Applying the M-92, A Self-Knowledge Technique for Determining Job Aspirations and Expectations

The M-92 technique is aimed at helping teenagers become aware of: (a) the relationships between certain classic determinants such as prestige, income, and job opportunities and their system of job aspirations and/or expectations; (b) the strong and weak points in their system of information about jobs; (c) the internal structure of their system of occupational representations; and (d) possible conflicts in values or discordancies between aspirations and expectations. From a theoretical standpoint the M-92 draws directly on Coombs (1975) and Gottfredson (1981). Methodologically, it is an extension of the Hammond et al. (1988) Social Judgement Theory to the case of pair comparisons. Several concrete examples of the M-92 in use are described.     

Sex Role Expectations in Children's Vocational Aspirations and Perceptions of Occupations

To study sex role expectations, 120 boys and girls from three age groups—preschool, second grade, and fifth grade—in two socioeconomic levels were asked to name their vocational aspirations and to choose whether a man, woman, or both could do the work in 30 occupations depicted in a slide-tape series. Results indicated that sex typing was present in the way their aspirations conformed to traditional sex roles, with a significant relationship (p <.001) between sex typing of aspirations and sex of the respondents. Significant differences in responses to the occupational slides were found on the variables of sex (p <.01), grade level (p <.001), and socioeconomic level (p <.05), with greater sex typing indicated by boys than girls, by preschool children than by older children, and by lower to lower-middle class children than by middle to upper-middle class children. The study revealed a disparity between many children's perceptions of occupations as ones in which both sexes could work and their own personalized, sex-typed aspirations.     

Career Values and Aspirations of Adult Female and Male Puerto Ricans,Blacks, and Anglos

This exploratory investigation found significant variations in career values among adults of Puerto Rican, Black, and Anglo ethnic and cultural backgrounds, but no distinct differences in career aspirations.     

Male and Female Athletes' and Nonathletes' Expectations about Sport Psychology Consulting

Abstract

The purpose of this study was to explore expectations of athletes and nonathletes about sport psychology consulting. Tinsley's (1982) Expectations About Coun-seling-Brief form was revised using sport psychology terms. The revised instrument, Expectations About Sport Psychology Consulting (EASPC) questionnaire, was administered to 111 athletes (64 male and 47 female) and 166 nonathletes (72 male and 94 female) attending an NCAA Division I university. Confirmatory factor analysis showed that the data fit the hypothesized 3-factor model (i.e., personal commitment, facilitative conditions, and consultant expertise). A 2 (College Sport Participation) 2 (Gender) MANOVA and follow-up discriminant function analyses revealed that females had higher expectancies of personal commitment than did males whereas males believed that consultants were more directive and more capable of solving problems quickly than did females. No significant differences were obtained between athletes and their peers. The results indicate that the EASPC instrument might be a valuable tool for determining expectations about sport psychology consulting.     

Impact of Sex Role Differences Upon The Frame of Reference: of Male and Female Residential Real Estate Salespeople in Their Evaluation of Career Opportunities

Abstract

The influence of sex-role stereotyping upon employee performances for job rewards has been researched in great depth. Little work has been done with men and women in a commissioned sales field. This study examines the influence of sex-role stereotyping upon the communication frame of reference and upon the evaluation of a career opportunity through two new hypotheses. Evidence was found that a sex-role identity and stereotyping can influence the frame of reference and the quality of information about a career.     

Selling Task Characteristics and the Job Satisfaction of Industrial Salespeople

Abstract

Hypotheses were tested concerning the relationship between selling task characteristics and industrial salesforce job satisfaction. The specific explanatory model included the five core task variables measured by the “Job Diagnostic Survey Instrument” designed by Hackman and Lawler. The hypotheses tested were that salespersons' job satisfaction will be greater to the extent that they perceive their selling jobs to be characterized by high skill variety requirements, task identity, task significance, autonomy, and performance feedback from the job. In addition, based upon previous research in non-selling occupations, the salesperson's higher order need strength was examined as a possible moderator variable for the task characteristic/job satisfaction relationship.     

