Situational moderators of gender differences in reward allocations

This experiment investigated the impact of four variables, hypothesized to convey cues as to sex-role appropriate behavior, on gender differences in reward allocations between self and a co-worker. These variables were: expectations for future interactions with the co-worker, sex of co-worker, type of reward, and type of allocation decision. Males and females were asked to indicate how they would allocate money or course points between themselves and a same or opposite sex co-worker with inferior performance. Females allocated either type of reward more equitably than males when making independent allocations. When making joint (zero-sum) allocations, however, both sexes allocated rewards more equitably with a same-sex co-worker than with an opposite-sex co-worker when future interaction with the co-worker was expected. Grades were seen as more important than money by both sexes, and both men and women allocated course points more equitably than money. Type of reward did not, however, differentially affect men's and women's allocation patterns. Overall, independent allocations were more equitable than joint allocations. Results are discussed as suggesting that gender differences in reward allocations are not a result of inherent personality differences between the sexes but rather reflect the influence of situational factors that can arouse sex-role specific self-presentational concerns.     

A meta-analysis of gender differences in character strengths and age,nation, and measure as moderators

Abstract

The present meta-analysis investigates gender differences in the 24 VIA character strengths. Based on a literature search on quantitative studies that assessed character strengths, 65 samples consisting of both published and unpublished data were included (total N = 1,189,924). A random-effects model yielded significant gender differences for 17 of the 24 character strengths, although only four of these differences showed at least small effects: Females scored higher than males in appreciation of beauty and excellence, kindness, love, and gratitude. Thus, males and females were mostly similar in their character strengths. The size of the gender differences did not vary with nationality (i.e. the US, Switzerland, Germany, and Israel), while age and type of measure were significant moderators for 13-14 character strengths. The most pronounced differences emerged between children/adolescents and the VIA-Youth in comparison to adults and the VIA-IS as well as the short measures.     

Explaining sex differences in managerial career satisfier preferences: the role of gender self-schema

Using survey data from 400 managers, the authors examined whether gender self-schema would explain sex differences in preferences for status-based and socioemotional career satisfiers. Female gender self-schema, represented by femininity and family role salience, completely mediated the relationship between managers' sex and preferences for socioemotional career satisfiers. However, male gender self-schema, represented by masculinity and career role salience, did not mediate the relationship between managers' sex and preferences for status-based career satisfiers. As expected, male managers regarded status-based career satisfiers as more important and socioemotional career satisfiers as less important than female managers did. The proposed conceptualization of male and female gender self-schemas, which was supported by the data, enhances understanding of adult self-schema and work-related attitudes and behavior.     

Perceived career barriers and coping among youth in Israel: Ethnic and gender differences

This study investigated gender and ethnic differences in the perception of different types of career barriers among young adults in relation to their views of themselves as individuals (Personal Career Barriers) and their views of their gender and ethnic group (Group Career Barriers). This study also explored gender and ethnic differences in the sense of efficacy in coping with career barriers. The participants were 406 university students: 156 Israeli-born Jews, 133 Jewish immigrants from the former Soviet Union and 117 Arab-Israelis. The results indicated that their perceptions of the different types of career barriers and their sense of coping efficacy differ according to gender and ethnic group and that there are also joint effects of gender and ethnicity. The results showed that participants rated group barriers higher than personal career barriers. However, the discrepancies were different in each of the three ethnic groups. Perceived career barriers were negatively associated with the sense of coping efficacy and positively associated with non-productive coping strategies. The implications for future research and counseling for minority groups are discussed.     

The role of friends in career compromise: Same-gender friendship intensifies gender differences in educational choice

We propose a mechanism of how the desire to maintain friendships can intensify gender differences in educational choice. The required conditions for this mechanism would be that (1) adolescent males and females differ in their overall educational preferences, (2) wanting to stay close to friends motivates some adolescents to adjust their educational choice in line with their friends' choices, and (3) adolescents have a higher share of same-gender, than other-gender, friends. Study 1 confirmed that these criteria were met, and Study 2 found an association between friendship priority and gender typed field of study. In conclusion, adjusting educational choices in order to maintain friendships put adolescents at risk of compromising their true career interests, and also becomes an obstacle to a gender balanced labor market.     

career development practitioners as advocates for transgender individuals: understanding gender transition

Assisting transgender individuals is a concern for career development practitioners because there is a lack of knowledge on this topic. The complexity of gender reassignment surgery brings challenges and unique needs to this population, throughout gender transition, and requires career development practitioners to understand these challenges and needs to provide appropriate services to transgender individuals. The author conducted a comprehensive review of the literature in the areas of transgender issues in career development and counseling, counseling transgender individuals, gender transition, and multicultural counseling competencies. The role of career development practitioners as advocates for transgender individuals who experience gender transition is discussed.     

