Occupational stereotypes: activation of male bias in a gender‐neutral world

The goal of the present study was to determine whether gender‐neutral language, used to replace male‐biased language, carries an implicit male bias. Participants read passages in which a target occupation was introduced using either male‐biased or gender‐neutral nouns. A target sentence followed defining the gender of the occupational character. In Experiment 1, participants read target sentences defining the character as a woman more slowly following passages that contained male‐biased nouns and gender‐neutral nouns. In Experiment 2, an additional sentence was added that defined the occupational character as a woman. This information eliminated the reading disruption in Experiment 1 demonstrating that gender‐neutral language can moderate against activation of gender stereotypes when combined with an explicit mention that the occupational character is female.     

Schadenfreude as a mate‐value‐tracking mechanism

This study proposed a new theoretical formulation of schadenfreude as a psychological mechanism that responds to misfortunes that lower competitors' mate value. In Study 1, participants reported schadenfreude in response to their friends' naturally occurring and hypothetical misfortunes. In Study 2, participants reported schadenfreude in response to an envied friend experiencing a hypothetical misfortune linked with female or male mate value. As predicted, females in both studies reported more schadenfreude when a same‐gender friend experienced a misfortune that lowered her physical attractiveness versus social status. Less consistent support was found for the prediction that males would report more schadenfreude when a same‐gender friend experienced a misfortune that lowered his social status versus physical attractiveness. This study suggests several directions for future research.     

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.     

Pro‐self,prosocial, and pro‐organizational foci of proactive behaviour: Differential antecedents and consequences

The paper aims to further knowledge of proactive employee behaviour by exploring whether pro‐organizational, prosocial, and pro‐self focused proactive behaviour can be measured in an empirically distinct manner, and whether these types of proactive behaviour show differential relationships with other variables. Results of two multi‐source studies using self‐rated and peer‐rated measures empirically support the distinctiveness of the different foci of proactive behaviour. Study 1 (N = 117 dyads) shows that the different foci of proactive behaviour are differentially related to different foci of affective commitment. Study 2 (N = 126 dyads) builds on these findings and shows that different foci of proactive behaviour have differential relationships with transformational leadership, goal orientations, and individual task performance.     

Side effects of gender‐fair language: How feminine job titles influence the evaluation of female applicants

In many languages, feminization has been used as a strategy to make language more gender‐fair, because masculine terms, even in a generic function, exhibit a male bias. Up to date, little is known about possible side effects of this language use, for example, in personnel selection. In three studies, conducted in Polish, we analyzed how a female applicant was evaluated in a recruitment process, depending on whether she was introduced with a feminine or masculine job title. To avoid influences from existing occupations and terms, we used fictitious job titles in Studies 1 and 2: diarolo?ka (feminine) and diarolog (masculine). In Study 3, we referred to existing occupations that varied in gender stereotypicality. In all studies, female applicants with a feminine job title were evaluated less favorably than both a male applicant (Study 1) and a female applicant with a masculine job title (Studies 1, 2, and 3). This effect was independent of the gender stereotypicality of the occupation (Study 3). Participants' political attitudes, however, moderated the effect: Conservatives devaluated female applicants with a feminine title more than liberals (Studies 2 and 3). Copyright © 2012 John Wiley & Sons, Ltd.     

Gender differences in self‐estimated intelligence and their relation to gender‐role orientation

Previous research has demonstrated that gender differences in self‐estimated intelligence are domain specific: Males estimate their mathematical, logical and spatial abilities significantly higher than females. It has been frequently hypothesized that these differences are moderated by the individual's degree of gender‐role orientation. However, studies investigating the effect of gender‐role orientation on self‐estimated intelligence revealed highly inconsistent results. In the present study, 267 participants estimated their own abilities in 11 intelligence domains and completed the Bem Sex Role Inventory (BSRI). Factor analysis of the 11 intelligence domains yielded four interpretable factors. Gender differences were identified for the mathematical–logical and the artistic intelligence factor. Additional analyses revealed a moderating effect of gender‐role orientation on gender differences in factor scores. Thus, the present study provided direct evidence for the notion that in male, but not in female individuals, self‐estimates of specific aspects of intelligence are markedly influenced by gender‐role orientation. Copyright © 2002 John Wiley & Sons, Ltd.     

