Gender-Based Preferential Selection: Perceptions of Injustice and Empathy of Deprivation

Study 1 examined fairness perceptions about gender-based selection. Using a 2 × 3 × 4 (sample × justification × merit discrepancy) between-subjects design, and a scenario approach involving a hypothetical selection case, results showed that (1) males and females perceived gender-based selection as unfair and that the level of perceived unfairness was directly related to the size of discrepancy in merits between the female appointee and the rejected male candidate, (2) the provision of either an ethical or a legislative justification exacerbated perceptions of injustice. To reframe the findings in the context of relative deprivation theory, study 2 repeated study 1 with a professional sample as well as both measures of fairness perceptions and feelings of deprivation. Results on fairness perceptions replicated those of study 1. Findings concerning deprivation included: (1) gender-based selection induced a similar level of feeling (or empathy) of deprivation among male and female professionals; (2) the level of felt deprivation was not related to the size of merit discrepancy; (3) the provision of either form of justification further intensified feelings (or empathy) of deprivation. The implications were discussed within the framework of relative deprivation theory.     

Affirmative Action Policies in Academic Job Advertisements: Do They Facilitate or Hinder Gender Discrimination in Hiring Processes for Professorships?

Evidence of female-favoring hiring preferences for assistant professorships suggests that universities can implement affirmative action programs successfully. However, research on the role of applicant gender and the actual use of affirmative action policies in hiring processes for high-level professorships remain scarce. A web-based experiment with 481 economic university members assessed whether evaluators perceived a female applicant as less qualified than a male applicant for an associate professorship position when the job advertisement highlighted the university’s commitment to affirmative action (gender-based preferential selection) but not when it solely highlighted its commitment to excellence (non-gender-based selection). Contrary to previous experimental findings that affirmative action would adversely affect female applicants, evaluators perceived the female applicant as more hirable and ranked her first for the job significantly more often than the male candidate. Furthermore, male evaluators had a stronger preference for the female candidate in the gender-based condition than in the non-gender-based condition and a stronger preference for the male candidate in the non-gender-based condition than in the gender-based condition. Overall, the results provide evidence that gender-based preferential selection policies can evoke their intended effect to bring highly qualified women to high-level professorships, especially when being evaluated by non-beneficiaries of these policies, such as men.

     

Preferential selection and stereotypes: Effects on evaluation of female leader performance,subordinate goal commitment,and task performance

In a laboratory setting, 135 undergraduate students (69 male, 66 female; approximately 98% white) completed a mock class scheduling task led by a female confederate who was chosen either preferentially or by merit. Results indicated that (1) subordinate evaluations of female leader performance were not affected by preferential selection, but were significantly related to degree of non-traditional views held toward female managers; (2) commitment to the goal assigned by the female leader was not lessened by preferential selection, but also was significantly related to degree of non-traditional views toward female managers; and (3) subordinate performance on the scheduling task was significantly related to commitment to the leader-assigned goal.     

Gender as a Determinant of Work Values Among University Students in Israel

Abstract

Gender differences in work values, measured by the 25-item Manhardt scale (1972), were examined among 820 (391 male and 429 female) undergraduate students at Ben-Gurion University of the Negev, Israel. Male and female students differed on 9 items. The single students' scores were similar to the scores of the total sample; among married students, there were gender differences on only 3 items. In the Faculty of Humanities and Social Sciences, male and female students differed on 13 items; in the Faculty of Engineering, they differed on 8 items; and in the Faculty of Medicine, they differed on 2 items. There was no consistent pattern of gender-based differences in work values. These findings show the need to control for background variables and field of study/occupation in examinations of gender-based differences in work values; they also indicate the need to revise and augment traditional explanations of gender differences in work values.     

Moderating Effects of Goal Orientation on the Negative Consequences of Gender-Based Preferential Selection

Two studies examined the moderating effect of situationally induced goal orientation on the negative effects of gender-based preferential selection for women and the extent to which ability perceptions mediate the impact of selection method. Study 1 found that under a performance orientation women selected on the basis of gender evaluated their performance less favorably and reported less desire to remain in the task than women selected on the basis of merit. Under a learning orientation women's responses were not affected by selection method. Study 2 generalized this effect to task performance, examining both males and females. As hypothesized, men did not experience negative effects of preferential selection. Negative effects of preferential selection on performance for women were found only under a performance orientation. Both studies suggested that ability perceptions do not fully mediate the effects of preferential selection.     

