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)     

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)     

Motherhood: A potential source of bias in employment decisions.

Results of 2 experimental studies in which job incumbents were said to be applying for promotions to traditionally male positions demonstrated bias against mothers in competence expectations and in screening recommendations. This bias occurred regardless of whether the research participants were students (Study 1) or working people (Study 2). Although anticipated job commitment, achievement striving, and dependability were rated as generally lower for parents than for nonparents, anticipated competence was uniquely low for mothers. Mediational analyses indicated that, as predicted, negativity in competence expectations, not anticipated job commitment or achievement striving, promoted the motherhood bias in screening recommendations; expected deficits in agentic behaviors, not in dependability, were found to fuel these competence expectations. These findings suggest that motherhood can indeed hinder the career advancement of women and that it is the heightened association with gender stereotypes that occurs when women are mothers that is the source of motherhood's potentially adverse consequences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

On the leaky math pipeline: Comparing implicit math-gender stereotypes and math withdrawal in female and male children and adolescents.

Many models assume that habitual human behavior is guided by spontaneous, automatic, or implicit processes rather than by deliberate, rule-based, or explicit processes. Thus, math-ability self-concepts and math performance could be related to implicit math-gender stereotypes in addition to explicit stereotypes. Two studies assessed at what age implicit math-gender stereotyping can be observed and what the relations between these stereotypes and math-related outcomes are in children and adolescents. Implicit math-gender stereotypes could already be detected with Implicit Association Tests (Greenwald, McGhee, & Schwartz, 1998) among 9-year-old girls. Adolescent girls showed stronger implicit gender stereotypes than adolescent boys, who, on average, did not reveal implicit gender-stereotypic associations. Girls also already showed an implicit affinity to language versus math at 9 years of age. In a regression analysis, implicit math-gender stereotypes predicted academic self-concepts, academic achievement, and enrollment preferences above and beyond explicit math-gender stereotypes for girls but (with the exception of achievement) not for boys. These findings suggest implicit gender stereotypes are an important factor in the dropout of female students from math-intensive fields. (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)     

Battle of the sexes: Gender stereotype confirmation and reactance in negotiations.

The authors examined how gender stereotypes affect negotiation performance. Men outperformed women when the negotiation was perceived as diagnostic of ability (Experiment 1) or the negotiation was linked to gender-specific traits (Experiment 2), suggesting the threat of negative stereotype confirmation hurt women's performance relative to men. The authors hypothesized that men and women confirm gender stereotypes when they are activated implicitly, but when stereotypes are explicitly activated, people exhibit stereotype reactance, or the tendency to behave in a manner inconsistent with a stereotype. Experiment 3 confirmed this hypothesis. In Experiment 4, the authors examined the cognitive processes involved in stereotype reactance and the conditions under which cooperative behaviors between men and women can be promoted at the bargaining table (by activating a shared identity that transcends gender). (PsycINFO Database Record (c) 2011 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)     

What's good for the goose may not be as good for the gander: The benefits of self-monitoring for men and women in task groups and dyadic conflicts.

The authors posit that women can rely on self-monitoring to overcome negative gender stereotypes in certain performance contexts. In a study of mixed-sex task groups, the authors found that female group members who were high self-monitors were considered more influential and more valuable contributors than women who were low self-monitors. Men benefited relatively less from self-monitoring behavior. In an experimental study of dyadic negotiations, the authors found that women who were high self-monitors performed better than women who were low self-monitors, particularly when they were negotiating over a fixed pool of resources, whereas men did not benefit as much from self-monitoring. Further analyses suggest that high self-monitoring women altered their behavior in these negotiations--when their partner behaved assertively, they increased their level of assertiveness, whereas men and low self-monitoring women did not alter their behavior. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Gender and letters of recommendation for academia: Agentic and communal differences.

In 2 studies that draw from the social role theory of sex differences (A. H. Eagly, W. Wood, & A. B. Diekman, 2000), the authors investigated differences in agentic and communal characteristics in letters of recommendation for men and women for academic positions and whether such differences influenced selection decisions in academia. The results supported the hypotheses, indicating (a) that women were described as more communal and less agentic than men (Study 1) and (b) that communal characteristics have a negative relationship with hiring decisions in academia that are based on letters of recommendation (Study 2). Such results are particularly important because letters of recommendation continue to be heavily weighted and commonly used selection tools (R. D. Arvey & T. E. Campion, 1982; R. M. Guion, 1998), particularly in academia (E. P. Sheehan, T. M. McDevitt, & H. C. Ross, 1998). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Women and women of color in leadership: Complexity, identity, and intersectionality.

This article describes the challenges that women and women of color face in their quest to achieve and perform in leadership roles in work settings. We discuss the barriers that women encounter and specifically address the dimensions of gender and race and their impact on leadership. We identify the factors associated with gender evaluations of leaders and the stereotypes and other challenges faced by White women and women of color. We use ideas concerning identity and the intersection of multiple identities to understand the way in which gender mediates and shapes the experience of women in the workplace. We conclude with suggestions for research and theory development that may more fully capture the complex experience of women who serve as leaders. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Power and the Creation of Patronizing Environments: The Stereotype-Based Behaviors of the Powerful and Their Effects on Female Performance in Masculine Domains.

