The Effects of Occupational Status and Sex-Typed Jobs on the Evaluation of Men and Women (original) (raw)
Related papers
Gender stereotypes and workplace bias
This paper focuses on the workplace consequences of both descriptive gender stereotypes (designating what women and men are like) and prescriptive gender stereotypes (designating what women and men should be like), and their implications for women's career progress. Its central argument is that gender stereotypes give rise to biased judgments and decisions, impeding women's advancement. The paper discusses how descriptive gender stereotypes promote gender bias because of the negative performance expectations that result from the perception that there is a poor fit between what women are like and the attributes believed necessary for successful performance in male gender-typed positions and roles. It also discusses how prescriptive gender stereotypes promote gender bias by creating normative standards for behavior that induce disapproval and social penalties when they are directly violated or when violation is inferred because a woman is successful. Research is presented that tests these ideas, considers specific career consequences likely to result from stereotype-based bias, and identifies conditions that exaggerate or minimize the likelihood of their occurrence.
Current Psychology, 2022
Gender stereotypes play a potent role in how the work of men and women is perceived and valued. Stereotypes also influence the way people look upon themselves. In the present research, two studies are reported where men and women at work rated the degree of warmth and competence of a person with their own occupation, and how they think people in general would perceive a person in the same occupation. A wider gap between own perceptions and that of people in general was expected for women than for men, as it was assumed that the view of other people’s perceptions would serve as a proxy for stereotype threat for women. Study 1 comprised 449 participants (74 % women) working within the public sector, mainly in social, caring, and education professions, and Study 2 comprised a convenience sample of 189 participants (70 % women) from a variety of sectors and professions. Both studies yielded consistent results; contradictory to what was expected, men and women did not differ in terms of ...
International advanced research journal in science, engineering and technology, 2022
Diversity is like two sides of a coin, both have their relevance and the presence of both are inevitable, diversity is inseparable from individuals, some traits of diversity are visible and some are inherited invisible traits which are reflected in one's behaviour consciously or unconsciously. The word diversity is intelligible, which requires strong attention as it is a rising need that requires high consideration from all the organizations. Unconscious bias is social stereotyping about a certain group of people, that an individual is unaware of having. These biases are in the form of races, castes, religions, gender etc. Gender Diversity is more about recognizing the differences of opinions based on Gender and assessing its associated behaviours like Attitude, Skills, Abilities, Perceptions, and Personalities. Gender discrimination is the reality that exists in our society despite the value systems. The changes, beliefs and acceptance of sexism are the various examples of biases and prejudice that are easily produced and it happens every day in the transaction the gender stereotypes and form the judgements and evaluations which ultimately affect the male and female employees. The discrimination leads to the concern that employees are not equally treated or regarded in the same position in the organization, and at times, they are not treated in the same position specifically on the higher levels as a result of gender stereotypes. Most organizations are moving towards equating diversity in the workplace for the listed reasons. This study aims to understand the concept of unconscious biases that exist in the organisation's gender parity which threatens the equal opportunity of employees working in an organisation and the decision-making pattern in an organization. The objective of this study is to address the concern of gender diversity and discrimination that takes place implicitly affects the organizations. The unconscious bias paints the thoughts and decisions of an individual and there's a high need to recognize this need for discriminationfree organization. This study would benefit the organizations to be a torchbearer for the organization because the unconscious bias in the workplace can also affect it negatively and it strongly impacts the culture of the organization.
WHAT A MAN CAN DO, A WOMAN CAN DO BETTER: INVESTIGATING GENDER STEREOTYPE IN THE WORKPLACE
Gender and behaviour patterns are fundamental cultural criteria in categorizing the human species. Under-valuing the potential and capabilities of workers as a result of gender stereotype has serious consequences for an organisation. The main purpose of the study was to gain a better understanding of the theoretical and empirical effect of gender stereotype on employees " performance, with focus on selected industries in Nigeria. The study was anchored on social role theory and role congruity theory. The study adopted a mixed research paradigm of qualitative and quantitative methods to gain a more robust investigation into gender stereotyping in the Nigerian work environment. Aresponse sample of 270 employees from 10 industries participated in the study with 10 female executive women amongst them answering the interview question on perception of their career paths as it relates to gender in their organisations. Stratified random sampling and convenience sampling techniques guided the sampling procedure. Narrative analysis and two sample t-test were used for the data analyses. The results revealed some complaints of gender discrimination and intimidation in the workplace and a significant effect of gender stereotype on employee performance. The study recommended that a strong policy against gender discrimination should be in place in organisations, to create and maintain a work environment with equal treatment for all employees irrespective of their gender. The study has implications for management, employees and the society at large. The reading public will become more aware of the effects of gender stereotyping on poverty, income inequality, injustice and underdevelopment of the society.