Self-derogating consequences of sex-based preferential selection: The moderating role of initial self-confidence

One hundred and twenty undergraduates (60 male and 60 female) served as leaders for a one-way communication task. They were selected for the leadership position on the basis of merit or preferential selection. Among those selected preferentially, one group was given no information, another group was given positive information, and a third group was given negative information about their task-related leadership ability. As expected, when selected preferentially and provided with no ability information, males did not differ in self-views but females were far more negative in self-views than those selected on the basis of merit. However, when provided with positive information about task-related ability women selected preferentially did not differ in self-view from those selected on the basis of merit, and when provided with negative information about task-related ability men selected preferentially did evidence more negative self-views then those selected on the basis of merit. Measures of self-view included evaluations of performance, perceptions of general leadership ability, and desire to persist in the leadership role. The findings lend support to the idea that confidence in task-related ability is an important determinant of reactions to preferential selection. Implications of these findings, both theoretical and practical, are discussed.     

Intentional attention switching in dichotic listening: Exploring the efficiency of nonspatial and spatial selection

Using an auditory variant of task switching, we examined the ability to intentionally switch attention in a dichotic-listening task. In our study, participants responded selectively to one of two simultaneously presented auditory number words (spoken by a female and a male, one for each ear) by categorizing its numerical magnitude. The mapping of gender (female vs. male) and ear (left vs. right) was unpredictable. The to-be-attended feature for gender or ear, respectively, was indicated by a visual selection cue prior to auditory stimulus onset. In Experiment 1, explicitly cued switches of the relevant feature dimension (e.g., from gender to ear) and switches of the relevant feature within a dimension (e.g., from male to female) occurred in an unpredictable manner. We found large performance costs when the relevant feature switched, but switches of the relevant feature dimension incurred only small additional costs. The feature-switch costs were larger in ear-relevant than in gender-relevant trials. In Experiment 2, we replicated these findings using a simplified design (i.e., only within-dimension switches with blocked dimensions). In Experiment 3, we examined preparation effects by manipulating the cueing interval and found a preparation benefit only when ear was cued. Together, our data suggest that the large part of attentional switch costs arises from reconfiguration at the level of relevant auditory features (e.g., left vs. right) rather than feature dimensions (ear vs. gender). Additionally, our findings suggest that ear-based target selection benefits more from preparation time (i.e., time to direct attention to one ear) than gender-based target selection.     

The next generation of psychological autopsy studies: part 2. Interview procedures

The psychological autopsy (PA) is a systematic method of assessing the psychological and contextual circumstances preceding suicide. The method requires interviews with one or more proxy respondents (i.e., informants) of suicide decedents. Procedural challenges that need to be addressed to conduct PA interviews are described in this article and recommendations for meeting these challenges in future PA investigations are made. Procedures addressed include determining the timing of PA interviews after suicide, designing the structure and flow of interviews, selection of proxy respondents, integrating interview data with information gathered from records, and selecting and training interviewers. This methodological article is the second in a two-part series-the first article focused on interview content.     

Gender-Based Biases in Occupational Hiring Decisions1

Two studies which investigated gender-based decision making in an occupational setting are reported. Participants judged the suitability of a male or a female applicant with identical résumés for a male-dominated or a female-dominated position. In Study 1. where participants gave their own judgments of the suitability of the applicants for the positions, there was no evidence of gender-based biases. In Study 2. participants were required to take the perspective of the applicant in providing their judgments of suitability. In this experiment, gender-based biases were apparent, with a positive bias toward the male applicant. Results are discussed in terms of occupational stereotyping and subtle sexism.     

‘Merit’, ‘Preferential’or ‘Diversity-Based’Selection: Effect of Information Frame and Informant Gender on the Public's Views on Preferential Treatment in Selection

The study examined (1) the public's reactions to the philosophical justifications for merit vs. preferential selection, and (2) the effect of information frame (i.e. ‘merit’, ‘preferential’and ‘diversity’frames) and informant gender on people's views on preferential selection. Results show that in general the public supported merit selection and opposed the preferential practice and that their reactions to the justifications for a selection practice determined the level of support for (or opposition to) that practice. In addition, people's support for merit selection was weakened under the preferential-frame-female-informant condition; their opposition to preferential selection was also reduced when a male informant advocated the advantages of the preferential practice by using the term diversity-based selection instead of preferential selection. Results were discussed in the context of the social influence literature.     

