Are shy people reluctant to ask for help?

Examined the help-seeking behaviors of shy and not-shy men and women. In Study 1, Ss worked on an impossible task in the presence of a male or female confederate whom they were told had just successfully completed the task. Shy Ss asked for help no less frequently than did not-shy Ss overall, but they did seek help less frequently from opposite-sex confederates than from same-sex confederates. In Study 2, shy and not-shy men and women were required to call a man and a woman and ask them to complete a questionnaire. All respondents agreed to return the questionnaire. However, when shy Ss (compared with not-shy Ss) called opposite-sex respondents, fewer of the questionnaires were actually returned. When making their calls, shy Ss sounded somewhat less warm and confident than did not-shy Ss, and they also spoke less fluently. Fluency, in turn, predicted response rate for the shy subjects calling respondents of the opposite sex. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When do opposites attract? Interpersonal complementarity versus similarity.

Two experiments examined whether interpersonal complementarity or similarity influences people's satisfaction with dyadic interactions. Participants in complementary partnerships (submissive people with dominant partners, dominant people with submissive partners) reported more satisfaction than did those with similar partners. In Study 1 complementarity referred to the match between the participants' self-reported interpersonal style (dominant or submissive) and the role enacted by a confederate (dominant or submissive). In Study 2 participants interacted in pairs, and complementarity referred to the match between one participant's interpersonal goals and the other's overt behavior. Participants whose goals were complemented by their partners' behavior were more satisfied with the interaction than those whose goals were not. In both studies satisfied participants perceived their partners as similar to themselves. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Gender and leadership style: A meta-analysis.

Research comparing the leadership styles of women and men is reviewed, and evidence is found for both the presence and absence of differences between the sexes. In contrast to the gender-stereotypic expectation that women lead in an interpersonally oriented style and men in a task-oriented style, female and male leaders did not differ in these two styles in organizational studies. However, these aspects of leadership style were somewhat gender stereotypic in the two other classes of leadership studies investigated, namely (a) laboratory experiments and (b) assessment studies, which were defined as research that assessed the leadership styles of people not selected for occupancy of leadership roles. Consistent with stereotypic expectations about a different aspect of leadership style, the tendency to lead democratically or autocratically, women tended to adopt a more democratic or participative style and a less autocratic or directive style than did men. This sex difference appeared in all three classes of leadership studies, including those conducted in organizations. These and other findings are interpreted in terms of a social role theory of sex differences in social behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Task cues, dominance cues, and influence in task groups.

Both basic and applied research indicates that women are generally seen as less competent and are less influential in task groups than men. Two studies were conducted, with both female and male speakers, to examine the effectiveness of influence attempts when displaying task cues (behaviors that imply ability or task competence) or dominance cues (attempts to influence or control through threat). Results indicated a significant positive effect of task cues on perceived competence and actual influence, whereas the display of dominance cues was ineffective in gaining status and influence and resulted in negative reactions from others. Furthermore, this pattern held for female and male speakers. These results suggest that the display of task cues is an effective means to enhance one's status in groups and that the attempt to gain influence in task groups through dominance is an ineffective and poorly received strategy for both men and women. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Influence of female's sexual cycle on aggressiveness in male rats

Two experiments examined the relationship between the female's stage of estrus and agonistic behavior among males. Socially subordinate male albino rats were exposed to an inaccessible female and then given equal numbers of free-choice and forced-choice trials to a more aggressive "target" male or to an empty compartment. The submissive males were more aggressive following exposure to an estrous female than following exposure to a diestrous female. Furthermore, the probability of approaching the more aggressive male increased. This heightened level of aggressiveness was accompanied by a comparable increase in hostile behaviors by the dominant target males of Experiment 1. However, in the second experiment the increase in submissive-male aggressiveness was sufficient to reduce the social distance between the submissive subjects and their moderately aggressive target males.     

Gender differences in interaction style and influence.

Observed 128 Ss in mixed- and same-sex dyads to examine effect of interaction on sex differences in influence. Ss discussed 2 topics on which they disagreed. During the 2nd discussion, 1 S in each pair was told to influence the other. Ss showed more agreement and positive social behavior when paired with a woman and more disagreement and task behavior when paired with a man. Although women were more easily influenced, this effect was mediated by the partners' behavior. Ss were influenced more by a partner who agreed with them and less by one who disagreed. Path analyses and ANCOVAS revealed that Ss' sex predicted the partners' behavior toward them, which in turn predicted the sex difference in influence. When instructed to be influential, Ss increased disagreements, but only with male partners. Results indicate that the masculine interaction style used when interacting with men is less effective than the feminine style used when interacting with women. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Nonverbal affect responses to male and female leaders: Implications for leadership evaluations.

