Effects of gender diversity management on perceptions of organizational attractiveness: The role of individual differences in attitudes and beliefs.

In this study, the authors examined how individual gender-related attitudes and beliefs affect the reactions of men and women to gender diversity management programs in organizations. They found that whereas there were no significant between-sex differences in the effects of gender diversity management on organizational attractiveness, there were strong within-sex differences based on individual attitudes and beliefs. Specifically, within the sexes, centrality of one's gender identity, attitudes toward affirmative action for women, and the belief that women are discriminated against in the workplace moderated the effects of gender diversity management on organizational attractiveness. The findings, combined with prior research, suggest that it is critical for organizations to incorporate efforts to manage perceptions of gender diversity management programs into their diversity management strategies. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The impact of LGBT policies on ethnic/racial and gender diversity among business school faculty.

This study examines how policies targeted to the lesbian, gay, bisexual, and transgender (LGBT) community impact gender and ethnic/racial diversity within business schools. Specifically, the authors examine domestic-partner benefits, sexual orientation nondiscrimination policies, and gender identity nondiscrimination policies. The cumulative effect of offering multiple policies is also examined. Findings suggest that ethnic/racial diversity of tenure-track business faculty is significantly related to the school offering each of the examined LGBT policies; however, gender diversity was not significantly related. The offering of multiple policies is also a significant predictor of ethnic/racial diversity in business school faculties. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Unlocking the effects of gender faultlines on team creativity: Is activation the key?

The purpose of this study was to use faultline theory to examine the effects of gender diversity on team creativity. Results from 80 teams working on an idea generation task indicated that the activation of gender faultlines negatively affected the number and overall creativity of ideas. However, gender faultlines that were not activated had no effect. Results also indicated that the relationship between activated gender faultlines and team creativity was partially mediated by the level of conflict within the team. Specifically, emotional conflict partially mediated the effects of activated gender faultlines on the number of ideas generated. Implications are discussed, as well as possible limitations and directions for future research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age and gender diversity as determinants of performance and health in a public organization: The role of task complexity and group size.

The influence of age and gender composition on group performance and self-reported health disorders was examined with data from 4,538 federal tax employees working in 222 natural work unit groups. As hypothesized, age diversity correlated positively with performance only in groups solving complex decision-making tasks, and this finding was replicated when analyzing performance data collected 1 year later. Age diversity was also positively correlated with health disorders--but only in groups working on routine decision-making tasks. Gender composition also had a significant effect on group performance, such that groups with a high proportion of female employees performed worse and reported more health disorders than did gender-diverse teams. As expected, effects of gender composition were most pronounced in large groups. Effects of age diversity were found when controlling for gender diversity and vice versa. Thus, age and gender diversity seem to play a unique role in performance and well-being. The moderating role of task complexity for both effects of age diversity and the moderating role of group size for both effects of gender diversity further suggest that the impact of these 2 variables depends on different group processes (e.g., knowledge exchange, variation in gender salience). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sport psychology consultation: The influence of gender on learning style.

Consultants in sports psychology need to be aware of the potential gender differences among athletes. Examined are important gender-related factors related to learning styles in athletes. Identified are the observed differences in male and female response style on learning patterns for the population studied. When compared on 20 different learning style factors as measured by a standardized scale, the learning styles of males and females differed at a statistically significant level on 9 factors. Statistically significant differences were noted on factors measuring ability to trust, frustration tolerance, facilitation to change, and feedback preference. Gender differences are discussed, as are issues for the sports psychologist consultant as to the influence of gender on learning styles in male and female athletes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effect of grammatical gender on object categorization.