The Theory of Male Reference Group Identity Dependence: Roles of Social Desirability, Masculinity Ideology, and Collective Identity

Data from 118 college men from the southeastern United States (U.S.) were analyzed using zero-order and partial correlations to test male reference group identity dependence theory’s propositions regarding the relations of male reference group identity attitudes (i.e., no reference group, reference group dependent, reference group nondependent similarity, and reference group nondependent diversity) with traditional masculinity ideology and dimensions of men’s gender-based collective identity (i.e., affirmative evaluation of collective identity, importance of collective identity). Male reference group identity attitudes yielded theoretically-consistent relations with the affirmative evaluation and importance of collective identity. Specifically, the no reference group attitudes were correlated negatively whereas nondependent diversity attitudes were correlated positively with affirmative evaluation; the group dependent attitudes were correlated positively with importance of collective identity; and the nondependent similarity attitudes were correlated positively with both affirmative evaluation of collective identity and the importance of collective identity. This pattern reveals the differential salience of collective identity dimensions in male reference group identity attitudes, suggesting that group dependent attitudes reflect importance of collective identity without an evaluation valence, nondependent diversity attitudes reflect affirmative evaluation whereas the no reference group attitudes reflect nonaffirmative evaluation of collective identity, and nondependent similarity attitudes involve both affirmative evaluation and importance of collective identity. Additional findings added to prior data suggesting reevaluation of the posited role of traditional masculinity ideology in male reference group identity theory. The pattern of findings was not changed by controlling for self-deceptive enhancement and impression management dimensions of social desirability.     

Marital Interactions of Male versus Female Alcoholics

This study assessed the interactions of 131 alcoholic and nonalcoholic couples as they engaged in discussions of personally relevant problems. For 50 couples, the husband was alcoholic; for 15 couples, the wife was alcoholic; for 16 couples, both spouses were alcoholics; and for 50 couples, neither spouse was alcoholic. Observations were conducted during sessions when alcohol was consumed and in nondrinking sessions. Female alcoholic couples (with nonalcoholic spouses) demonstrated high negativity in the “no-drink” session, which was normalized in the drink session, suggesting an adaptive function to alcohol use. Concordant couples (both members were alcoholic) also demonstrated high negativity in the no-drink session, but exhibited increased negativity in the drink session, suggesting that concordance has a maladaptive impact on marital interaction. All alcoholic groups demonstrated greater negativity and lower positivity and congeniality in their marital interactions compared to nonalcoholic couples. Couples with male alcoholics were the least divergent from normal control couples. Unique female patterns in alcoholism are discussed in terms of adaptive and reinforcing patterns and spousal influences.     

Watching Aggressive, Attractive, Female Protagonists Shapes Gender Roles for Women Among Male and Female Undergraduate Viewers

The impact of exposure to media representations of aggressive, attractive, female protagonists on audiences?? gender role expectations for women was explored through a laboratory experiment with 122 undergraduates from a large university on the west coast of the United States. Participants viewed a segment of a major Hollywood motion picture that featured a female protagonist who was either highly attractive or less attractive and either highly aggressive or not aggressive. Viewing clips featuring a female protagonist who was both aggressive and stereotypically attractive led to greater endorsement of stereotypically feminine and stereotypically masculine gender role expectations for women. The effect on endorsement of stereotypically masculine expectations was partially mediated by the perception that the protagonist was a good role model for women. Although women endorsed both feminine and masculine gender role expectations for women more strongly than men, the effects of exposure to aggressive, attractive, female protagonists were similar for both male and female participants. Results are discussed in terms of gender stereotype activation and superwoman expectations for women.     

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.     

The Effect of Job Level and Amount of Information on the Evaluation of Male and Female Job Applicants

The addition of job-related information regarding an applicant's leadership ability reduced bias against female applicants applying for a managerial position.     

Sex,Sex Roles,and Emotional Expressiveness

Differences in emotional expressiveness between males and females have generally been attributed to sex-role socialization, but most studies have not included measures of sex-role orientation. We hypothesized that sex role would be a more salient factor than sex and that androgynous and feminine persons would be more expressive than masculine and undifferentiated individuals. Data were gathered from 230 college students using Bem's (1975) Sex-Role Inventory and Balswick's (1975) Expression of Emotion Scale. Both hypotheses were supported.     

