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.     

Reducing STD/HIV Stigmatizing Attitudes Through Community Popular Opinion Leaders in Chinese Markets

Reducing STDs and HIV/AIDS incidence requires campaigns designed to change knowledge, attitudes, and practices of risky sexual behavior. In China, a significant obstacle to such changes is the stigma associated with these diseases. Thus 1 campaign intervention strategy is to train credible community leaders to discuss these issues in everyday social venues. This study tested the effectiveness of such an approach on reducing HIV/AIDS stigma, across 2 years, from a sample of over 4,500 market vendors, in 3 conditions. Results showed an increasing growth in market communication about intervention messages, and concomitant declines in stigmatizing attitudes, across time, with the greatest changes in community popular opinion leaders, significant changes in intervention nonopinion leaders, and little change in the control markets.     

How help during pregnancy can undermine self-efficacy and increase postpartum intentions to quit

Pregnancy reflects a common experience for women in today's workforce, yet recent data suggest that some women scale back or leave the workforce following childbirth. Considering these effects on women's careers, researchers have sought to understand the underlying dynamics of these decisions. Here, we explore a paradoxical reason for weakened postpartum career attitudes: help that women receive during pregnancy. We integrate stereotype threat and benevolent sexism theories to explain how the effects of help on postpartum intentions to quit may be transmitted through reductions in work self-efficacy. In doing so, we consider the role of perceived impact—or the extent to which help interferes with versus enables women's perceived ability to continue performing their work role. Results of a weekly diary study of 105 pregnant employees suggest that work-interfering help led to decreased self-efficacy for work during the following week. Furthermore, there was an indirect effect of average help received at work during pregnancy on postpartum intentions to quit the workforce through reductions in work self-efficacy that was stronger insofar as help was work-interfering versus work-enabling. Taken together, our results highlight unintended negative consequences that occur when others provide ineffective support to women at work during pregnancy.     

The value of formative investment in organizational federations

Public goods theories highlight an incentive system that rewards ‘free riding’ on the contributions of early contributors toward collective actions. However, because such theories focus on creation of the good, they may underestimate returns that accrue to early contributors subsequent to the good's realization. The concept of formative investment is introduced here to describe the extent to which organizations help to create public goods such as interorganizational linkages like participatory federations. Data from the CEOs of 48 organizations involved in a participatory federation were used to assess how an organization's level of formative investment is related to later patterns of dependency and interaction among federation members. Findings suggest that from a long‐term perspective, and for goods that involve communication and interaction, the incentive structure may not be so favorable for free riders. To the extent that organizations with high formative investment have the capability to envision the future and communicate that vision to potential federation partners, they may be able to both reduce free riding and secure for themselves advantageous positions in the subsequent network of relations.