Fear of success revisited: Introducing an ambiguous cue

One criticism of Horner's fear-of-success (FOS) research concerns the fact that she defined success (being number 1 in a medical school class) for her subjects. Two aims of the present investigation were to (a) reinstate the traditional ambiguity of the projective verbal lead: “Anne (John) has succeeded,” and (b) determine the amount of FOS imagery projected by 64 male and 79 female college students to these leads. The low incidence of FOS in this present study was attributed to the opportunity subjects were given to define success for themselves. There were no significant differences in the amount of FOS projected by men and women. School-related success was the most often cited success theme. Results were supportive of the hypothesis that FOS is situationally determined.     

A comparison of projective and objective fear-of-success and sex-role orientation measures as predictors of women's performance on masculine and feminine tasks

This study compared projective and objective measures of fear of success (FOS) with each other and with a measure of sex-role orientation as alternative predictors of 309 college women's achievement behavior on masculine and feminine tasks. Neither the sex role nor the FOS measures predicted substantial performance differences on the masculine or feminine tasks, although the objective FOS scales and the Bem Sex Role Inventory did predict subjects' stated investment in the task and attributions for success in a manner generally consistent with FOS theory. In addition, the objective FOS scales showed strong relationships with achievement motivation and sex-role orientation, while TAT (Thematic Apperception Test) FOS was unrelated to either of these variables. The results provide partial support that objective FOS scales tap actual avoidance tendencies characteristic of traditionally feminine women, while the TAT measure reflects, at most, an ambivalence over success which may be equally characteristic of high achieving, nontraditional women and low achieving, traditional women.The research reported here was supported by Grant 1 R03 MH 28835-01 from the U.S. Department of Health, Education and Welfare.     

An interactional model of achievement motivation and fear of success

Over the past 20 years, research on Fear of Success (FOS) has generated many inconsistent and contradictory results. The thesis of this article is that misinterpretations of Horner's (Sex Differences in Achievement Motivation and Performance in Competitive and Non-Competitive Situations, unpublished doctoral dissertation, University of Michigan, 1968) theory are responsible for such findings. Therefore, Horner's theory regarding the motivational dynamics underlying the performance of males and females is reviewed and contrasted with later interpretations. Based on Horner's formulations, a model of FOS and achievement motivation is presented that both accommodates previous research and provides a framework for guiding future research. Empirical findings are presented that support the utility of this model.The author would like to thank JoAnne DiPlacido and Wendy Keller for serving as experimenters; Sheree Kohak, Dan Ozer, Henry Weinberg, Joseph Williams, and three anonymous reviewers for their helpful comments on an earlier version of this article.     

Sex-role orientation and fear of success: Clarifying an unclear relationship

Inconsistencies in research concerning the relationship between fear of success (FOS) and sex-role orientation may be due to the use of sex-role inventories considering masculinity and femininity as endpoints of a bipolar continuum. The Bem Sex-Role Inventory (BSRI; Bem, 1974), which treats masculinity and femininity as separate dimensions, was administered to 218 female undergraduates in addition to measures of FOS, achievement motivation, and performance. It was predicted that women who were androgynous (high feminine and high masculine) would evidence less FOS than women who were high masculine or high feminine. It was also predicted that women who embraced masculine characteristics (androgynous or sex-reversed) would be higher in both achievement motivation and performance than low masculine women. Both predictions were confirmed. Sex-reversed women were highest in FOS.This research was conducted with the support of a David Ross Grant from the Purdue Research Foundation to Dr. Kay Deaux and the author. Thanks are extended to William A. Fisher, Dr. Kay Deaux, and Dr. Elizabeth Farris for their helpful comments on an earlier draft of this article. All correspondence should be addressed to Brenda Major, Department of Psychology, State University of New York at Buffalo, 4230 Ridge Lea Road, Buffalo, New York 14226.     

