Competent Enough,But Would You Vote for Her? Gender Stereotypes and Media Influences on Perceptions of Women Politicians

Though research has demonstrated that media coverage of men and women politicians differ, fewer studies have examined the dual influence of gender stereotypes and types of media coverage in influencing public perceptions of women politicians. Study 1 (N = 329) examined how pre‐existing attitudes toward women leaders and valence of media message impacted perceptions of a woman senator and evaluations of the media source. Study 2 (N = 246) explored how media focus on a woman politician's personality or ability impacted perceptions of her warmth/likability and competence. Results suggest the media has particular influence on judgments of women politicians' likability (the “competent but cold” effect), providing evidence that women politicians need to be vigilant in monitoring their media depictions.     

Do we look happy? Perceptions of romantic relationship quality on Facebook

Does the information that people share about their romantic relationships on Facebook influence how other people perceive their relationship quality? Across 2 studies, people's accuracy at inferring others' relationship quality based on their Facebook profiles and how Facebook profiles influenced others' judgments of people's relationship quality and likability were investigated. Perceived relationship quality corresponded to self‐reported relationship quality (Study 1), and people with more visible relationships were perceived as having greater relationship satisfaction and commitment (Studies 1 and 2) and being more likable (Study 2). High disclosure about the relationship predicted greater perceived relationship quality but lower likability (Study 2). These findings illuminate how sharing information about one's relationship influences other people's impressions of the individual and the relationship.     

Effects of personality and gender on self–other agreement in ratings of leadership

We explore the role of leader personality (i.e., the Big 5 traits: Conscientiousness, Agreeableness, Openness, Extraversion, and Neuroticism) and gender in self–other (dis)agreement (SOA) in ratings of leadership. We contend that certain aspects of the leader's persona may be more or less related to self‐ or other‐ratings of the leader's behaviour if those aspects are (1) more or less observable by others, (2) more or less related to internal thoughts versus external behaviours, (3) more or less prone to self‐enhancement or self‐denigrating biases, or (4) more or less socially desirable. We utilize statistical methodologies that capture fully the effects of multiple independent variables on the congruence between two dependent variables (Edwards, 1995 , Organizational Behavior and Human Decision Processes, 64, 307), which previously have not been applied to this area of research. Our results support hypotheses predicting less SOA as leader Conscientiousness increases and greater SOA as Agreeableness and Neuroticism increase. Additionally, we found gender to be an important factor in SOA; female leaders exhibited greater SOA than did their male counterparts. We discuss the implications of these findings, limitations, and future research directions.

Practitioner points

• Popular practices such as 360‐degree feedback may reveal discrepancies between a person's self‐ratings and other's ratings.
• Although often attributed to a lack of self‐awareness, these discrepancies also may be explained by factors such as the personality and gender of the focal individual.

     

《周易》对中国古代数学的影响

分析中国古代数学史上重要的数学著作可以看出,《周易》往往被古代数学家们视作数学发展最早的源头,而且在一些重要的数学著作中,数学家们运用《周易》中的有关概念表述数学问题,对《周易》中的数学问题及其相关问题进行深入的研究,取得了重要的数学成就。这一切足以表明《周易》对于古代数学发展具有非常重要的影响。     

INCREASING THE ACCURACY OF CORRECTIONS FOR RANGE RESTRICTION: IMPLICATIONS FOR SELECTION PROCEDURE VALIDITIES AND OTHER RESEARCH RESULTS

The common practice in meta-analyses and in individual studies of correcting for direct range restriction even though range restriction is actually indirect has long been known to lead to undercorrection, but this error has been assumed to be small. Using validity generalization data sets for 4 jobs, this study calibrated this error by comparing meta-analysis results based on corrections for direct range restriction with the more accurate results from a recently developed method of correcting for indirect range restriction. It was found that, on average, correction for direct range restriction resulted in substantial underestimation of operational validities for both job performance measures (21%) and training performance measures (28%). In addition, 90% credibility values were on average underestimated by 38%–40%. In addition to the implications for personnel selection, these findings suggest that similar underestimation of important relationships has occurred in other areas of research, with potential implications for theory development.     

Self–Other Agreement: Comparing its Relationship with Performance in the U.S. and Europe

The use of multi‐source feedback has proliferated in the United States in recent years; however, its usefulness in other countries is unknown. Using a large sample of American managers (n=3793), this study first replicated earlier studies demonstrating that simultaneous consideration of self and other ratings of leadership skills is important for managerial performance ratings. In addition, the impact of self–other agreement on performance was investigated among 2732 managers in five European countries (U.K., Germany, France, Denmark, Italy). Results indicated that the effect of self and other ratings in the prediction of performance differs between the U.S. and the European countries in that the simultaneous inclusion of both self and other ratings is generally less useful in those countries than in the U.S. Further, the effect of self–other agreement varies among the European countries. Implications for multi‐source feedback interventions as well as multi‐national personnel management are discussed.     

The role of individualism and the Five-Factor Model in the prediction of performance in a leaderless group discussion

Personality has seen a resurgence in the work performance literature. The Five-Factor Model (FFM) represents a set of personality factors that has received the most attention in recent years. Despite its popularity, the FFM may not be sufficiently comprehensive to account for relevant variation across performance dimensions or tasks. Accordingly, the present study also considers how individualism may predict additional variance in performance beyond the FFM. The study involved 152 undergraduate students who experienced a leaderless group discussion (LGD) exercise. Results showed that while the FFM accounted for variance in students' LGD performance, individualism (independence) accounted for additional, unique variance. Furthermore, analyses of the group compositions revealed curvilinear relationships between the relative amount of extraversion, conscientiousness, and individualism in relation to group-level performance.     

Neutralizing substitutes for leadership theory: leadership effects and common-source bias

The purpose of this research was to examine alternative models of substitutes for leadership theory given the general lack of empirical support for the moderating effects postulated by the theory. On this basis, the research posited that the effects of substitutes also could be conceptualized as mediated relations. The research examined moderated and mediated relations for several sets of leader behaviors and substitutes that have been examined in the literature. The research design sampled 49 organizations, with 940 subordinates rating 156 leaders. Results, although generally not supportive of the moderator or mediator hypotheses, essentially demonstrated that leadership matters. The findings also suggest that prior significant effects in substitutes literature may be merely a statistical artifact, resulting from common-source bias.     

Gender Neutral Names: Don't Be So Sure!

Males and females were asked to rate the gender neutrality of familiar and unfamiliar names in order to identify gender neutral names for training and research purposes. A large group of non-traditional students and a group of practicing managers provided responses to a series of names. Two follow-up studies were also conducted to provide replication and verification. Initially, 26 familiar and 21 unfamiliar names were studied although in the final study that was expanded to include nine more familiar names. The most neutral names identified were Pat, Terry, Chris, and Lee.