Stereotypes and prejudice towards women managers
An experimental study based on Goldberg's paradigm was carried out to investigate stereotypical attitudes towards the women managers in a mixed gender sample. 329 participants were asked to participate in a simulated personnel selection decision task. 166 participants had to choose between 2 resumes describing 2 men, while 163 participants had to choose between the same 2 resumes, but they were told that the first resume belonged to a woman. All participants were also asked to assess the managerial skills, orientation towards task and towards relations of both candidates. The results show a clear drop of preferences in the second experimental condition for the resume describing a woman compared with the preferences expressed by the participants in the first experimental condition for the same resume describing a man. Also, the participants in the second experimental condition rated the male applicant's managerial skills, task orientation and relationships orientation higher than the female applicant's. However, contrary to what was expected, women rates were equally as discriminative against woman applicant as men rates were. This result does not support the prediction of the implicit social cognition theory and is explained by the traditional values of Romanian culture, in which women are much more perceived as being engaged in the private sphere than the public one.
The Consequences of Gender Stereotypes in the Work of Managers
Procedia Economics and Finance, 2015
Gender inequality remains a significant factor affecting the status of men and women in society, despite some progress, thanks to the measures that have been introduced in recent years. Normally we look at the men that they are leaders, they are ambitious, rational and logical-thinking. Women managers take care of the family, which reduces their opportunities to succeed in recruiting managerial position. Often stereotyped manager (man) receives rather a person of the same sex as he is. The result of our research is showing effect of gender stereotypes resulting in low representation of women at senior management levels.
European Review of Social Psychology, 1994
In contemporary research, attitudes toward women appear to be more positive than those toward men in samples of US and Canadian university students, and the evaluative content of the female stereotype is more favorable than the evaluative content of the male stereotype. These research findings on attitudes and stereotypes are compared with the findings of Goldberg-paradigm experiments on judgments of women's and men's competence, which are commonly thought to reflect people's attitudes and stereotypes. Although research on competence judgments has not shown a pervasive tendency to devalue women's work, it has demonstrated prejudice against women in masculine domains (e.g. male-dominated jobs, male-stereotypic behavior). This targeted form of prejudice is consistent with the generally more favorable evaluation of women than men obtained in attitude and stereotype studies because this positive evaluation derives primarily from the ascription to women of Nce, nurturant, communal
Analyzing stereotypes of women in the work force
Sex Roles a Journal of Research, 1979
Headquarters, Strategic Air Command The effects of three role stereotypes on three socialization factors are investigated in a pilot study of over 1, 700women entering male-dominated smiled labor fieMs. Canonical correlation is used to analyze the data as an example of an appropriate technique for investigating such two-component multivariate relationships. Much of the current research on the organizational behavior of women is focused on identifying and defining role stereotypes and measuring their impact on the ways in which female managerial employees are socialized into work organizations. This literature is voluminous and generally implies that the existence of role stereotypes detracts from the effectiveness with which women adapt to and produce within the managerial environment (
Reconsidering the Impact of Gender Stereotypes on the Advancement of Women in Organizations
Psychology of Women Quarterly, 2004
Over the last 30 years, gender issues in the workplace have received much attention. A review of this literature, however, reveals limited investigation of the impact of gender stereotypes on personnel decisions and the demographic differences present in upper management. In fact, this issue has rarely received serious attention. A misinterpretation of the small effect size typically reported when describing the relationship between stereotypes and evaluations of performance is a likely reason, and a hypothetical demonstration elucidates the more severe impact of stereotypes on women's advancement. Considered cumulatively, stereotypes are a certain and meaningful contributor to the limited presence of women in high-level positions. Renewed consideration of the role of stereotypes in organizational decision making is required, and recommendations for researchers are presented. Other applied issues for which the misinterpretation of gender-based effect sizes has hindered research ...
Disabling the Able: Stereotype Threat and Women's Work Performance
Human Performance, 2006
Stereotype threat is the risk of confirming a negative stereotype about one's group as being true of oneself. This laboratory simulation investigated the effect of stereotype threat on women's performance of a managerial task and explored gender role identification as a moderator of the stereotype threat effect. Specifically, the effect of the stereotype that women are less competent than men in managerial and executive positions was examined. Male and female participants performed a managerial in-basket task in a stereotypically masculine or feminine sex role-typed condition. As hypothesized, women underperformed men in the masculine sex role-typed condition, but not in the feminine sex role-typed condition. These effects were moderated by masculine gender role identification, thus establishing a boundary condition for the stereotype threat effect.