In 3 experiments, we investigated the effect of grammatical gender on object categorization. Participants were asked to judge whether 2 objects, whose names did or did not share grammatical gender, belonged to the same semantic category by pressing a key. Monolingual speakers of English (Experiment 1), Italian (Experiments 1 and 2), and Spanish (Experiments 2 and 3) were tested in their native language. Italian and Spanish participants responded faster to pairs of stimuli sharing the same gender, whereas no difference was observed for English participants. In Experiment 2, the pictures were chosen in such a way that the grammatical gender of the names was opposite in Italian and Spanish. Therefore, the same pair of stimuli gave rise to different patterns depending on the gender congruency of the names in the languages. In Experiment 3, Spanish speakers performed the same task under an articulatory suppression condition, showing no grammatical gender effect. The locus where meaning and gender interact can be located at the level of the lexical representation that specifies syntactic information: Nouns sharing the same grammatical gender activate each other, thus facilitating their processing and speeding up responses, either to semantically related pairs or to semantically unrelated pairs. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The influence of child gender role and maternal feedback to child stress on the emergence of the gender difference in depressive rumination in adolescence.

Extensive research has linked a greater female tendency to ruminate about depressed feelings or mood to the gender difference in depression. However, the developmental origins of the gender difference in depressive rumination are not well understood. We hypothesized that girls and women may be more likely to ruminate because rumination represents a gender-stereotyped coping style that is associated with a more feminine gender role identity, maternal encouragement of emotion expression, and passive coping responses to stress. This study examined whether child self-reported gender role identity and observed maternal responses to child stress mediated the emergent gender difference in depressive rumination in adolescence. Maternal gender role attitudes were further hypothesized to moderate the relationship between child sex and mediating variables. Rumination and gender role identity were assessed in 316 youths and their mothers in a longitudinal study from age 11 to age 15; in addition, 153 mother–child dyads participated in an observational task at age 11 from which maternal responses to a child stressor were coded. Results indicated that greater feminine gender role identity among children and encouragement of emotion expression by mothers at age 11 significantly mediated the association between child sex and the development of depressive rumination at age 15, even after controlling for rumination at age 11. Maternal gender role attitudes significantly moderated the relationship between child sex and maternal encouragement of emotion expression, such that mothers who endorsed more traditional gender role attitudes themselves were particularly likely to encourage emotion expression in their daughters. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of observation and gender on psychogenic symptoms.

Objective: To assess the effects of modeling and its interaction with gender in the production of psychogenic symptoms. Design: Healthy volunteers were asked to inhale an inert substance described as a suspected environmental toxin that had been reported to provoke 4 physical symptoms. Subsequently, half of the participants observed a confederate inhale and display the 4 expected symptoms. To control for the general tendency of women to report more physical symptoms than men, participants were also asked to rate the presence of 4 unexpected symptoms. Main Outcome Measures: Symptom ratings at 10-min intervals over a 1-hr period. Results: With unexpected symptoms controlled, observation of symptom displays increased reports of expected symptoms significantly. In addition, the presence of another person of the same gender as the participant increased the production of expected symptoms, even when symptoms were not modeled by the confederate. There was also a trend for women to show more expected symptoms than men. Conclusion: Although the effect of modeling was independent of gender, the mere presence of a same-gender individual, as opposed to a person of the opposite gender, increased reports of expected symptoms, regardless of whether the second person (i.e., the confederate) displayed symptoms. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and gender differences in effects of d-amphetamine on risk taking.

The effects of stimulant drugs on risk-taking behavior vary across individuals, even in healthy samples. These differences could relate to personality, which may share common mechanisms with drug effects or impulsive, risk-taking behavior. The current study investigated the role of temperament and gender in the effects of amphetamine on risk taking. Forty healthy men and women, aged 18 to 35, completed the Balloon Analogue Risk Task (BART; Lejuez et al., 2002) with three reward values after ingesting placebo or d-amphetamine (10, 20 mg). They completed the Multidimensional Personality Questionnaire Brief Form (MPQ-BF; Patrick et al., 2002), with three main scales: Trait reward sensitivity (Agentic Positive Emotionality; AgPEM), impulsivity (Constraint; CON), and negative affect (Negative Emotionality; NEM). d-Amphetamine (20 mg) decreased risk behavior in low AgPEM males, but increased risk behavior in high AgPEM males, producing positive correlations with AgPEM in men (r≥+.55, p     

Depression socialization within friendship groups at the transition to adolescence: The roles of gender and group centrality as moderators of peer influence.