Fear of Success in Black Male and Female Graduate Students: A Pilot Study

In accordance with Horner's (1969) assumption that the intensity of fear of success arousal increases with the subject's success potential, graduate students from a prestigious university were chosen for a pilot investigation of the motive to avoid success in black men and women. Thirty-five subjects (14 female; 21 male) received a verbal TAT and a 54-item sex role questionnaire designed for purposes of this investigation. Fear of success was scored according to the new, experimentally derived scoring system for this motive. Contrary to expectation, the results did not indicate any evidence of success avoidance in either sex. However, fear of success in females was clearly associated with striving to develop career interests compatible with their strong commitment to home and husband, while among similarly motivated males it was suggested that the pragmatic career orientation observed was the product of compensatory motivational dynamics. It was concluded that these subjects were motivated to avoid what are perceived to be role-inappropriate behaviors while conforming to socially accepted values internalized in earlier years.     

Women as managers: Toward second generation research

A review of women in management research indicates that most studies are concerned with theoretical issues and their implications. This article asserts that the current position of women in management is unstable and might be greatly assisted by an increase in action-oriented research. Such second generation studies can build on the theoretical work, but focus most importantly on the needs of present and potential women managers, investigating the means by which their success may be brought about. Specific research suggestions are offered concerning investigation of the relative task effectiveness of women and men, the career strategies most useful for women managers, the validation of specialized training programs for women, and the institutional qualities most favorable to women.     

Gender Differences in Covert Fidelity Management among Dating Individuals in China

This study examined gender differences in covert fidelity management among dating individuals in China. Fidelity management refers to tactics and behaviors people use to monitor their partners’ fidelity. Two hundred and thirty two young adults (18–26?years old, M?=?23.44, SD?=?1.93) primarily from the cities of Beijing, Wuhan, Dalian, and Guangzhou in mainland China completed a questionnaire designed to measure self-esteem, trust, peer influence, relationship satisfaction and covert fidelity management. Consistent with our hypothesis, women were found to engage in more covert fidelity management than men. Regression results revealed that for both women and men, trust and peer influence were significant predictors of covert fidelity management behavior. However, self-esteem was a significant predictor of men’s covert fidelity management, not women’s. Furthermore, covert fidelity management was found not related to women’s relationship satisfaction, but was significantly associated with men’s satisfaction in a negative direction. These findings have interesting implications for understanding romantic partners’ behaviors in infidelity-related situations.     

Why is muscularity sexy? Tests of the fitness indicator hypothesis

Evolutionary scientists propose that exaggerated secondary sexual characteristics are cues of genes that increase offspring viability or reproductive success. In six studies the hypothesis that muscularity is one such cue is tested. As predicted, women rate muscular men as sexier, more physically dominant and volatile, and less committed to their mates than nonmuscular men. Consistent with the inverted-U hypothesis of masculine traits, men with moderate muscularity are rated most attractive. Consistent with past research on fitness cues, across two measures, women indicate that their most recent short-term sex partners were more muscular than their other sex partners (ds = .36, .47). Across three studies, when controlling for other characteristics (e.g., body fat), muscular men rate their bodies as sexier to women (partial rs = .49-.62) and report more lifetime sex partners (partial rs = .20-.27), short-term partners (partial rs = .25-.28), and more affairs with mated women (partial r = .28).     

Gender, inclusivity and UK mosque experiences

Access to, management and attendance of places of worship often takes gendered forms. Gender imbalances in UK mosques manifests in attendance and management patterns and is reflected in the facilities available. The sense that mosques are perceived widely as ‘prayer-clubs for men’ (Maqsood 2005: 4–5) is often reflected in the physical spaces and facilities made available to female worshippers, and it must be noted that some mosques do not provide any of the latter at all (Dispatches 2006). Shockingly, a recent survey found that ‘women form part of the congregation in [only] half (51%) of the organisations surveyed’ (Coleman 2009: 10). Relatedly, UK Mosque management committees privilege male involvement, decision-making and leadership roles, with figures of as few as 15% women in management positions (Asim 2011: 34) and more who ‘will simply not entertain the idea’ (Asim 2011: 39). Such imbalances reflect the specificities of the UK-religious context (Maqsood 2005) yet, globally, women’s mosque involvement appears to be changing far more rapidly than here. This paper explores how gender, religious identity and sexualities interface with women’s mosque access, involvement and experiences therein. It draws upon original research with a sample of women, and indicates that inclusivity is an important topic in UK mosques, far beyond gender.     

