How traditional gender roles hurt both women and men: negative processes and outcomes in mixed-gender negotiations

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tuvana Rua ◽  
Zeynep Aytug ◽  
Nastaran Simarasl ◽  
Lianlian Lin
Keyword(s):  
Gender Role ◽  
Role Theory ◽  
Social Role ◽  
Conflict Theory ◽  
Role Congruity Theory ◽  
Content Type ◽  
Role Congruity ◽  
Congruity Theory ◽  
And Gender ◽  
Mixed Gender

Purpose Based on the social role theory, role congruity theory and gender role conflict theory, this paper aims to investigate the mediating role of “relationship conflict” in the association between traditional gender role (TGR) endorsement and objective and subjective negotiation outcomes. Design/methodology/approach Two experimental negotiation studies (n1 = 138, n2 = 128) were conducted at a US university. Findings This paper presents three original and noteworthy findings: One, in mixed-gender negotiations, as a dyad’s TGR endorsement increases, final agreements become significantly more likely to favor men than women. Two, in mixed-gender negotiations, TGR endorsement is significantly associated with a decreased ability to establish a pleasant, mutually satisfactory and successful business relationship, resulting in a possible future economic cost due to lost opportunity. Three, the heightened relationship conflict during the negotiation mediates the negative association between TGR endorsement and women’s economic outcomes. Research limitations/implications Empirical findings support social role theory, role congruity theory and gender role conflict theory. The use of a distributive negotiation case and laboratory research methodology may limit the generalizability of findings. Practical implications Findings about the detrimental effects of TGR in mixed-gender negotiations magnify the importance of becoming aware of our TGR orientations and their potential negative consequences on our long-term collaborations. Also, it is necessary to provide negotiation trainings to both genders with regard to gender-driven conflicts and offer tools to prevent or tackle such conflicts. Social implications Negotiations are among the most consequential of social interactions as their results have a substantial impact on individuals’ careers and financial outcomes. Understanding the effect of TGRs is paramount to improve female representation, participation and effectiveness in management and leadership. Mixed-gender negotiations such as collective equality bargaining, workplace social interactions, work-life balance discourse are critical to establishing gender equality and fairness in organizations and societies. Originality/value Understanding how gender influences negotiation processes and outcomes and using the findings to improve both genders’ negotiation success are crucial to establishing fairness and equity in society and business. This research attempts to close a gap in the literature by focusing on the potential function of gender role orientation in explaining gender differences in negotiation.

scholarly journals Negotiation Power and the Impact of Gender Differences

Businesses ◽  
2021 ◽  
Vol 1 (3) ◽  
pp. 205-213
Author(s):  
Katrin Zulauf ◽  
Ralf Wagner
Keyword(s):  
Gender Differences ◽  
Gender Role ◽  
Role Theory ◽  
Social Role ◽  
Conflict Theory ◽  
Role Congruity Theory ◽  
Theoretical Contribution ◽  
Role Congruity ◽  
And Gender ◽  
The Impact

This study focuses on the intersection of power and gender in negotiations, which is seldom challenged in previous research. In an experiment with 72 negotiators, we consider issue authority as a proxy of power in negotiations and investigate how different power allocations affect the negotiation success. We learn that an increase in issue authority for one of the two parties does not necessarily lead to an increase in success. Especially, female negotiators rely on their negotiation power, rather than systematically improving mutual utilities. This article contributes to Emerson’s power-dependence theory, social role theory, role congruity theory, and gender role conflict theory by combining analyzing the impact of gender differences and power on the success. This study attempts to close the gap in the literature by focusing on the prospective function of gender role orientation in explaining gender differences in negotiation. The theoretical contribution is that females are not per se inferior in negotiations, but their performance decreases in scenarios of power asymmetries. On the contrary, unbalanced power decreases the likelihood of success. Negotiators cannot rely on a power advantage to increase their success.

Financial performance and gender diversity. The effect of family management after a decade attempt

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kofi Mintah Oware ◽  
Thathaiah Mallikarjunappa
Keyword(s):  
Stock Market ◽  
Financial Performance ◽  
Role Theory ◽  
Social Role ◽  
Gender Diversity ◽  
Family Management ◽  
Social Role Theory ◽  
Content Type ◽  
Listed Firms ◽  
And Gender

Purpose The purpose of this study is to investigate family management, financial performance and gender diversity of listed firms. Design/methodology/approach Using the India stock market as a testing ground, this paper used descriptive statistics and panel regression with random effect assumptions in the analysis of 800 firm-year observations between 2010 and 2019. Findings The findings show that an improvement in stock price returns leads to a corresponding increase in women employment. Also, the study shows that an increase in family-managed firms leads to a decrease in the number of women employed in listed firms. This paper speculates using the social role theory that family involvement may see women as the weaker vessel and with a role to concentrate on raising children and handling house affairs. The consequence is a decrease in women employment. The study also shows that the interactive variable of financial performance (return on assets and return on equity) × family-managed firms still causes a decrease in women employment. This paper perceives that managers in family-managed firms see women as weaker vessels and home managers which is consistent with the Indian culture. The results are robust after controlling for endogeneity. Research limitations/implications The research study is limited to large firms on the Indian stock market that submit sustainability reports and also used a single country data that can potentially limit the generalisation of the study. Originality/value No studies have combined social role theory in examining the effect of family management on gender diversity in the emerging markets.