When Cross‐Examination Offends: How Men and Women Assess Intrusive Questioning of Male and Female Expert Witnesses

Personally intrusive questioning during cross‐examination has become commonplace. The differential impact of this questioning on female vs. male experts was the focus in this study, thus these questions are referred to as gender‐intrusive questions. The results demonstrated that the female expert was rated as less confident, trustworthy, likable, believable, and credible than the male expert. The male and female experts were both rated as more credible, trustworthy, and believable when subjected to gender‐intrusive questions. Furthermore, the use of these questions left the jurors with a negative impression of the prosecuting attorney and his case. Jury members were more likely to believe that the evidence exhibited the most support for the defense's case when the witness was subjected to gender‐intrusive questioning.     

Gender Schematicity,Gender Identity Salience,and Gender‐Linked Language Use

Using self‐categorization theory, the effects of sex, chronic gender accessibility (i.e., gender schematicity), and gender identity salience on gender‐linked language use in e‐mail are examined. Results confirmed interactive effects only. Gender schematic men and women whose gender was salient used typical gender‐linked language (e.g., men used male language). With low gender salience, schematic men and women used countertypical gender‐linked language (e.g., men used female language). The language of nonschematics varied minimally. Results are discussed regarding previous research on gendered language, the nature of gender identity salience, and examining gendered language in computer‐mediated communication.     

Gender moderates the relationship between emotion and perceived gaze

Recent evidence shows that gender modulates the morphology of facial expressions and might thus alter the meaning of those expressions. Consequently, we hypothesized that gender would moderate the relationship between facial expressions and the perception of direct gaze. In Study 1, participants viewed male and female faces exhibiting joy, anger, fear, and neutral expressions displayed with direct and averted gazes. Perceptions of direct gaze were most likely for male faces expressing anger or joy and for female faces expressing joy. Study 2 established that these results were due to facial morphology and not to gender stereotypes. Thus, the morphology of male and female faces amplifies or constrains emotional signals and accordingly alters gaze perception.     

Female‐demand/male‐withdraw communication in Argentinian couples: A mediating factor between economic strain and relationship distress

Based on a dyadic version of R. D. Conger and colleagues' stress model, this study examined whether the demand/withdraw pattern in couples' communication mediates the association between partners' economic strain and their level of relationship distress. Data were from self‐report questionnaires completed by 144 heterosexual couples seeking psychotherapy at a community clinic in Argentina 3 years after a major national economic crisis. As hypothesized, results from a path model analysis suggested that (a) regardless of provider role, females tended to experience more economic strain than males did; (b) the female‐demand/male‐withdraw pattern, but not the male‐demand/female‐withdraw pattern, mediated the positive association between economic strain and relationship distress; and (c) both partners' levels of relationship distress were affected by both patterns of demand/withdraw communication. Gender differences are discussed based on the gender role expectations in Argentina and the stress coping and demand/withdraw communication literatures. Study limitations and implications of the findings for research, programmatic approaches, and therapeutic interventions for couples under economic stress are considered. This study makes important contributions to our understanding of gender differences and the role of demand/withdraw communication in couples' responses to economic strain.     