It was hypothesized that female leaders would elicit more negative nonverbal affect responses from other group members than male leaders offering the same initiatives. Male and female subjects participated in 4-person discussions in which male or female confederates assumed leadership. During the discussion subjects' nonverbal affect responses to the confederates were coded from behind one-way mirrors. Female leaders received more negative affect responses and fewer positive responses than men offering the same suggestions and arguments. Female leaders received more negative than positive responses, in contrast to men, who received at least as many positive as negative responses. The data demonstrate a concrete social mechanism known to cause devaluation of leadership, and thus support a more social interpretation of female leadership evaluations, in contrast to previous interpretations based on private perceptual bias. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Complainant behavioral tone, ambivalent sexism, and perceptions of sexual harassment.

Previous research has examined the impact of the law on decisions made about social sexual interactions in the workplace in the context of a variety of individual difference variables including gender of the observer and sexist attitudes, as well as situational factors including legal standard and prior exposure to aggressive and submissive complainants. The current study continued this line of inquiry by testing whether hostile or benevolent sexist attitudes behaved differently under manipulated exposure to aggressive and submissive complainants. Full-time workers watched 1 videotape in which aggressive, submissive, or neutral (i.e., businesslike) women complained that male coworkers sexually harassed them; then, participants viewed a second complainant who always acted in a neutral behavioral tone. In the first case, participants high in hostile sexism who took a reasonable person perspective (but not those with a reasonable woman point of view) and all men who viewed an aggressive complainant found less evidence of harassment. With the second set of allegations, female workers who were exposed to a submissive complainant in the first case found less evidence of harassment against the neutral complainant, suggesting that exposure to a submissive complainant triggered some type of victim blaming in female workers. Policy and training implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender, language, and influence.

Mixed- and same-sex dyads were observed to examine effects of gender composition on language and of language on gender differences in influence. Ss discussed a topic on which they disagreed. Women were more tentative than men, but only in mixed sex dyads. Women who spoke tentatively were more influential with men and less influential with women. Language had no effect on how influential men were. In a 2nd study, 120 Ss listened to an audiotape of identical persuasive messages presented either by a man or a woman, half of whom spoke tentatively. Female speakers who spoke tentatively were more influential with male Ss and less influential with female Ss than those who spoke assertively. Male speakers were equally influential in each condition. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Transformational, transactional, and laissez-faire leadership styles: A meta-analysis comparing women and men.

A meta-analysis of 45 studies of transformational, transactional, and laissez-faire leadership styles found that female leaders were more transformational than male leaders and also engaged in more of the contingent reward behaviors that are a component of transactional leadership. Male leaders were generally more likely to manifest the other aspects of transactional leadership (active and passive management by exception) and laissez-faire leadership. Although these differences between male and female readers were small, the implications of these findings are encouraging for female leadership because other research has established that all of the aspects of leadership style on which women exceeded men relate positively to leaders' effectiveness whereas all of the aspects on which men exceeded women have negative or null relations to effectiveness. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Male aggression in the presence of an estrous female.

20 100-day-old dominant male albino Holtzman rats were individually exposed to an inaccessible female rat in a specially constructed apparatus. The males were then given free-forced trials to an empty compartment or a compartment housing a submissive male. Results indicate that following exposure to an estrous female, dominant males increased their percentage of choices to the submissive male. Moreover, the incidences of aggressions by the dominant S toward the submissive S increased sharply after prior exposure to the estrous female. Data suggest that one antecedent source of aggression among male rodents may be the presence of a sexually receptive female. (27 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Cardiovascular and testosterone responses to contested dominance in women.

Examined cardiovascular and testosterone responses of 10 dominant and 10 submissive female undergraduates to an acute stressor involving contested dominance. Ss rated their dominance to a predefined reference group, participated in a task that involved debating with a trained technician, and were continuously provided with bogus feedback throughout the task concerning biochemical substances in their blood that purportedly covaried with dominance. Dominant Ss were much more reactive to the stressor in several cardiovascular parameters than submissive Ss. Serum testosterone did not vary as a function of the experimental manipulation, and at each measurement point, dominant and submissive Ss had essentially identical serum levels of this hormone. Baseline testosterone for dominant Ss was related to changes in systolic blood pressure. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Social position and competition in laboratory rats.