scholarly journals Congruity between the female gender role and the leader role: a literature review

2019 ◽  
Vol 31 (6) ◽  
pp. 831-848
Author(s):  
Tamer Koburtay ◽  
Jawad Syed ◽  
Radi Haloub
Keyword(s):  
Empirical Studies ◽  
Female Gender ◽  
Theoretical Framework ◽  
Female Leaders ◽  
Role Congruity Theory ◽  
Gender And Leadership ◽  
Content Type ◽  
Role Congruity ◽  
Congruity Theory ◽  
Leader Role

Purpose Informed by the role congruity theory of prejudice towards female leaders, this paper aims to review the literature on gender and leadership to consolidate existing theory development, stimulate new thinking and provide a framework for future empirical studies. It offers a theoretical framework to understand what may prevent or facilitate the emergence of female leaders. Design/methodology/approach The paper reviews and synthesises recent research on the linkages between gender and leadership. Findings The review extends Eagly and Karau’s (2002) role congruity theory by identifying additional constructs that may alleviate negative prejudicial evaluations and offering new insights into the potential alignment between feminine traits and leadership success. Practical implications The theoretical framework that emerged in this paper may be used as a heuristic model to contextually examine the lack of female leaders. Originality/value The paper proposes a theoretical framework to understand issues related to the emergence of female leaders. It offers news insights into possible alignment in female-leader role stereotypes that may address prejudicial evaluations against female leaders.

A social role perspective on trust repair

2016 ◽  
Vol 35 (8) ◽  
pp. 1045-1055 ◽  
Author(s):  
Shayna Frawley ◽  
Jennifer A. Harrison
Keyword(s):  
Gender Roles ◽  
Gender Role ◽  
Role Theory ◽  
Social Role ◽  
Social Role Theory ◽  
Content Type ◽  
Trust Repair ◽  
Gender Egalitarianism ◽  
And Training ◽  
Practical Implications

Purpose The purpose of this paper is to apply insights from social role theory to trust repair, highlighting the underexplored implications of gender. Trust repair may be more difficult following violations that are incongruent with the transgressor’s gender role. Design/methodology/approach This paper reviews research on trust repair, particularly Kim et al.’s (2004, 2006) discovery that apologizing with internal attributions is best for ability-related violations and denying responsibility is best for integrity-related violations. Propositions about trust repair are grounded in attribution and social role theory. Findings Trust violations may incur a bigger backlash when they are incongruent with gender roles, particularly for individuals in gender-incongruent professions and cultures with low gender egalitarianism. Men may find ability-related violations more difficult to repair. Women may find repairing benevolence and integrity-related violations more difficult. When apologies are offered, attributions that are consistent with gender roles (internal attributions for men, external attributions for women) may be most effective. Practical implications Gender can be a relevant factor in trust repair. Policies and training addressing conflict should consider how these differences manifest. Originality/value Gender role differences have largely been overlooked in trust repair. By integrating social role theory and exploring benevolence-based violations, this paper offers a more complete understanding of trust repair.

scholarly journals Respectful leadership: Reducing performance challenges posed by leader role incongruence and gender dissimilarity

2018 ◽  
Vol 71 (12) ◽  
pp. 1590-1610 ◽  
Author(s):  
Suzanne van Gils ◽  
Niels Van Quaquebeke ◽  
Jan Borkowski ◽  
Daan van Knippenberg
Keyword(s):  
Field Study ◽  
Partial Support ◽  
Female Leaders ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Follower Performance ◽  
Congruity Theory ◽  
And Gender ◽  
Performance Challenges ◽  
Leader Role

We investigate how respectful leadership can help overcome the challenges for follower performance that female leaders face when working (especially with male) followers. First, based on role congruity theory, we illustrate the biases faced by female leaders. Second, based on research on gender (dis-)similarity, we propose that these biases should be particularly pronounced when working with a male follower. Finally, we propose that respectful leadership is most conducive to performance in female leader–male follower dyads compared with all other gender configurations. A multi-source field study ( N = 214) provides partial support for our hypothesis. While our hypothesized effect was confirmed, respectful leadership seems to be generally effective for female leaders irrespective of follower gender, thus lending greater support in this context to the arguments of role congruity rather than gender dissimilarity.

