Use of both qualitative and quantitative approaches to study job stress in different gender and occupational groups.

Gender differences in job stress were investigated, collecting both qualitative (stressful incidents at work) and quantitative (rating scales of commonly experienced job stressors and strains) data from a sample of university employees. Content analyses of the qualitative data revealed 5 major job stressors, 5 major psychological strains, and 4 major physical strains experienced by both genders. When comparisons are made between men and women on their job stress experiences, a potential confounder is occupation, for which the authors controlled. While the authors controlled for occupation, women reported more overall psychological strains (as indicated by the qualitative data) and depression (as indicated by the quantitative data) than did men. Conversely, while the authors controlled for gender, faculty reported more anger and less frustration (as indicated by the qualitative data) and less turnover intentions (as indicated by the quantitative data) than did support staff. In this study, both qualitative and quantitative data indicated interaction effects between gender and occupation in predicting job stressors and strains. Finally, there was a stronger relation between interpersonal conflicts and negative emotions/job satisfaction were stronger for faculty than for staff. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Graphing the order of the sexes: Constructing, recalling, interpreting, and putting the self in gender difference graphs.

Graphs seem to connote facts more than words or tables do. Consequently, they seem unlikely places to spot implicit sexism at work. Yet, in 6 studies (N = 741), women and men constructed (Study 1) and recalled (Study 2) gender difference graphs with men’s data first, and graphed powerful groups (Study 3) and individuals (Study 4) ahead of weaker ones. Participants who interpreted graph order as evidence of author “bias” inferred that the author graphed his or her own gender group first (Study 5). Women’s, but not men’s, preferences to graph men first were mitigated when participants graphed a difference between themselves and an opposite-sex friend prior to graphing gender differences (Study 6). Graph production and comprehension are affected by beliefs and suppositions about the groups represented in graphs to a greater degree than cognitive models of graph comprehension or realist models of scientific thinking have yet acknowledged. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Social comparison, self-stereotyping, and gender differences in self-construals.

Four studies examined gender differences in self-construals and the role of social comparison in generating these differences. Consistent with previous research, Study 1 (N=461) showed that women define themselves as higher in relational interdependence than men, and men define themselves as higher in independence/agency than women. Study 2 (N=301) showed that within-gender social comparison decreases gender differences in self-construals relative to a control condition, whereas between-genders comparison increases gender differences on both relational interdependence and independence/agency. Studies 3 (N=169) and 4 (N=278) confirmed these findings and showed that changing self-construal changes gender differences in social dominance orientation. Across the 4 studies, strong evidence for the role of in-group stereotyping as mediator of the effect of gender on self-construal was observed on the relational dimension but not on the agentic dimension. (PsycINFO Database Record (c) 2010 APA, all rights reserved)