Tests of interpersonal theories of depression have established that elevated depression levels among peers portend increases in individuals' own depressive symptoms, a phenomenon known as depression socialization. Susceptibility to this socialization effect may be enhanced during the transition to adolescence as the strength of peer influence rises dramatically. Socialization of depressive symptoms among members of child and adolescent friendship groups was examined over a 1-year period among 648 youth in grades six through eight. Sociometric methods were utilized to identify friendship groups and ascertain the prospective effect of group-level depressive symptoms on youths' own depressive symptoms. Hierarchical linear modeling results revealed a significant socialization effect and indicated that this effect was most potent for (a) girls and (b) individuals on the periphery of friendship groups. Future studies would benefit from incorporating child and adolescent peer groups as a developmentally salient context for interpersonal models of depression. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Effect of disability, gender, and job level on ratings of job applicants.

Objective: To examine the effects of applicant disability, gender, and job level on ratings of job applicants. Design and Participants: Full-time workers (n?=?88) and undergraduates (n?=?98) provided ratings of hypothetical job applicants who differed on the 3 factors of interest. Measures: Job applicants were evaluated on the basis of competence, overall recommendation, potency, activity, and starting salary. Results: Applicants with disabilities were generally rated significantly higher in activity and potency than the applicant without a disability. Additional analyses revealed a significant Gender X Job Level interaction for applicants with a disability. Conclusions: Consistent with D. T. Wegener and R. E. Petty's (1997) flexible correction model, the results of this study suggest that evaluations of job applicants with disabilities may depend on the amount of cognitive resources raters have available at the time the evaluations are made. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The impact of NEO PI-R gender norms on the assessment of personality disorder profiles.

Many personality assessment inventories provide gender-specific norms to allow comparison of an individual's standing relative to others of the same gender. In some cases, this means that an identical raw score produces standardized scores that differ notably depending on whether the respondent is male or female. Thus, an important question is whether unisex-normed scores or gender-normed scores more validly assess personality. Gender-normed and unisex-normed scores from the NEO Personality Inventory—Revised (P. T. Costa & R. R. McCrae, 1992) were examined in a large clinical sample, using 2 measures of personality disorder as validating criteria. Gender-normed scores did not obtain significantly higher correlations. In fact, for 2 personality disorders (antisocial and narcissistic), gender-normed scores yielded significantly lower correlations, suggesting that personality disorder pathology relates most closely to one's absolute level of a personality trait, rather than one's standing relative to others of the same gender. Ramifications of this finding for personality research and clinical assessment are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effect of professor ethnicity and gender on student evaluations: Judged before met.

Ethnic minority academicians face a number of challenges in the “ivory tower.” One set of challenges arises from the racial stereotypes that others hold, and the current research investigates the stereotypes held by students before they even meet such professors. After providing college preparatory students with a CV of a professor (differing in their race—White, Black, or Asian; their gender—male or female; and their academic discipline—Science or Humanities), students evaluated the professor on measures of competence, legitimacy, and interpersonal skills. We found that students evaluated Black professors to be significantly less competent and legitimate than their White and Asian counterparts. Both Black and Asian professors were judged to have significantly less interpersonal skills than White professors. No gender main effects emerged. Professors in science were judged to be more competent and legitimate than professors in humanities. Very few interactions surfaced. We discuss our results in terms of previous stereotype research and the implications our results have for further compounding the challenges that Black professors face in academia. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Type of items and the magnitude of gender differences on the Mental Rotations Test.

