving careers, are discussed.     

Gender Differences in Self-Reports of Depression: The Response Bias Hypothesis Revisited

This study was designed to revisit the response bias hypothesis, which posits that gender differences in depression prevalence rates may reflect a tendency for men to underreport depressive symptoms. In this study, we examined aspects of gender role socialization (gender-related traits, socially desirable responding, beliefs about mental health and depression) that may contribute to a response bias in self-reports of depression. In addition, we investigated the impact of two contextual variables (i.e., cause of depression and level of intrusiveness of experimental follow-up) on self-reports of depressive symptoms. Results indicated that men, but not women, reported fewer depressive symptoms when consent forms indicated that a more involved follow-up might occur. Further, results indicated differential responding by men and women on measures of gender-related traits, mental health beliefs, and beliefs about depression and predictors of depressed mood. Together, our results support the assertion that, in specific contexts, a response bias explanation warrants further consideration in investigations of gender differences in rates of self-reported depression.     

Gender bias triggers diverging science interests between women and men: The role of activity interest appraisals

Women leave science fields at greater rates than men, and loss of interest is a key motivator for leaving. Although research widely demonstrates effects of gender bias on other motivational processes, whether gender bias directly affects feelings of interest toward science activities is unknown. We used a false feedback paradigm to manipulate whether women (Study 1) and men (Study 2) participants perceived the reason for feedback as due to pro-male bias. Because activity interest also depends on how students approach and perform the activity, effects of biased feedback on interest appraisals were isolated by introducing gender bias only after the science activity was completed. When the feedback was perceived as due to pro-male bias, women (Study 1) reported lower interest and men (Study 2) reported greater interest in the science activity, and interest, in turn, positively predicted subsequent requests for career information in both studies. Implications for understanding diverging science interests between women and men are discussed.     

Sexism,rape myths and feminist identification explain gender differences in attitudes toward the #metoo social media campaign in two countries

ABSTRACT

On October 15, 2017, actress Alyssa Milano popularized the #metoo campaign, which sought to expose the prevalence of sexual harassment and assault in public domains by encouraging victims to share their experiences on social media using the hashtag metoo. The online campaign rapidly grew to a global phenomenon, which was generally well supported. However, some criticized the campaign online as a battle of the sexes, which pits men against women. Our cross-cultural research investigated whether gender differences in attitudes and feelings toward #metoo are due to underlying differences in ideologies and experiences that only partly overlap with gender. We surveyed respondents in the United States, where the campaign began, and in Norway, a highly gender-egalitarian country. In both countries, men expressed less positivity toward #metoo than women and perceived it as substantially more harmful and less beneficial. These gender differences were largely accounted for by men being higher than women in hostile sexism, higher in rape myth acceptance, and lower in feminist identification. The results, hence, suggest that gender differences in attitudes to social media campaigns such as #metoo might be best characterized as dimensional ideological differences rather than fundamental group differences.     

Premise Acceptability and Message Effectiveness

Previous research shows inconsistent evidence in regard to gender differences in optimism for experiencing a happy marriage or avoiding divorce depending on whether optimism is measured as comparative optimism (thinking you are better off than your peers) or as personal optimism (estimating your own chances). Results from four samples of unmarried college students (N = 814) indicated that men exhibited greater comparative optimism than women for having a happy marriage but not for getting divorced. For having a happy marriage and avoiding divorce, men exhibited greater personal optimism relative to women. Experience (with parental divorce) moderated the gender difference in personal optimism and perceived control partially mediated the gender difference in comparative optimism (but only for having a happy marriage) and in personal optimism (for both having a happy marriage and avoiding divorce). Results are discussed as they relate to the existing literatures on risk perception and gender differences in romantic relationships.     

Accuracy and Bias in Stereotypes about the Social and Political Attitudes of Women and Men

In three experiments examining the accuracy of gender stereotypes about attitudes, male and female participants estimated the attitudes of men or women on items that had been administered in the General Social Survey to assess attitudes on social and political issues. Demonstrating moderate stereotypic accuracy were correlations between (a) participants' estimates of these attitudes and (b) the criterion attitudes of male and female survey respondents and sex differences in the criterion attitudes. Nevertheless, analyses of discrepancies between the estimated and criterion attitudes revealed a systematic bias by which participants consistently underestimated men's support for female-stereotypic positions on issues. Further analyses of these data suggested that this error rose from perceptions that men would oppose policies that favored women's interests. In contrast, perceived female group interest functioned as a cue to accuracy in estimating women's attitudes.     

Gender differences in unrealistic optimism about marriage and divorce: are men more optimistic and women more realistic?