The gender model revisited: Differences in the management styles of men and women

Qualitative data from 22 women and 18 men managers and their secretaries were analyzed to provide insights into gender differences in managerial styles. Traditional management style topologies, based largely on studies of men's behaviors, were called into question. Using an approach that allowed other topologies to emerge from the data, the respondents perceived that women were both task and people oriented, while men appeared image engrossed and autonomy invested. Respondents reported a strong preference for their gender-appropriate model and misunderstanding, even exasperation, with those using the alternative approach. The existence of such different models, especially if unrecognized, would place women at a disadvantage, since their success as managers is usually assessed by men who are likely to have a strong preference for the male-typed approach. The findings also suggest possible modifications to existing measures of managerial styles, particularly a consideration of image-engrossed approaches. Future research is suggested to further explore and confirm these findings.An earlier version of this paper was presented at the Society for Women Sociologists in Washington, D.C., August 1985. A small portion of the research was supported by the Committee on Research and Creative Activity, University of Wisconsin—Parkside. Marian Swoboda provided helpful comments, as did several anonymous reviewers.     

Self-monitoring and Sex As Related to Assessment Center Rating and Job Performance

Snyder's Self-Monitoring Test was included in a 1-day assessment center for computer salespersons. It was predicted that self-monitoring would be related to success at the assessment center (where impression management is crucial for employment) and to success in the boundary-spanning role of computer sales. The relationships with self-monitoring were predicted to be stronger for women than for men because these computer sales jobs have been less traditional for women than for men. Results indicate that there were significant correlations between self-monitoring scores and the overall assessment rating only for women. Furthermore, self-monitoring was significantly related to job retention after 1 year only for women, but self-monitoring scores predicted job retention as well as did the assessment center ratings for both men and women. It was suggested that impression management ability (self-monitoring) is more strongly related to job auditions and job retention when the role is nontraditional to gender.     

HIV Testing Experience and Risk Behavior Among Sexually Active Black Young Adults: A CBPR-Based Study Using Respondent-Driven Sampling in Durham,North Carolina

African Americans are disproportionately affected by the HIV epidemic inclusive of men who have sex with men, heterosexual men, and women. As part of a community‐based participatory research study we assessed HIV testing experience among sexually active 18–30 year old Black men and women in Durham, NC. Of 508 participants, 173 (74 %) men and 236 (86 %; p = 0.0008) women reported ever being tested. Barriers to testing (e.g., perceived risk and stigma) were the same for men and women, but men fell behind mainly because a primary facilitator of testing—routine screening in clinical settings—was more effective at reaching women. Structural and behavioral risk factors associated with HIV infection were prevalent but did not predict HIV testing experience. Reduced access to health care services for low income Black young adults may exacerbate HIV testing barriers that already exist for men and undermine previous success rates in reaching women.     

Self-Monitoring and Performance in Nontraditional Occupations

Previous studies have found that self-monitoring can enhance the job performance of women in traditional male occupations (computer sales, management). The present study tested for this same enhancement effect among men in the traditional female job of staff nurse. Correlations between nurses' scores on the revised Self-Monitoring Test and hospital performance evaluations indicated that the self-monitoring factor of Sensitivity to Expressive Behavior of Others was highly correlated with male nurses' job success but was uncorrelated with female staff nurses' job success. This same self-monitoring factor was also correlated with the job success of female nursing administrators, a job that is "nontraditional" for women in the sense that masculine occupation expectations are generally associated with leadership and management behaviors. It was concluded that self-monitoring ability can facilitate adaptation to nontraditional occupations for both men and women probably because the social skills associated with high self-monitoring can enhance perceptions of occupation legitimacy.     

