A diagnostic-ration approach to measuring beliefs about the leadership abilities of male and female managers.

This study departed from previous research on gender stereotyping in the leadership domain by adopting a more comprehensive view of leadership and using a diagostic-ratio measurement strategy. One hundred and fifty-one managers (95 men and 56 women) judged the leadership effectiveness of male and female middle managers by providing likelihood ratings for 14 categories of leader behavior. As expected, the likelihood ratings for some leader behaviors were greater for male managers, whereas for other leader behaviors, the likelihood ratings were greater for female managers or were no different. Leadership ratings revealed some evidence of a same-gender bias. Providing explicit verification of managerial success had only a modest effect on gender stereotyping. The merits of adopting a probabilistic approach in examining the perception and treatment of stigmatized groups are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Is life stress more likely to provoke depressive episodes in women than in men?

One of the most consistent findings in psychiatric research is that rates of major depression are at least twofold higher among women than among men. Although there is considerable agreement in the literature that life events play a role in producing, triggering, or maintaining episodes of depression, less is known about the relationship among gender, life events, and depression. In the present study, we compared the rates, focus ("interpersonal" vs. "non-interpersonal"), and timing of stressful life experiences reported in rigorous interviews of male and female patients with unipolar recurrent depression and nondepressed contrast subjects. Consistent with hypotheses, female patients were more likely to experience stressful life experiences than their male counterparts; rates of stressful life experiences did not differ between female and male controls. Unexpectedly, rates of interpersonal stress did not differ among males and females regardless of patient or control status. We also found no significant differences in the timing of pre-onset events: stressful events were generally concentrated in the period immediately preceding onset for both men and women. Thus, although these data suggest that life stress may play a larger role in the provocation of recurrent episodes of depression for women than for men, there do not seem to be sex differences in the extent to which interpersonal vs. noninterpersonal events and difficulties are associated with depression onset or in the temporal distribution of events. Implications of these results are discussed in the context of research on other putative factors contributing to gender differences in rates of depression.     

Are female managers quitters? The relationships of gender, promotions, and family leaves of absence to voluntary turnover.

This study examined the relationships of gender, promotions, and leaves of absence to voluntary turnover for 26,359 managers in a financial services organization. Using Cox regression analyses and controlling for human capital, the authors found that, contrary to their prediction, female managers' voluntary turnover rates were slightly lower than those of their male counterparts. Managers who had been promoted were less likely to resign than nonpromoted managers only if the promotion had occurred within the past 11 months, and promoted women were less likely to resign than promoted men. The authors also found that managers who had taken family leaves had higher voluntary turnover rates than managers who had not taken leaves, and among family leave takers, managers with graduate degrees were less likely to resign than managers with less education. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of sex and gender socialization in stress reactivity.

Individual health is determined by a myriad of factors. Interestingly, simply being male or female is one such factor that carries profound implications for one's well-being. Intriguing differences between men and women have been observed with respect to vulnerability to and prevalence of particular illnesses. The activity of the major stress hormone axis in humans, the hypothalamus-pituitary-adrenal axis, is directly and indirectly associated with the onset and propagation of these conditions. Previous studies have shown differences between men and women at the level of stress hormone regulation, suggesting that the metabolic effects of stress may be related to susceptibility for stress-related disease. While the majority of studies have suggested that biological differences are responsible, few have also considered the role of gender socialization. In this selective review, the authors summarize evidence on sex differences and highlight some recent results from endocrinological, developmental, and neuroimaging studies that suggest an important role of gender socialization on the metabolic effects of stress. Finally, a model is proposed that integrates these specific findings, highlighting gender socialization and stress responsivity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

From heart attacks to melanoma: Do common sense models of somatization influence symptom interpretation for female victims?

Common sense models regarding gender and stress influenced how laypeople responded to information about symptoms in 3 experiments. In Study 1, medical intervention was perceived to be less important for female targets reporting chest pain and stressful events than for male targets experiencing identical symptoms and stressors. In addition, chest pain was less likely to be attributed to cardiac causes for female targets. This gender-based stress-discounting effect was replicated for symptoms of gallstones and melanoma in Study 2, where participants again were less likely to recommend medical care for female than for male targets. Recognition memory for information about a somatizing target was tested in Study 3; results suggested that laypeople hold stereotypes associating somatization with female gender. The authors' findings provide insight into the naive theories that shape symptom interpretation and self-referral behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Jumping ship: Who benefits from an external labor market career strategy?

The authors evaluated a sample of 610 managers working in 20 Fortune 500 companies in a longitudinal study to test hypotheses about male and female managers' compensation associated with internal and external labor market strategies. Both managers' gender and their labor market experience were hypothesized to affect their total cash compensation. Data confirmed hypotheses, but analyses of differences between male and female managers showed that only the male managers benefited from an external labor market strategy. Female managers who used an external labor market strategy did not receive greater compensation than female managers who used an internal labor market strategy. The discussion focuses on why female managers do not receive the same benefit from an external labor market strategy as male managers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychologists' Clinical Evaluations and Attitudes: An Examination of the Influence of Gender and Sexual Orientation.

Becoming aware of factors that may affect differential treatment of clients is necessary for psychologists to practice competently. Scholarly writing and empirical studies have suggested that therapist gender, client gender, and client sexual orientation are 3 such factors. This study examined therapist gender, client gender, and client sexual orientation in relation to psychologists' attitudes and clinical evaluations for clients. Results indicated that female psychologists held more positive attitudes and treatment expectations for clients than did male psychologists and that some psychologists hold inconsistent attitudes toward female clients generally and lesbian, gay, and bisexual clients in particular. Continuing education and consultation are recommended to increase psychologists' awareness of gender and sexual orientation issues and potential influences in treatment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The his and hers of prosocial behavior: An examination of the social psychology of gender.