Young Adults’ Perceptions of Non-Forcible Sexual Activity: The Effects of Participant Gender, Respondent Gender, and Sexual Act

There is a gendered double standard for both sexual activity and criminal victimization, in that female sexual actors and victims are generally viewed more negatively than their male counterparts. In this study, 485 U.S. undergraduates at a large Northeastern university completed a questionnaire in which the gender of the victim and the nature of the non-forcible sexual act (sexual intercourse or oral sex) were experimentally manipulated. The provided scenarios depicted statutory rape situations, characterized by age discrepancies between the two parties. Respondents were asked to rate each of the parties on a series of questions to determine their level of condemnation for each of the parties involved. We hypothesized the existence of a sexual double standard, such that female actors would be more condemned than males. Repeated measures ANOVA indicated that respondents were more condemning of female than male victims, regardless of which act was depicted. Furthermore, male respondents were more condemning of a female perpetrator of statutory rape than of her male victim, and also more condemning of a female victim than of her male perpetrator, whereas female respondents did not differentiate between the victim and perpetrator, regardless of the depicted victim gender or sexual act. That is, whether she was depicted as the victim or perpetrator of the act, the female was more condemned than her male counterpart. Overall, female respondents were more condemning than male respondents, regardless of which act was depicted. These findings suggest the presence of a sexual double standard in perceptions of statutory rape.     

Aggression by whom-aggression toward whom: Behavioral predictors of same- and other-gender aggression in early childhood

This study assessed girls' and boys' dominance-related behaviors (aggressive, commanding, submissive, and neutral behaviors) as they naturally occurred during interactions with male and female peers and evaluated the possibility that such behaviors elicit aggression from peers. Using a focal observational procedure, young girls' and boys' (N = 170; 54% boys) naturally occurring dominance-related behaviors and male and female peers' aggressive responses to those behaviors were recorded multiple times each week across the academic year. Findings suggested that same-gender aggression occurred at similar rates as other-gender aggression once tendencies toward gender-segregated play were controlled. Additionally, there were both gender-based similarities and differences in children's use of dominance-related behaviors in peer interactions and as antecedents for peers' aggression. The findings have implications for the literatures on aggression and gendered peer interactions. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

THE INTERACTION OF BIASES IN THE EVALUATION OF MANAGERS IN SINGAPORE

In this study, independent samples from the same population responded to three simulated situations in which sex and other independent variables were manipulated. In the first two cases, discriminatory decisions against women managers by male respondents were clearly discerned. However, in the third case where sex as an independent variable interacted with developmental potential, the pattern of evaluative decisions changed. A high-potential female was treated as favourably as a high-potential male while the low-potential male received the lowest selection rate from the male respondents. While the finding is not altogether surprising in a meritocratic society like Singapore, the study points to the need to explore the interactive effects which sex bias may have with other attitudes in a specific social context.     

A change will do us good: threats diminish typical preferences for male leaders

The current research explores role congruity processes from a new vantage point by investigating how the need for change might shift gender-based leadership preferences. According to role congruity theory, favorability toward leaders results from alignment between what is desired in a leadership role and the characteristics stereotypically ascribed to the leader. Generally speaking, these processes lead to baseline preferences for male over female leaders. In this research, the authors propose that a shift in gender-based leadership preferences will emerge under conditions of threat. Because the psychological experience of threat signals a need for change, individuals will favor candidates who represent new directions in leadership rather than consistency with past directions in leadership. Specifically, they find that threat evokes an implicit preference for change over stability (Experiment 1) and gender stereotypes align women with change but men with stability (Experiments 2a and 2b). Consequently, the typical preference for male leaders is diminished, or even reversed, under threat (Experiments 3 and 4). Moreover, the shift away from typical gender-based leadership preferences occurs especially among individuals who highly legitimize the sociopolitical system (Experiment 4), suggesting that these preference shifts might serve to protect the underlying system.     

