Perceptual mechanisms that characterize gender differences in decoding women's sexual intent

Men and women often disagree about the meaning of women's nonverbal cues, particularly those conveying dating-relevant information. Men perceive more sexual intent in women's behavior than women perceive or report intending to convey. Although this finding has been attributed to gender differences in the threshold for labeling ambiguous cues as sexual in nature, little research has been conducted to determine etiology. Using a model that differentiates perceptual sensitivity from decisional bias, we found no evidence that men have lenient thresholds for perceiving women's nonverbal behavior as indicating sexual interest. Rather, gender differences were captured by a relative perceptual insensitivity among men. Just as in previous studies, men were more likely than women to misperceive friendliness as sexual interest, but they also were quite likely to misperceive sexual interest as friendliness. The results point to the promise of computational models of perception in increasing the understanding of clinically relevant social processes.     

Gender at Work and at Home in Britain: Continuities and Changes

This paper discusses the views that British men and women hold about gender roles. Drawing on a survey with over 4,000 university students and interviews with professional men and women, it is suggested that, while the majority of both genders are moving toward an egalitarian model of gender roles, men's views are more likely than women's to be constrained by an essentialist mode] of gender. The data presented indicate that men were more likely than were women to endorse traditional gender roles, to regard women as better equipped for child care than men, to believe that women's advances necessarily disadvantage men, and to believe that men's work opportunities have worsened in comparison to women's. Drawing on both the interviews and the survey, it is also argued that beliefs about gender roles tend to be mediated by individualist discourses, which exempt exceptional individuals from normative gender roles.     

Gender moderates the impact of need for structure on social beliefs: implications for ethnocentrism and authoritarianism

The present research examines the interplay between individual differences in need for structure, social beliefs, and gender. It is well documented that need for structure, that is, a preference for structure and simplicity in one's thinking, predicts authoritarianism and ethnocentrism. Further, women tend to score lower in authoritarianism and ethnocentrism than men. Although there seem to be no gender differences in need for structure, the present research hypothesizes that the association between need for structure and social beliefs is stronger for men than for women. This hypothesis comes from the observation that, all else being equal, men tend to think more about the domain of beliefs such as authoritarianism and ethnocentrism, which should strengthen the relationship between men's cognitive needs and their social beliefs. The hypothesis is also motivated by the finding that, more than men, women often give priority to caring and compassion when forming beliefs about outgroups. This should weaken the link between women's cognitive needs and their social beliefs. Three studies conducted in the USA (n = 398) and one study conducted in Germany (n = 112) examined whether gender moderated the influence of need for structure on authoritarianism and racism. Using a variety of measures, need for structure predicted authoritarianism and racism for men, but not for women. The discussion focuses on the implications of the present findings for the relationship between cognitive orientations and social beliefs. It is argued that research on cognitive orientation and social beliefs needs to take gender into account to improve its accuracy of prediction.     

Women, careers, and work-life preferences

There are no sex differences in cognitive ability but enduring sex differences in competitiveness, life goals, the relative emphasis on agency versus connection. Policy-makers' and feminist emphasis on equal opportunities and family-friendly policies assumes that sex discrimination is the primary source of sex differentials in labour market outcomes—notably the pay gap between men and women. However, some careers and occupations cannot be domesticated—examples are given—and this also poses limits to social engineering. Recent research shows that high levels of female employment and family-friendly policies reduce gender equality in the workforce and produce the glass ceiling. Preference theory is the only theory that can explain these new trends, the continuing pay gap and occupational segregation. Preference theory implies that there are at least three types of career rather than one. However, the differences between men and women's career goals are smaller than sometimes thought.     

2001 Division 35 Presidential Address: Context Matters: Understanding Tokenism Processes and their Impact on Women's Work

Research on tokenism processes is reviewed and coalesces around two conclusions. First, gender constructs different social contexts for token women and for token men. Second, gender is most usefully conceptualized as a status variable, not something internal to the individual. Gender serves as a status marker such that women's subordinated status intersects with other indicators of status, such as race/ethnicity, and token difference to produce negative and variable outcomes for women not experienced by similarly underrepresented men. Thus, reducing negative tokenism outcomes, most notably unfavorable social atmosphere and disrupted colleagueship, can be done effectively only by taking gender status and stereotyping into consideration. These findings have applied implications for women's full inclusion in male-dominated occupations.     