Prosocial behavior consists of behaviors regarded as beneficial to others, including helping, sharing, comforting, guiding, rescuing, and defending others. Although women and men are similar in engaging in extensive prosocial behavior, they are different in their emphasis on particular classes of these behaviors. The specialty of women is prosocial behaviors that are more communal and relational, and that of men is behaviors that are more agentic and collectively oriented as well as strength intensive. These sex differences, which appear in research in various settings, match widely shared gender role beliefs. The origins of these beliefs lie in the division of labor, which reflects a biosocial interaction between male and female physical attributes and the social structure. The effects of gender roles on behavior are mediated by hormonal processes, social expectations, and individual dispositions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex effects on performance ratings on manager–subordinate dyads: A field study.

Tested the hypothesis of N. Schmitt et al (see record 1980-33528-001) that people rate those similar to themselves with more confidence, which is reflected in larger variances in performance ratings. 286 manager–subordinate dyads in all 4 sex combinations comprised the sample. Subordinates rated managers on the Behavioral Observation Scales (BOS), and managers rated subordinates using the Minnesota Satisfactoriness Scales (MSS). Bartlett's test for homogeneity of variance revealed that female subordinates produced significantly more variability when rating their male managers than when rating their female managers on total BOS rating. Female managers produced more variable ratings of male subordinates than for female subordinates on total MSS rating. Male subordinates and managers did not produce more variable BOS or MSS ratings when appraising other males than when rating females. Results are discussed in terms of role expectations. (24 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

From frustration to red fury: a description of work-related anger in male registered nurses

This article is Part II of a three part article. Part I described work-related anger experiences of female registered nurses, and in this article findings from a companion study of male RNs are presented. In phenomenological interviews, male nurses describe their work environment as hostile, causing them to be on the defensive and less productive. Sources of angle included attacks from physicians, coworkers, and managers; lack of assistance and support from peers; and differential treatment based on gender. The men stated they were called upon for physical tasks rather than for their nursing knowledge. Severed relationships and feelings of guilt, powerlessness, isolation, humiliation, and incompetence were concomitant with, or consequences of, anger. Part III provides recommendations for channeling anger constructively.     

A multilevel perspective on gender in classroom motivation and climate: Potential benefits of male teachers for boys?

Are boys better motivated by male than female teachers in high school math, science, and English classes, and can these differences be explained by classroom climate? Using a cross-classified multilevel model with 5 levels (school, teacher, class, student, subject), the authors found little or no support for this contention. In general (except in terms of anxiety and persistence), girls were better motivated than boys, and these differences tended to generalize over student age and school subject in classes taught by both male and female teachers. Student perceptions of classroom climate were more specific to the group of students within a particular class than to the teacher who taught the class and had moderate to large effects on the motivation of individual students. The surprisingly small amounts of variance explained in motivation by student gender and age, teacher gender, school subject, and their interactions support a gender invariance and similarities model but not theoretical predictions based on gender stereotype, gender intensification, and gender matching perspectives. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Review of Female perversions: The temptations of Emma Bovary.

Reviews the book, Female perversions: The temptations of Emma Bovary by Louise J. Kaplan (1991). Female perversions examines the subtle and surprising presence of perversion hidden within gender stereotypes and practices, both banal and dramatic. In this book, Louise Kaplan launches an ambitious project to reframe the analysis of perversion (more typically drawn on male experience) to encompass women's experiences, strategies, and inner lives. Even in normative readings of psychopathology, she finds a gender asymmetry. There is an elaborated discourse in psychoanalytic theory on male perversion and comparatively an absence in the reading of female perversion. Kaplan fills this gap in the psychoanalytic story with a disruptive and trenchant set of ideas. Kaplan develops her argument through literary sources--particularly in a fascinating reading of Flaubert's Madame Bovary and through a multidisciplinary method of critical theory, psychoanalytic reading, and a kind of ideology critique. The first task Kaplan undertakes is to identify and examine perversion as a phenomenon in psychic life. The second half of the book is devoted to a wide-ranging examination of instances of female perverse activity. Kaplan has done that rare thing--to write a book for a general audience of intelligent readers that can also interest the more narrow technical audience of psychoanalysts. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences in general academic self-esteem and in success expectations on defined academic problems.

In this study, gender differences in different dimensions of academic self-concept were examined. General academic self-esteem and expectations of being able to master particular math and verbal problems were measured in 231 sixth-grade Norwegian students. The girls had a substantially higher level of achievement and higher success expectations than their male classmates in Norwegian and English tasks, whereas there were no gender differences in achievement or success expectations in mathematics or in general academic self-esteem. A path analysis revealed that the differences in success expectations in English and Norwegian were no larger than could be explained by differences in achievement, and support for a direct effect of sex stereotypes on success expectations was not found. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Working in a Context of Hostility Toward Women: Implications for Employees' Well-Being.

This study examined how working in an organizational context perceived as hostile toward women affects employees' well-being, even in the absence of personal hostility experiences. Participants were 289 public-sector employees who denied any personal history of being targeted with general or gender-based hostility at work. They completed measures of personal demographics, occupational and physical well-being, and perceptions of the organizational context for women. Results showed that 2 contextual indices of hostility toward women related to declines in well-being for male and female employees. The gender ratio of the workgroup moderated this relationship, with employees in male-skewed units reporting the most negative effects. These findings suggest that all employees in the workplace can suffer from working in a context of perceived misogyny. (PsycINFO Database Record (c) 2010 APA, all rights reserved)