Cognitive gender differences: A developmental perspective

This article reviews the developmental literature on cognitive gender differences and compares past and present trends in gender differences, by age, from the standardizations of the Wechsler Intelligence Scales (1949–1981) and the California Achievement Tests (CAT; 1956–1985). Consistent with prior research, decreases in gender differences were found for adolescents. For children, gender differences were small or nonexistent in the Wechsler and CAT norms from 1949–1985. For adults, notable gender differences were often found on the subtests of the Wechsler scales, and have remained relatively constant over the past generation.I would like to thank Donald Ross Green for providing me with Clark's (1958) paper.     

Lay beliefs about competition: Scale development and gender differences

Motivation and Emotion - Women are less competitive than men in most contexts studied. This difference has been linked to the gender gap in socio-economic outcomes. To examine whether this gender...     

Cognitive career counseling: A rationalemotive approach to career development

The application of cognitive techniques to the career counseling process has been minimal. Since the career and personal development of individuals is interwoven, practitioners from a variety of disciplines are faced with a wide range of complex presenting problems regardless of their specialty. Providing occupational information and assessing job skills are partial components of the career counseling process. This paper addresses the cognitive barriers which interfere with successful career development. Cognitive career counseling (CCC) is described as a methodology for helping clients modify their vocational irrational beliefs (VIBes) so that they may achieve their career and personal goals during realistically unstable changes in economic conditions.Diana R. Richman, Ph.D., Senior Supervisor, Staff Psychologist, and Graduate Fellow, Institute for Rational-Emotive Therapy, New York City, maintains a private practice in Queens and Manhattan. She is Director of Clinical Supervision at APPLE Continuing Treatment Program, and serves as an organizational consultant.     

A reexamination of black-white mean differences in work performance: more data, more moderators

This study is the largest meta-analysis to date of Black-White mean differences in work performance. The authors examined several moderators not addressed in previous research. Findings indicate that mean racial differences in performance favor Whites (d = 0.27). Effect sizes were most strongly moderated by criterion type and the cognitive loading of criteria, whereas data source and measurement level were influential moderators to a lesser extent. Greater mean differences were found for highly cognitively loaded criteria, data reported in unpublished sources, and for performance measures consisting of multiple item scales. On the basis of these findings, the authors hypothesize several potential determinants of mean racial differences in job performance.     

A meta-analytic review of gender differences in ADHD

The present study examined gender differences in ADHD through a meta-analysis. Effect size estimates for the primary symptoms and correlates of ADHD were calculated in an attempt to replicate and extend a previous meta-analysis on gender differences in the disorder. Relatively lenient inclusion criteria were used in order to maximize the number of studies included in the effect sizes. The results indicated that in comparison to ADHD boys, ADHD girls had lower ratings on hyperactivity, inattention, impulsivity, and externalizing problems. In addition, ADHD girls had greater intellectual impairments and more internalizing problems than ADHD boys. Overall, the results of the current meta-analysis indicated general agreement with the previous meta-analysis. The clinical implications of these gender differences and future research considerations are discussed.     

Asian American career development: A qualitative analysis

This study used a modified version of consensual qualitative research design to examine how contextual, cultural, and personal variables influence the career choices of a diverse group of 12 Asian Americans. Seven domains of influences on career choices emerged including family, culture, external factors, career goals, role models, work values, and self-identity. Furthermore, several overarching themes were discovered that expressed elements of many of these domains. These themes highlighted the pervasive and influential role that both culture and family of origin play in the construction of meaning that these Asian American participants made from their career choices. Implications of these domains and themes and suggestions for future research are discussed.     