Two studies (n = 497) examine gender differences in "unrealistic optimism" in beliefs of marriage using a Taiwanese population. Unrealistic optimism is defined as the beliefs that positive (negative) events are more (less) likely to happen to one's self versus others. Although the bias is robust, it has been shown to be lower among people with an interdependent orientation, specifically those from a collectivist culture (e.g., Taiwan). We find that the unrealistic optimism bias is stronger (Study 1) and more resilient to change when base rates are provided (Study 2) for men as compared to women. Results are consistent with the interpretation that men have a less relationally interdependent self-construal than women. Theoretical implications for unrealistic optimism, cross-cultural psychology, as well as gender differences are discussed.     

Gender differences in social support for socially anxious individuals

Given that social anxiety disorder is a common, chronic, debilitating disorder and socially anxious women appear to have different experiences related to social development and social support than men, it is essential that the gender differences in social anxiety and social support be understood. The present study examined perceived social support quantity and satisfaction in 23 women and 28 men seeking treatment for social anxiety disorder. Contrary to expectations, men and women did not differ on measures of social support. However, younger, unmarried women reported having smaller social support networks and less satisfaction with their social support networks than older, married women. Analyses of socially anxious men did not reveal such a pattern. The current study provides preliminary evidence that younger, single women have social support networks that are less satisfying than the social support networks of older, married women. Inclusion of social support modules within a cognitive behavioral treatment approach for social anxiety disorder may be warranted, particularly for young, unmarried women.     

Gender Differences in Social Support for Socially Anxious Individuals

Given that social anxiety disorder is a common, chronic, debilitating disorder and socially anxious women appear to have different experiences related to social development and social support than men, it is essential that the gender differences in social anxiety and social support be understood. The present study examined perceived social support quantity and satisfaction in 23 women and 28 men seeking treatment for social anxiety disorder. Contrary to expectations, men and women did not differ on measures of social support. However, younger, unmarried women reported having smaller social support networks and less satisfaction with their social support networks than older, married women. Analyses of socially anxious men did not reveal such a pattern. The current study provides preliminary evidence that younger, single women have social support networks that are less satisfying than the social support networks of older, married women. Inclusion of social support modules within a cognitive behavioral treatment approach for social anxiety disorder may be warranted, particularly for young, unmarried women.     

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.     

Academic Gender Bias and Women's Behavioral Agency Self-Efficacy

The relationship between academic gender bias and female students' agentic self-efficacy expectations was examined. Agentic self-efficacy expectations was defined as an individual's beliefs about her ability to successfully engage in proactive educational and career facilitative behaviors. Participants included 67 full-time junior and senior undergraduate women enrolled in traditional, nontraditional, and gender-neutral majors. Results revealed that perceived academic gender bias was significantly predictive of agentic self-efficacy expectations, above and beyond the contributions of sex role attitudes, gender concentration of major, and race/ethnicity. Implications for women's career development and future research are discussed.     

Bragging About One's School Grades: Gender Stereotyping and Students' Perception of Their Abilities in Science,Mathematics, and Language

Three studies examined stereotypes about the abilities of women and men and their implications for self-evaluation. All the three studies suggest that women are generally perceived as better than men in language and that men are generally perceived as better than women in science and math. Furthermore, Study 1 reveals that female university students in psychology who believe that men are better than women in science feel significantly less able in science, have lower self-esteem, and report lower school average than students who do not believe that men are better than women in science. Study 2 shows that female high school students in a language career track rate their own ability in science less highly and report lower school grades in math when gender stereotypes are salient than when they are not. Study 3 shows that male university students in science tend to rate their own ability in language less highly and report significantly lower school grades in language when gender stereotypes are activated prior to their self-evaluation than when they are not. Overall, the findings suggest that gender stereotypes can have detrimental consequences for self-concept of ability of both male and female students. The theoretical and practical implications of these results are discussed. This revised version was published online in August 2006 with corrections to the Cover Date.     

Gender-related biases in evaluations of sex discrimination allegations: is perceived threat the key?

Hypotheses derived from defensive attribution theory and social identity theory were tested in 3 laboratory experiments examining the effects of plaintiff and observer gender on perceived threat, plaintiff identification, and sex discrimination. In Study 1, women differentiated plaintiffs on the basis of gender, whereas men did not. Study 2 showed that this bias occurred because employment discrimination was personally threatening to women but not to men. In Study 3, the bias was reversed in a child custody context. As predicted, men found this context to be significantly more threatening than did women and subsequently exhibited a similarity bias. Mediation analyses suggested that responsibility attributions explained most of the variance in discrimination judgments associated with the plaintiff gender by observer gender interactions.