Aspirations and Expectations of Physically Impaired High School Seniors

Physically disabled and non-disabled high school seniors' educational and vocational aspiration-expectation discrepancies were compared. No significant differences were found when the two groups were matched for cumulative GPA and level of father's occupation. GPA's and father's job levels of disabled students were significantly lower than those of the non-disabled. When not matched, disabled students' vocational aspiration-expectation discrepancies were significantly higher than those of the non-disabled. Higher aspiration than expectation for the highest vocational and educational levels, professional training, and employment were the major sources of differences expressed by seniors.     

The Effect of Mother's Employment on the Achievement,Aspirations, and Expectations of the Child

This study of 3,014 high school seniors examined school achievement and educational aspirations and expectations of youth of working and nonworking mothers. The sample was stratified by socio-economic level and by the sex of the student. The fact that mothers were employed full-time appeared to have little, if any, detrimental effect on children in regard to educational aspirations, expectations, and achievement. There was even a trend for these children to have higher educational aspirations and expectations than children of nonworking mothers, with the exception of boys from the professional socio-economic level. Aspirations and expectations were less divergent at higher socio-economic levels than at lower levels. Girls with working mothers planned to combine a homemaking and working career in their own lives more often than did girls with nonworking mothers. Children of both sexes with working mothers, at lower socio-economic levels but not at professional levels, expected more financial help from their family for future schooling.     

Job Seeking Patterns of Female and Male Ph.D. Recipients

A questionnaire survey of female and male Ph.D's was undertaken to examine sex differences in job seeking, job attainment, and factors influencing career advancement. Women and men held generally similar values with respect to home life and a career, but women rated both home and career values somewhat more highly than men. Women also reported more conflicts in pursuing a career. Although job quality did not differ by sex, job seeking patterns of women and men differed: men sought more jobs and obtained more offers. The difference in job seeking patterns combined with the somewhat greater reported job conflicts indicates that these women overcame obstacles in the way of their career advancements. Possible explanations are explored.     

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.     

Sex Roles,Gender, and Fear

Male and female college students classified as masculine, feminine, androgynous, or undifferentiated on the Bern (1974) Sex Role Inventory (N = 199) were given the Wolpe (1969) Fear Inventory. Significant differences in average fear scores were seen between men and women and between the four sex-role categories, with sex role and gender contributing equally to the variability. The argument is raised here that excessive fearfulness or fearlessness might be as much a product of sex-role conditioning as a product of gender.     

Sex of Supervisor, Sex of Subordinate, and Subordinate Job Satisfaction

It was hypothesized in the present research that there would be significant differences in the job satisfaction of subordinates depending upon the interaction between their sex and the sex of their supervisors. Using job satisfaction data from 139 employees, it was found that: (a) female subordinates supervised by male supervisors were less satisfied with supervision than those supervised by women, (b) females working under males reported a lower level of satisfaction with their co-workers than females supervised by females or males supervised by males, and (c) women who had female supervisors indicated a higher level of satisfaction with their work than men with male supervisors. Contrary to traditional stereotypes of women supervisors, the results suggested that these stereotypes might not be important in long-term, real-world situations.     

Grade Expectations as a Function of Sex, Academic Discipline, and Sex of Instructor

Twelve hundred and fifty college students starting introductory courses in thirteen academic disciplines were asked to predict their grade in the course. Results showed that overall, males predicted higher grades for themselves than did females (p <.001). This held true for entering freshmen as well as for those with previous college experience. The phenomena was noted in 26 of 37 classes tested, including 7 of 9 in the natural sciences, 11 of 13 in the social sciences, but only 8 of 15 in the humanities. Sex of the instructor was irrelevant, raising the question of whether female instructors as role models have the positive effect upon women students that has been claimed. The differences found were slight, but persistent. Both sexes predicted very high grades. The data suggest that sex differences in prediction were not based on a female sense of incompetence, but upon a greater willingness among males to make highly positive predictions.