Infant preference for female faces occurs for same‐ but not other‐race faces

There has been a recent surge of interest in the question of how infants respond to the social attributes of race and gender information in faces. This work has demonstrated that by 3 months of age, infants will respond preferentially to same‐race faces and faces depicting the gender of the primary caregiver. In the current study, we investigated emergence of the female face preference for same‐ versus other‐race faces to examine whether the determinants of preference for face gender and race are independent or interactive in young infants. In Expt 1, 3‐month‐old Caucasian infants displayed a preference for female over male faces when the faces were Caucasian, but not when the faces were Asian. In Expt 2, new‐born Caucasian infants did not demonstrate a preference for female over male faces for Caucasian faces. The results are discussed in terms of a face prototype that becomes progressively tuned as it is structured by the interaction of the gender and race of faces that are experienced during early development.     

Person‐Centered Emotional Support and Gender Attributions in Computer‐Mediated Communication

Without physical appearance, identification in computer‐mediated communication is relatively ambiguous and may depend on verbal cues such as usernames, content, and/or style. This is important when gender‐linked differences exist in the effects of messages, as in emotional support. This study examined gender attribution for online support providers with male, female, or ambiguous usernames, who provided highly person‐centered (HPC) or low person‐centered (LPC) messages. Participants attributed gender to helpers with gender‐ambiguous names based on HPC versus LPC messages. Female participants preferred HPC helpers over LPC helpers. Unexpectedly, men preferred HPC messages from male and gender‐ambiguous helpers more than they did when HPC messages came from females. Implications follow about computer‐mediated emotional support and theories of computer‐mediated communication and social influence.     

The Relationships of Role Clarity and Organization‐Based Self‐Esteem to Commitment to Supervisors and Organizations and Turnover Intentions

We examined the relationships of role clarity and organization‐based self‐esteem with 4 dimensions of commitment to supervisors and organizations (affective, normative, perceived high sacrifice, perceived lack of alternatives) and turnover intentions. Confirmatory factor analyses supported the hypothesized 8‐factor model of commitment. Structural equation modeling analyses revealed that role clarity was positively related to affective, normative, and perceived high sacrifice supervisory commitment; while it was not related to organizational commitments. Organization‐based self‐esteem was positively associated with affective commitment to organizations and supervisors; it was also negatively associated with the lack of alternatives component of supervisory and organizational commitment. Finally, the affective and high‐sacrifice dimensions of supervisory commitment related to turnover intentions via parallel forms of organizational commitment.     

Compliance and Satisfaction With Physician-Patient Communication An Expectancy Theory Interpretation of Gender Differences

This pair of studies sought to apply the explanatory calculus of expectancy theory to examine patient compliance and satisfaction with physicians’ instructions. Study 1 analyzed the differential expectations of patients based on gender of the physician. Results indicated that female physicians are expected to use instrumentally unaggressive strategies while male physicians are expected to use strategies that fall in the mid-range of a verbal aggression continuum. There were no differences in expectations based on the gender of patients. The second study manipulated physician communication and physician gender to predict an interaction such that when male physicians deviate from moderately aggressive, direction-giving strategies, using either more affiliative tactics or more instrumentally aggressive strategies, compliance increases. It was also predicted that affective satisfaction with male physicians would increase with increased use of affiliative, nonaggressive compliance-gaining messages. Based on expectancy theory, an inverse linear relationship between the use of instrumental verbal aggression and compliance and affective satisfaction was predicted for female physicians. Results supported the posited interaction. Implications for further refinement of expectancy theory are discussed, and practical implications for physician-patient communication in clinical situations are offered.     