Task self-efficacy and task interest as a function of performance on a gender-neutral task

This study experimentally investigates several hypotheses about the relationships between performance on a gender-neutral task and gender, self-efficacy, performance attributions, and task interest. Ninety-two subjects were randomly assigned to a success or failure condition and attempted to solve a series of easy or difficult anagrams. Results indicated that changes in self-efficacy expectations as a result of task success or failure were in accordance with predictions from self-efficacy theory; 2 × 2 × 4 ANCOVAs, with the pretest as the covariate, were conducted on self-efficacy strength, level, and task interest. Subjects decreased their ratings of self-efficacy and task interest as a result of the failure experience, and the same ratings increased as a result of the success experience. Few gender differences were found, supporting the hypothesis that the sex linkage of the task significantly influences gender differences in self-efficacy. Analyses of global verbal and mathematical ability ratings resulted in the same trends. Finally, women in the success condition were significantly more likely than men in that condition to attribute their performance to luck; women in the failure condition were significantly more likely than men or women in any other group to attribute their failure to their lack of ability. Implications of these results for future research on career self-efficacy were discussed.     

Does Having “the Right Stuff” Matter? Gender Differences in the Determinants of Career Success Among Intercollegiate Athletic Administrators

The purpose of this study was to explore gender differences on the determinants of career success (i.e., career satisfaction and promotions) through the differential return hypothesis. Human capital and social capital were both hypothesized to have a greater influence on the men's career success than on the women's. A questionnaire was used to gather data from 213 (74 men, 139 women) NCAA Division I athletic administrators. Results suggest that social capital was more influential for men than for women in gaining promotions in administration. However, differential returns were not noted for the human capital determinants on either career success variables.     

Preferences for skill versus chance-determined activities: The influence of gender and task sex-typing

Three experiments tested the hypothesis that skill-chance activity preference by men and women is moderated by task sex relatedness. Men and women (total N = 368) opted to perform either skill or chance versions of masculine and feminine tasks, and then provided ratings of performance expectancy, importance of success, and perceptions of task characteristics. Results support the conclusion that men do not prefer skill and women chance as had been found previously, but rather that while men's skill preferences are higher than women's on a masculine taks, women prefer skill more than do men on a feminine task. Skill-chance preferences were primarily a function of the expectancy of success on skill tasks.     

Fear of success: the construction and validation of a measuring instrument

This study constructed an instrument which identifies people who fear success (FOS) in academic areas and conducted a laboratory study which tested the instrument's predictive validity. The theoretical formulation of the FOS phenomenon leads to the expectation that individuals high in the fear of success would demonstrate the following characteristics: low self-esteem, a preoccupation with the evaluative aspects of situations, a competitive orientation, repudiation of competence, and self-sabotage at the approach or attainment of success. The fear of success questionnaire is an 83-item scale with a reliability of .90. In a 2 x 2 factorial design, subjects identified by the FOS questionnaire were given either Success or nonsuccess feedback after completing the first of two equivalent reading tests. The results of the laboratory experiment indicated that there is strong clear evidence of self-sabotage under conditions of success among subjects who scored high on the FOS questionnaire.     

Convergence of Self-Report Scales and Rorschach Indexes of Psychological Distress: The Moderating Role of Self-Disclosure

This study constructed an instrument which identifies people who fear success (FOS) in academic areas and conducted a laboratory study which tested the instrument's predictive validity. The theoretical formulation of the FOS phenomenon leads to the expectation that individuals high in the fear of success would demonstrate the following characteristics: low self-esteem, a preoccupation with the evaluative aspects of situations, a competitive orientation, repudiation of competence, and self-sabotage at the approach or attainment of success. The fear of success questionnaire is an 83-item scale with a reliability of .90. In a 2 × 2 factorial design, subjects identified by the FOS questionnaire were given either Success or nonsuccess feedback after completing the first of two equivalent reading tests. The results of the laboratory experiment indicated that there is strong clear evidence of self-sabotage under conditions of success among subjects who scored high on the FOS questionnaire.