Conducted 2 experiments with male albino rats which controlled for social position (i.e., relative dominance-submission) in an appetitive social learning-performance setting. The 10 most dominant and 10 most submissive of 30 Ss were used in Exp I, and the 20 most dominant of 30 Ss were paired in Exp II. Results indicate that Ss which performed effectively when alone exhibited significantly reduced levels of responding when placed into a social environment. The severity of the response decrement was partly a function of the relative social position of the Ss involved. A dominant male made few responses when paired with another dominant male. Yet, a dominant S made even fewer responses when paired with a submissive S, which barpressed at approximately half the individual level. Findings suggest that social position, with its accompanying characteristic form of aggression, is an important determinant of performance in a social learning environment. (18 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender and the evaluation of leaders: A meta-analysis.

[Correction Notice: An erratum for this article was reported in Vol 112(3) of Psychological Bulletin (see record 2008-10512-001). Some of the numbers in the Value columns of Table 1, page 11, were aligned incorrectly. The corrected version of Table 1 is provided in the erratum.] Reviews research on the evaluation of women and men that occupy leadership roles. While holding the characteristics, except for sex, constant and varying the sex of the leader, these experiments investigated whether people are biased against female leaders and managers. Although this research showed only a small overall tendency for Ss to evaluate female leaders less favorably than male ones, this tendency was more pronounced under certain circumstances. Specifically, women in leadership positions were devalued relative to their male counterparts when leadership was carried out in stereotypically masculine styles, especially when this style was autocratic or directive. Also, the devaluation of women was greater when leaders occupied male-dominated roles and when the evaluators were men. Findings are interpreted from a perspective that emphasizes the influence of gender roles within organizational settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interpersonal consequences of overt self-criticism: A comparison with neutral and self-enhancing presentations of self.

Forty-eight female college students interacted with female confederates enacting a self-critical, self-enhancing, or neutral role. Subjects interacting with the self-critical confederates (a) rated the confederate's task performance higher than the confederate rated it; (b) rated their own performance lower; (c) made more positive conversational comments to the confederate; and (d) made more self-critical conversational comments. Although self-critics received both direct and indirect support, privately they were perceived as poorly functioning individuals. There was some evidence that subjects interacting with self-enhancers raised their self-evaluations and downgraded the confederate's performance. Privately, self-enhancers were perceived as competent but socially unattractive. Self-criticism was discussed as a style of strategic self-presentation and the potential deleterious effects of the interpersonal consequences described in this article were considered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Threatened by the unexpected: Physiological responses during social interactions with expectancy-violating partners.

Individuals who violate expectations increase uncertainty during social interactions. Three experiments explored whether expectancy-violating partners engender "threat" responses in perceivers. Participants interacted with confederates who violated or confirmed expectations while multiple measures were assessed, including cardiovascular reactivity, task performance, appraisals, and behavior. In Experiments 1 and 2, participants interacted with White or Latino confederates who described their family backgrounds as either high or low socioeconomic status. In Experiment 3, participants interacted with Asian or White confederates who spoke with expected accents or southern accents. Participants interacting with expectancy-violating partners (e.g., Asians with southern accents) exhibited cardiovascular responses consistent with threat, poorer task performance, and manifested negative and defeat-related behavior. Implications for decreasing prejudicial responses via uncertainty reduction are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex differences in interaction style as a product of perceived sex differences in competence.

Observed the interaction styles of 72 male and 72 female university students while they worked in 4-person, mixed-sex groups on a discussion task. In some groups, Ss were only given information about each other's names and gender. In this circumstance, males were perceived by themselves and other group members to be higher in competence than females. Males also engaged in a greater amount of active task behavior than females, who exhibited a greater amount of positive social behavior than males. In other groups, Ss' competency-based status was manipulated by providing false feedback that they were high or low relative to their group in intellectual and moral aptitude. High-status Ss were then perceived to be more competent and engaged in more active task and less positive social behavior than low status ones. In this condition, no sex differences were obtained on perceived competence or on active task or positive social behavior. Findings support the idea that the gender differences obtained in interaction when status was not specified were partially a function of Ss' belief that the sexes differ in competence. (43 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)