"Moralism" and the Gender Gap: Judgments of Political Ethics in Japan

This article investigates whether women are, as many claim, "moralists"—that is, moral and ethical standard-setters who seek clean politics and have strict standards for public officials. An analysis of data from the 1996 Japanese Elections and Democracy Study survey and from 18 focus groups conducted in 1996 indicates that women in Japan are not moralists. As elsewhere, there is a gender gap in Japan on "issue preference sets," with women favoring a "care" agenda, but women assign political ethics less importance than do men, even though women are more likely to see adverse effects from political corruption. Studying people's judgments of four ethics scenarios reveals minimal gender gaps; controlling for education and age, women's judgments overall are less, not more, strict than men's. Among women, age is a better predictor of moralism than education; older women are stricter than younger women on political ethics. This is attributed to gender-based differences in moral reasoning: Japanese women and men both rely heavily on a "relation-based" frame (which is situation-specific and requires extensive social information), but gender stratification patterns create information inequalities. Younger women lack social information necessary for judging political misconduct, whereas older women overcome the information deficit through life experience.     

EFFECTS OF WOMEN'S STUDIES COURSES ON GENDER-RELATED ATTITUDES OF WOMEN AND MEN

Attitudes about feminism, gender equality, and gender differences were assessed for male and female students enrolled in three women's studies courses and four control courses at the beginning and end of an academic semester. Compared to control students, women's studies students agreed more with feminist and equality items, and disagreed more with gender difference items, at the beginning of the term. Nonetheless, belief in gender differences decreased among men, but not women, enrolled in women's studies courses. Additionally, women's studies courses produced increased feminist attitudes among women, but decreased feminist attitudes among the small sample of men in the study.     

Gender Identification Moderates Stereotype Threat Effects on Women's Math Performance

This research applies a social identity perspective to situations of stereotype threat. It was hypothesized that individuals would be more susceptible to the performance-inhibiting effects of stereotype threat to the extent that they are highly identified with the group to which a negative stereotype applies. A quasi-experimental study with male and female college students revealed that individual differences in gender identification (i.e., importance placed on gender identity) moderated the effects of gender identity relevance on women's (but not men's) math performance. When their gender identity was linked to their performance on a math test, women with higher levels of gender identification performed worse than men, but women with lower levels of gender identification performed equally to men. When gender identity was not linked to test performance, women performed equally to men regardless of the importance they placed on gender identity.     

The impact of social roles on trait judgments: a critical reexamination

Consistent with social role theory's assumption that the role behavior of men and women shapes gender stereotypes, earlier experiments have found that men's and women's occupancy of the same role eliminated gender-stereotypical judgments of greater agency and lower communion in men than women. The shifting standards model raises the question of whether a shift to within-sex standards in judgments of men and women in roles could have masked underlying gender stereotypes. To examine this possibility, two experiments obtained judgments of men and women using measures that do or do not restrain shifts to within-sex standards. This measure variation did not affect the social role pattern of smaller perceived sex differences in the presence of role information. These findings thus support the social role theory claim that designations of identical roles for subgroups of men and women eliminate or reduce perceived sex differences.     

By your attributions you shall be known: Consequences of attributional accounts for professional and gender identities

We demonstrate the power of a situated identity perspective for understanding the different attributional patterns of women and men in an academic setting and their differential experiences in the workplace. Two explanations for the gender difference found in attributions of success are considered. This difference may be due either to different identities being attributed to men and women employing the same explanations for success and failure, or to the inconsistency between actions that confirm a professional (academic) identity and women's gender identity. The results of this survey of senior social science faculty men support the latter explanation but not the former. An editorial acceptance was seen as more professional but less feminine than a rejection. In the eyes of senior colleagues, the modest account of success, typical of women academics, enhances femininity but detracts from professionalism. The self-serving account typical of men makes the offerer appear less feminine but more professional. Thus in their situated identity claims, successful academic women, but not men, must choose between their professional and gender identities. Despite the movement of women into university social science positions, the role of academic has a masculine face.Order of authors was determined by a coin toss.     