The present study considered the structure of the drawings used in the Mental Rotations Test (MRT) to examine whether distractors that are either a mirror image or structurally different from the target as well as response alternatives with occluded and nonoccluded parts affect the magnitude of gender differences on this test. One hundred and three women and 100 men undergraduate students were given unlimited time to complete the MRT. A gender by occlusion interaction on correct responses showed that gender differences were larger for occluded than for nonoccluded items. Examination of performance as a function of item placement in the test suggested that it is unlikely that the results could be accounted for by differential practice effects in women and men. Implications of these results for explanations of gender differences on the MRT and for the training of spatial abilities are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of perceived race and gender in the evaluation of college teaching on RateMyProfessors.Com.

The present study examined whether student evaluations of college teaching (SETs) reflected a bias predicated on the perceived race and gender of the instructor. Using anonymous, peer-generated evaluations of teaching obtained from RateMyProfessors.com, the present study examined SETs from 3,079 White; 142 Black; 238 Asian; 130 Latino; and 128 Other race faculty at the 25 highest ranked liberal arts colleges. Results showed that racial minority faculty, particularly Blacks and Asians, were evaluated more negatively than White faculty in terms of overall quality, helpfulness, and clarity, but were rated higher on easiness. A two-stage cluster analysis demonstrated that the very best instructors were likely to be White, whereas the very worst were more likely to be Black or Asian. Few effects of gender were observed, but several interactions emerged showing that Black male faculty were rated more negatively than other faculty. The results of the present study are consistent with the negative racial stereotypes of racial minorities and have implications for the tenure and promotion of racial minority faculty. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Roles of gender, race, and SES in the college choice process among first-generation and nonfirst-generation students.

The authors examined students' reports of their college choice process to understand the influence of a set of psychological, personal, and institutional factors. The authors also examined potential moderating influences of generational status, gender, race, and SES on our variables of interest. A diverse sample of college freshmen (N = 1,339), including 42% who were the first in their families to attend college, responded to a self-reporting, Web-based survey. Findings indicate that psychosocial factors and academic quality of the college were most influential for first-generation students as compared to their nonfirst-generation peers in the college choice process. However, gender, race, and SES moderated these influences in complex ways. For example, females rated the psychological variables higher than males; Asian American and African American first-generation students rated higher than their parents' preferences for which college to attend as compared to nonfirst-generation peers. First-generation females, African American in particular, considered academic quality more important than other groups. Our findings should be of value to counselors and other personnel who facilitate students' college choice process as well as college recruitment, retention, and diversity enhancement programs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Harassing under the influence: The prevalence of male heavy drinking, the embeddedness of permissive workplace drinking norms, and the gender harassment of female coworkers.

Drawing from the literature linking alcohol consumption and aggressive behavior, the authors examine the degree to which the risk of gender harassment toward female workers may be associated with the drinking behaviors and perceived workplace drinking norms of their male coworkers. Using multilevel analyses to examine data from 1,301 workers (including 262 women employed in 58 work units in the manufacturing, service and construction sectors), our findings indicate that, even when controlling for a variety of other demographic and unit-level factors, there is a significant association between the proportion of males in a work unit identified as being heavy or "at-risk" drinkers and the probability of gender harassment toward unit females. Our findings further indicate that this association is amplified as a function of the embeddedness of permissive workplace drinking norms among males' referent others. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does whom you work with matter? Effects of referent group gender and age composition on managers' compensation.

Much research has examined gender and age effects on compensation, concluding that a wage gap exists favoring men and negative stereotypes against older workers persist. Although the effect of an employee's gender or age has been widely studied, little work has examined the impact of the demographic characteristics of a focal employee's immediate referent groups (e.g., subordinates, peers, or supervisors) on pay. The effect of the gender and age composition of a focal manager's subordinates, peers, and supervisor on the manager's compensation levels was investigated in a sample of 2,178 managers across a wide range of organizations and functional areas. After controlling for a number of human capital variables, results indicated that not only does a wage gap favoring men exist, but also managerial pay is lower when managers' referent groups are largely female, when subordinates are outside the prime age group, and when peers and supervisors are younger. (PsycINFO Database Record (c) 2010 APA, all rights reserved)