This work tested the following hypothesis: When powerful men stereotype their female subordinates in masculine domains, they behave in patronizing ways that affect the performance of their subordinates. Experiment 1 examined the stereotyping tendencies and patronizing behaviors of the powerful. Findings revealed that powerful men who stereotyped their female subordinates (i.e., those who were weakness focused) gave female subordinates few valued resources but much praise. In Experiment 2, low-power participants received resources (valued or devalued positions) and praise (high or low) from a powerful man. Subordinates who were assigned to a devalued position but received high praise (i.e., the patronizing behavior mirrored from Experiment 1) were angry. However, men performed better in the anger-inspiring situation, whereas women performed worse. (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)     

Auditory Feedback in Music Performance: The Role of Melodic Structure and Musical Skill.

Five experiments explored whether fluency in musical sequence production relies on matches between the contents of auditory feedback and the planned outcomes of actions. Participants performed short melodies from memory on a keyboard while musical pitches that sounded in synchrony with each keypress (feedback contents) were altered. Results indicated that altering pitch contents can disrupt production, but only when altered pitches form a sequence that is structurally similar to the planned sequence. These experiments also addressed the role of musical skill: Experiments 1 and 3 included trained pianists; other experiments included participants with little or no musical training. Results were similar across both groups with respect to the disruptive effects of auditory feedback manipulations. These results support the idea that a common hierarchical representation guides sequences of actions and the perception of event sequences and that this coordination is not acquired from learned associations formed by musical skill acquisition. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

What are the causes of reduced fit in scaling and clustering studies of semantic proximity data, and how else to measure them: A comment on Storms et al. (2003).

G. Storms, T. Dirikx, J. Saerens, S. Verstraeten, and P. P. De Deyn (2003) noted that the goodness-of-fit indices for scaling and clustering solutions of proximity data from populations with hypothesized semantic deficits tend to be reduced in comparison with control participants, and that this precludes an unambiguous interpretation of such data. However, this effect is not necessarily as inconsistent with the proposal of semantic degradation in these groups, or as consistent with explanations in terms of access or attentional problems, as is suggested by G. Storms et al. Also, although performance on word fluency tasks is certainly constrained by the ability to access stored information, there are ways in which this confounding influence may be controlled for in the study of semantic deficits. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Somatosensory Processing and Schizophrenia Liability: Proprioception, Exteroceptive Sensitivity, and Graphesthesia Performance in the Biological Relatives of Schizophrenia Patients.

In the present study, the authors examined somatosensory processing in 30 biological relatives of persons with schizophrenia (hereafter called "schizophrenia relatives"), 30 biological relatives of persons with bipolar affective disorder (psychiatric family control subjects), and 30 healthy control subjects with no family history of psychopathology. All 3 groups completed a weight discrimination task, a 2-point discrimination task, and a complex cognitive somatosensory task (i.e., graphesthesia). The schizophrenia relatives performed significantly worse on all 3 somatosensory tasks compared with both the healthy control subjects and the bipolar relatives. The healthy control subjects and psychiatric family control subjects showed no significant differences on any of the somatosensory tasks. Within the weight discrimination and 2-point discrimination tasks, schizophrenia relatives showed group differences on the d' index, the measure of sensitivity, whereas all 3 groups did not differ on lnβ, the measure of response bias, suggesting a genuine difference in weight and touch sensitivity. The d' value of the weight discrimination task was significantly associated with both the cognitive-perceptual factor and negative symptom factor of the clinical questionnaire (e.g., Schizotypal Personality Questionnaire; SPQ), whereas the 2-point discrimination d' value and graphesthesia scores were significantly associated only with the cognitive-perceptual factor of the SPQ. Implications for the possible relation between somatosensory task performance and schizophrenia liability are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Social environment and reproduction in female European rabbits (Oryctolagus cuniculus): Benefits of the presence of litter sisters.

The authors investigated in an observational study the consequences of the presence of litter sisters on the social interactions and on reproductive performance of young female European rabbits (Oryctolagus cuniculus) from a population living under seminatural conditions. In early winter, when all young females were settled in a social group, they were characterized by the presence or absence of litter sisters in their groups. Females with litter sisters in their groups displayed significantly more positive social interaction with females of their social group compared to females without sisters, whereas this difference was mainly due to the high frequency of positive social interactions among the respective sisters. Such differences between the females of both categories were already apparent during the animals' juvenile phase, before the females integrated into a particular group: females which later had litter sisters in their group showed more positive social behavior than females which later no longer had litter sisters. During their first breeding season, females with litter sisters present generally started to breed earlier by an average of 14 days. A more favorable social environment might have possibly facilitated the earlier onset of breeding in females with present litter sisters by attenuating the negative consequences of stress. (PsycINFO Database Record (c) 2010 APA, all rights reserved)