How sex puts you in gendered shoes: sexuality-priming leads to gender-based self-perception and behavior

Scripts for sexual behavior dictate that women be submissive and tender and that men be assertive and dominant, reflecting the stereotypical view of women as communal and of men as agentic. Six experiments tested the hypothesis that exposure to sexuality cues causes men's and women's momentary self-perceptions and concomitant behavior to become more gender-typical. Using both pictorial and verbal prime materials that were presented both supraliminally and subliminally, we found that sex-priming strengthened gender-based self-perceptions (i.e., faster self-categorization as a woman or man; Study 1), heightened identification with one's own gender (Study 2), increased gender self-stereotyping (Study 3), and elicited greater submissiveness in women's behavior and greater assertiveness in men's behavior (Studies 4 and 5). These findings indicate that sex-priming causes self-perception and social behavior to become "attuned" to gender stereotypes. Study 6 demonstrated that these sex-priming effects can be eliminated by modern gender role primes. The potentially detrimental effects of sex-priming and possible countermeasures are discussed.     

Structural gender differences in perceived social support

Gender is an important influence on support-relevant social interactions, however findings of studies on gender differences in social support are not definitive. Although differences between men and women in the various social support measures have been found in numerous studies, neither the cause nor the explanatory process is known. This study examines gender differences in the dimensionality of social support. A large sample (N=3210) from the general population of women (60%) and men aged between 18 and 65 years old (Mean AGE=34.1) responded to a brief scale with items assessing the distinct functions of the perceived availability of social support. Confirmatory factor analyses yielded one factor in the women's sample that measures global social support perceived, and two in the men's. The first factor in the men's sample measures emotional support (providing empathy, caring, validation of self-worth), and the second measures instrumental support (e.g. practical assistance or financial aid). We concluded that there are gender differences in the structure of perceived social support and that these differences can be explained by socialization experiences and social roles associated with gender.     

Meta-Analyses of Gender Effects on Conversational Interruption: Who,What, When,Where, and How

Meta-analyses of 43 published studies comparingadult women's and men's interruptions duringconversations were conducted. Combined significancelevels and combined effect sizes were analyzed. Acrossstudies, men were significantly more likely than womento use interruptions. This difference, however, wasassociated with a negligible effect size (d = .15). Amore substantial effect size (d = .33) was found when studies looking specifically at intrusive typesof interruption were analyzed separately. Othermoderator variables were found to be related to gendereffects on the use of intrusive interruptions. Most notably, reports of gender differences inintrusive interruptions were more likely and larger inmagnitude when either women (versus men) were firstauthors, participants were observed in naturalistic(versus laboratory) settings, or participants wereobserved interacting in groups of three or more persons(versus in dyads). These results lend support to acontextual-interactive model of gender that emphasizes the importance of situational moderators ongender-related variations in social behavior.     

GENDER COMPARISONS IN RESPONSIVENESS TO OTHERS'EVALUATIONS IN ACHIEVEMENT SETTINGS

An experiment tested three possible explanations for gender differences in responsiveness to others'evaluations in achievement settings. Results replicated previous studies and showed that women and men perceived the valence of evaluative messages similarly. Further, women's privately made self-evaluations reflected the valence of others'evaluations to a greater extent than men's. Finally, women saw others'evaluations as more accurate assessments of their performance than did men and said they were more influenced by those evaluations than did men. The best explanation for the gender difference in responsiveness to others'evaluations, therefore, seems to lie in women's and men's differing construals of the informational value of those evaluations. The authors propose that different experiences girls and boys have with evaluative feedback may lead to gender differences in beliefs about the informational value of others'evaluations of our competence.     

The Role of Status in Producing Depressed Entitlement in Women's and Men's Pay Allocations

Extensive empirical evidence confirms a depressed entitlement effect wherein women pay themselves less than men for comparable work and believe the allocation fair. The present study tests the hypothesis that status subordination linked to being female underlies at least some of this effect. A 2 × 3 design crossed 180 undergraduates' gender with a control condition, which successfully established the depressed entitlement effect, and two experimental conditions. In one, women's status was enhanced through legitimation of women's task abilities; in the other, both women's and men's status was enhanced by adding educational credentials relevant to task ability. Follow-up analyses of the significant interaction revealed that the gap in self-pay demonstrated in the control condition disappeared when women's status was enhanced such that higher-status women's self-pay equaled that of men and exceeded that of control women. Although these findings confirm that status plays a role in producing depressed entitlement in self-pay, ancillary analyses of participants' perceptions point to the persistence of shifting standards and men's resistance to status threats.     