Limb and gender differences in the development of coordination in early infancy

Young infants produce a variety of spontaneous arm and leg movements in the first few months of life. Coordination of leg joints has been extensively investigated, whereas arm joint coordination has mainly been investigated in the sitting position in the context of early reaching and grasping. The current study investigated arm and leg joint coordination of movements produced in the supine position in 10 fullterm infants aged 6, 12 and 18 weeks. Longitudinal comparisons within limbs (intralimb) as well as between limbs (interlimb, ipsilateral and contralateral) were made as well as an exploration of differences in the development for boys and girls. The relationship between the joint angles was examined by measuring pair-wise cross-correlation functions for the angular displacement curves of the leg (hip, knee and ankle) and arm (shoulder, elbow and wrist) joints of both the right and left side. Both the arms and legs were found to follow a similar pattern of intralimb coordination, although the leg joints were more tightly coupled than the arm joints, particularly the proximal with the middle joint. In support of earlier findings, differences in the development of the right and left side were identified. In addition, gender differences in joint coordination were found for both intralimb and interlimb coordination. This contrasts with the view that gender differences in motor development may be primarily a result of environmental influences.     

Dimensions of adolescent career development: A multi-instrument analysis

Dimensions of adolescent career development were assessed by several well-established, objectively scored instruments. Attention was given to the correlations between measures of academic achievement and career development. Correlations among 19 scales administered to 237 eleventh graders revealed three clusters of converging scale pairs, labeled “Certainty,” “Decision-Making,” and “Activity.” Four orthogonal factors were identified and given the following heuristic labels: “Cognitive Resources for Decision-Making,” “Decision-Making Style,” “Systematic Involvement in Career Decision-Making,” and “Decision-Making Stage/Certainty.” Results are discussed in relation to practical problems of instrument selection and score interpretation and in the context of theories of adolescent career development.     

On the reciprocal relationship between gender and occupation: Rethinking the assumptions concerning masculine career development

Social scientists who study the career development of women have tended to ignore variables which function to inhibit or facilitate change in the traditional pattern of men's vocational behavior. Although such neglect is understandable, given the pervasive promasculine bias of society and the parallel disparagement of what has traditionally been considered “women's work,” economists and sociologists have long pointed out that the vocational behavior of both sexes must change for there to be any significant alteration in the sexual division of labor. The present paper suggested the utility of viewing masculine career behavior as an extension of male sex role, and investigated counselors' reactions to an experimental analog of the vocational counseling process. As predicted, the counselors demonstrated negative reactions to a male aspiring to a nontraditional (i.e., feminine) occupation. The discussion outlined suggestions for research into factors which may relate to change in the traditional patterns of men's vocational behavior.     

The career development of Christiaan Neethling Barnard: A psychobiography

This study employs a psychobiographical case study to describe and interpret the career development of Christiaan Neethling Barnard, who performed the first human heart transplant. It interprets Barnard's life history according to the career development model of Greenhaus, Callanan and Godshalk (2010), which proposes the following four stages: occupational and organisational choice, early, middle, and late career. Generally, Barnard's career progression matched the stages proposed by Greenhaus et al. (2010 Greenhaus, J. H., Callanan, G. A., & Godschalk, V. M. (2010). Career management (4th ed.). Los Angeles: Sage. [Google Scholar]). Exceptions were noted that relate to the first and fourth stages: Barnard experienced an extended occupational and organisational choice stage, while he showed no signs of career disengagement during the late career stage. The study confirmed the usefulness of the career development model of Greenhaus et al. within the psychobiographical research tradition.     

The consequences of being overweight: A controlled study of gender differences

The consequences of body weight were explored in a sample of 44 women and 40 men who were matched for body size on the basis of judges' ratings and height-weight proportions. Results indicated that the condition of being overweight had a more negative effect on women than on men: Average-weight subjects showed a preference for thin women but not for thin men; the condition of being overweight negatively affected the quantity and quality of women's relationships with men, but had little effect on men's relationships with women; overweight negatively affected the self-attitudes of all subjects, but particularly those of women. Furthermore, average-weight and, particularly, overweight women showed more concern regarding their body size than either average or overweight men. These findings were interpreted in terms of prevailing sex role pressures and expectations.We gratefully acknowledge the help of Alice Carpenter in planning this study and the help of Peggy Nevils during the data-gathering phase of the study.