Gender‐typing of leadership: Evaluations of real and ideal managers

This research focuses on female underrepresentation in managerial positions. Specifically, two studies examine gender‐typing for managerial roles in Spain using ratings for real and ideal managers. In addition, we analyse the existence of same‐gender bias on evaluations of the behavior of actual leaders. In the first study, 195 Spanish workers evaluate the extent to which gender‐stereotypical traits are important for becoming a successful middle manager in three conditions (female managers, male managers, and managers in general). In the second study, we explore the degree to which the behavior of real Spanish managers is gender‐typed and the existence of same‐gender bias on leadership styles – transformational, transactional and avoidant/passive – and on leadership outcomes – effectiveness, extra effort and satisfaction – from the perspective of subordinates (N = 605). Overall, the results demonstrate that masculine characteristics were rated as more important than feminine characteristics for managerial positions, and they were more often assigned to male managers than to female managers. Unexpectedly, this manager‐male association is stronger among female participants than among male participants. Our findings also demonstrate that women subordinates evaluate their same‐sex supervisors more favorably in transformational leadership, effectiveness, and extra effort. The negative consequences derived from gender‐typing managerial positions are highlighted according to the role congruity theory of prejudice toward female leaders. The positive effects of in‐group female bias on behavior ratings are also noted. The mixed implications of these results for women's advancement to leadership positions are discussed.     

Effects of biological and psychological gender,age cohort,and interviewer gender on attitudes toward gender-inclusive/exclusive language

Proposals for gender-inclusive language reforms have been institutionalized by many organizations, but a number of factors may affect individuals' own language behaviors and attitudes in this domain. Previous research has shown the influence of respondents' gender and social affiliations on their willingness to accept gender-inclusive language reforms. Study 1 builds upon those earlier surveys by adapting their questions for use in face-to-face interviews. Factors explored in Study 1 included interviewees' gender and age cohort and the situational variable of interviewer gender. Results showed that women were more concerned about sexist language than men, more likely to evaluate it negatively, and likely to use more gender-inclusive methods to avoid it. Older subjects were more attentive to gender-exclusive language than current college students. Interviewer gender also exerted effects such that female interviewers elicited more negative attitudes toward gender-exclusive language than did male interviewers. Young men interviewed by males reported using fewest gender-inclusive constructions, while older females interviewed by women used the most. Study 2 demonstrated the effect of psychological gender role types on attitudes toward gender-inclusive language. Androgynous individuals reported using more methods to avoid gender-exclusive reference than did either gender-neutral or instrumental (traditionally masculine) participants. Implications for diffusing gender-inclusive language reform are discussed.     

Effects of Leader Style, Leader Sex, and Subordinate Personality on Leader Evaluations and Future Subordinate Motivation

Past research has shown that when leader styles were dichotomized as autocratic versus democratic, female leaders were evaluated more harshly for using autocratic styles than their male counterparts (Eagly, Makhijani, & Klonsky, 1992). The present study investigated whether or not the personality characteristic of Agreeableness interacted with leader gender and leader style (autocratic versus democratic) to affect subordinate reactions to the leader. A 2 (autocratic versus democratic leader style) × 2 (male versus female leader) × 2 (high versus low subordinate Agreeableness) factorial design was used with leader evaluation, future effort, and future interest as dependent variables. A three-way interaction was predicted for these variables such that leaders would be penalized most for behavior that was inconsistent with gender roles by participants low in agreeableness. Participants were 165 undergraduates at a large midwestern urban university. Results generally supported the hypothesized three-way interaction for the effort and interest variables. Overall, the results partially supported the notion that disagreeable participants would rate gender inconsistent behavior more harshly.     

Gender‐Related Psychological Characteristics and Situational Determinants of Psychophysiological Stress Reactivity1

This study examined the influence of gender‐related psychological characteristics and situational demands on physiological and affective responses to stressful tasks. While physiological and affective responses were monitored, 44 medical students (26 men, 18 women) performed an emotion‐oriented speech task and an action‐oriented speech in a counterbalanced design. Conventionally masculine instrumental and feminine expressive characteristics were measured using the Personal Attributes Questionnaire. Systolic blood pressure and respiratory reactions to the action‐oriented task were positively associated with expressivity. Expressivity was also associated with greater subjective tension during the action‐oriented task, and with perceptions of greater task difficulty. The results are consistent with the notion that physiological and affective stress reactions in men and women are determined in part by traditionally gender‐related psychological characteristics, with greater reactions when the situational demands are not congruent with preferred modes of behavior.