Is the DOSPERT gender invariant? A psychometric test of measurement invariance

It is well established in the risk literature that men tend to take more risks than women. This gender difference, however, is often qualified by its domain specificity. Considering recent research on the domain generality of risk taking as a disposition, there is a need to examine the degree to which men take more risks than women, in general. In order to make substantive conclusions about the gender differences in risk‐taking propensity, one must first establish measurement invariance, which is required for the meaningful interpretation of observed group differences. In this paper, we examined the measurement invariance of the Domain‐Specific Risk‐Taking scale (DOSPERT)—one of the most popular measures of individual differences in risk taking. We found that the DOSPERT violated configural invariance in a bifactor model, indicating that the underlying factor structure of the DOSPERT differs between men and women. Even after removing the social risk dimension, DOSPERT still failed to reach scalar invariance. Taken together, these findings suggest that score differences in the DOSPERT may be due to response artifacts rather than true differences in the latent construct. Therefore, gender differences in the DOSPERT must be interpreted with caution. Implications for the measurement of risk taking are discussed.     

A sociocultural framework for understanding partner preferences of women and men: Integration of concepts and evidence

In the current sociocultural framework for understanding mating preferences, we propose that gender roles affect sex differences and similarities in mate preferences. Gender roles, in turn, are shaped by the unequal division of labour between women and men. As a consequence, mating preferences and choices should converge across the sexes as the weakening of this division puts the sexes in more similar social roles in their societies. To evaluate these assumptions, we review relevant findings from three domains that show variability in gender roles: (a) cross-cultural variability related to differences in societies’ division of labour, (b) historical variability related to temporal changes in the division of labour, and (c) individual variability in gender attitudes that reflects the gradual and uneven spread of shifts toward gender equality throughout each society. The bringing together of multiple lines of evidence puts the sociocultural framework on a new and more secure foundation.     

DECONSTRUCTING THE MYTH OF THE NONAGGRESSIVE WOMAN

One of the most pervasive and undisputed gender stereotypes is that men are more aggressive than women. However, this stereotype has, until recently, led researchers to conclude that women are nonaggressive and, therefore, to ignore the topic of female aggression as a distinct phenomenon. The basis of the myth, factors supporting its maintenance, and theories of female aggression are examined. A feminist reinterpretation of aggression that views women's and men's aggressive behavior within social structural arrangements that create and sustain differential power relations is presented.     

Psychology and violence against women

The discipline of psychology has made many contributions to the understanding of the social problem of men's violence against women during the past 15 years by reframing the problem as one of misuse of power by men who have been socialized into believing they are entitled to control the women in their lives, even by violent means. The new scientific psychology data base formed by integrating feminist gender analysis methods into more traditional psychological methodology is discussed, as are the implications of the resulting empirical data on which are based newer assessment, treatment, and forensic applications. A review of the major psychological advances in psychotherapy with women who have been sexual assaulted, exploited, and battered is presented, as well as implications for national policy. The feminist model presented is one in which science and practice concerns are carefully considered at all steps of the process. The article concludes with a discussion of the challenges involved in making the future training of psychologists more relevant to women's mental health concerns.     

FRIENDLY OR SEXY?

A set of three studies replicated and extended Abbey's (1982) research, indicating that men perceive less friendliness, but more sexuality than women when observing women's social interactions. Study 1 was based on 49 previously unacquainted male-female pairs who engaged in brief face-to-face discussions, and 48 males and 61 females who observed one of those discussions. Study 2 was based on videotaped exchanges between a male store manager and a female cashier, and Study 3 between a male professor and a female student; 75 males and 88 females participated in Study 2, while 98 males and 102 females participated in Study 3. In all three studies, the men saw less friendliness, but more "sexiness" in the woman's behavior than the women. These results support the idea that some of the less severe forms of sexual harassment in business and academic settings may be better understood eventually through research and theory development that considers these sex differences in social perceptions.