The preference to work for a man or a woman: A matter of sex and gender?

A survey of 455 individuals sampled from two populations that varied in age, educational level, and work experience posed a question asked in Gallup polls over six decades: “If you were taking a new job and had your choice of a boss, would you prefer to work for a man or a woman?” Respondents could state that they would prefer a male boss, prefer a female boss, or had no preference. As expected from theory and Gallup results, respondents who had a preference preferred to work for a man more than a woman, although a majority expressed “no preference.” When they expressed a preference, women preferred to work for a female boss over a male boss more than men did, whereas men preferred to work for a male boss over a female boss more than women did. Sex-typed (i.e., masculine or feminine) respondents in gender identity exhibited a greater preference to work for a boss of a particular sex over having no preference than non-sex-typed respondents. Further, feminine respondents preferred to work for a female boss over a male boss more than masculine respondents did, whereas masculine respondents preferred to work for a male boss over a female boss more than feminine respondents did. Overall, these results suggest that the preference to work for a man or a woman is a matter of both sex and gender. Implications for job applicants' vocational decisions and how female leaders fare in the workplace are discussed.     

Sex Effects in Performance--Related Judgments

This study examined the relationships among objective performance, performance ratings, and pay allocations made by male and female managers. Because rater sex has been found to affect performance ratings and pay allocations, but little research has explored the causes of these sex differences, this study explored the effects of contextual factors that may moderate differences between the performance ratings and pay allocations of male and female raters. Two hundred twenty-nine managers assigned performance ratings and merit pay allocations to performance profiles that varied in levels of objective performance. It was found that: (a) sex effects on performance ratings were moderated by contextual variables, and b) sex and objective performance did not influence merit pay allocations independent of their separate effects on performance ratings.     

SEXUAL AGGRESSION AMONG ADOLESCENTS

This study examines the prevalence of sexual aggression among adolescents from both former East and West Germany. Koss and Oros'(1982) Sexual Experiences Survey (SES) was employed to measure sexual aggression (male version) and sexual victimization (female version). Almost 17% of female respondents reported forced sexual experiences that qualify as criminal offenses under German law. The total percentage including all forms of unwanted sexual contacts amounted to over 50%. Among male respondents, almost 15% admitted sexual behaviors that qualify as criminal offenses, with an overall rate of coercive sexual behaviors of over 44%. Token resistance and number of sexual partners were associated with a higher risk of sexual victimization in the female sample. Among male respondents, peer pressure, self-reported rape proclivity, anger, and disinhibition predicted sexually aggressive behaviors.     

Sex differences in the naming of children's genitalia

Children's knowledge of human genital anatomy was examined retrospectively. Of the 223 adults who responded to a questionnaire on this subject, 39.8% of males and 29% of females learned correct anatomical names for male genitalia as children. In contrast, only 6.1% of females and 17.7% of males learned correct names for female genitalia. Most respondents learned either euphemisms or no names for female genitalia as children. Whereas male respondents acquired a complete vocabulary for male genitalia by a mean age of 11.5 years, female respondents did not complete their anatomical vocabulary for female genitalia until a mean age of 15.6 years. The importance of recognizing that children have erotic experiences and that they need a vocabulary for describing their feelings is discussed.     

Gender and response effects in telephone interviews about gender characteristics

This study investigates the effect of gender on responses to questions about sex role orientations. Literature on gender effects in survey interviews, job interviews and counseling studies, and experiments leads to hypotheses that male interviewers will elicit more response effects than female interviewers, especially from females; that female respondents will show desirability effects more than males; and that respondents, especially female respondents, will disclose liberal orientations more to female than to male interviewers. Findings show that male interviewers do not elicit more response effects, especially among females, and there seem to be desirability effects operating instead of conformity effects, especially for female interviewers. Females, and low-power, highly educated males exhibit more liberal responses to female interviewers. This study demonstrates that in areas where interviewer—respondent question content is related to salient dimensions, response effects are observed and constitute potentially damaging sources of error.     

Gender, object, and humor

Male and female respondents rated jokes with either a female initiator/male target of joke or vice versa. For male respondents, the gender of the joke target made no difference. For female respondents, however, jokes with males as the target received significantly higher ratings than jokes with females as the target.