Stereotype, Attitudes, and Identity

2013 ◽  
pp. 112-135 ◽  
Keyword(s):  
Gender Role ◽  
Gender Stereotypes ◽  
Role Theory ◽  
Social Role ◽  
Role Identity ◽  
Role Expectations ◽  
Gender Role Attitude ◽  
And Gender ◽  
Gendered Expectations ◽  
Dominant Theory

This chapter aims to: look at gendered expectations and stereotypes; identify what is viewed as gender appropriate behaviour that contributes to the barriers women face in terms of their careers; consider how an individual’s gender role attitude can influence career choice; discuss the dominant theory in the area, social role theory, and how this is an important theory when looking at women’s roles within the workplace especially women working in gender incongruent occupations and industries, as the theory is concerned with gender stereotypes and gender role expectations; and discuss the role identity plays in career development and choice.

Fit and Congruency

2019 ◽  
Vol 18 (3) ◽  
pp. 148-156
Author(s):  
Mary Hogue ◽  
Lee Fox-Cardamone ◽  
Deborah Erdos Knapp
Keyword(s):  
Role Theory ◽  
Social Role ◽  
Gender Diversity ◽  
Job Fit ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Working Adults ◽  
Role Congruity ◽  
Self Selection ◽  
Selection Of

Abstract. Applicant job pursuit intentions impact the composition of an organization’s applicant pool, thereby influencing selection outcomes. An example is the self-selection of women and men into gender-congruent jobs. Such self-selection contributes to a lack of gender diversity across a variety of occupations. We use person-job fit and the role congruity perspective of social role theory to explore job pursuit intentions. We present research from two cross-sectional survey studies (520 students, 174 working adults) indicating that at different points in their careers women and men choose to pursue gender-congruent jobs. For students, the choice was mediated by value placed on the job’s associated gender-congruent outcomes, but for working adults it was not. We offer suggestions for practitioners and researchers.

The impact of stereotyped perceptions of entrepreneurship and gender-role orientation on Slovak women’s entrepreneurial intentions

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Magdalena Adamus ◽  
Vladimíra Čavojová ◽  
Jakub Šrol
Keyword(s):  
Gender Role ◽  
Entrepreneurial Intentions ◽  
Role Orientation ◽  
Gender Role Orientation ◽  
Content Type ◽  
Biological Sex ◽  
Working Age ◽  
Successful Entrepreneurs ◽  
And Gender ◽  
The Impact

Purpose This study aims to investigate how congruence between the image of a successful entrepreneur and one’s own gender-role orientation affects entrepreneurial intentions (EI). Design/methodology/approach A total of 552 working-age adults (49.5% women) answered questions on gender-role orientation, perception of a successful entrepreneur, EI, antecedents of EI (perceived behavioural control (PBC), subjective norm (SN), attitude towards entrepreneurship), entrepreneurial self-efficacy and risk aversion. Findings Women reported a lower EI than men, and both male and female participants perceived successful entrepreneurs as masculine. In the final model, biological sex did not predict EIs. Rather, it was associated with the extent to which participants felt they resembled successful entrepreneurs, which, in turn, predicted greater levels of PBC, SNs and attitudes towards entrepreneurship, as well as greater EI. Originality/value The study is one of the first to study joint impacts of biological sex, gender and congruence on EIs.

Gender Differences in the Psychology of Competition

2021 ◽  
Author(s):  
Kathrin J. Hanek
Keyword(s):  
Gender Differences ◽  
Role Theory ◽  
Social Role ◽  
Gender Composition ◽  
Social Psychological ◽  
Social Role Theory ◽  
Future Directions ◽  
Competitive Environments ◽  
And Performance ◽  
And Gender

Drawing primarily on the literature in experimental economics and social psychology, this article reviews key findings on gender differences for two aspects of competitiveness and competition: entry preferences and performance. Although women, relative to men, have been shown to shy away from competition and underperform in competitive environments, this article also discusses boundary conditions for these effects, such as the nature of the task or gender composition of the group, and highlights manifestations of these effects in applied domains, including in negotiations, the labor market, educational settings, and sports. Adopting social psychological frameworks of prescriptive norms and stereotypes, particularly social role theory, this article examines ways in which gender-incongruencies may underpin gender gaps in competition and gender-congruencies may alleviate them. Finally, this article considers implications for individuals and institutions as well as future directions in the field to continue finding ways to close gaps.

Implicit occupational gender stereotypes: a research among Turkish university students

2019 ◽  
Vol 34 (2) ◽  
pp. 157-184 ◽  
Author(s):  
Cigdem Basfirinci ◽  
Zuhal Cilingir Uk ◽  
Sernur Karaoglu ◽  
Kadriye Onbas
Keyword(s):  
Information Processing ◽  
University Students ◽  
Gender Stereotypes ◽  
Role Theory ◽  
Social Role ◽  
Chi Square ◽  
Content Type ◽  
Hypothetical Scenario ◽  
Turkish University Students ◽  
Occupational Gender

PurposeThe purpose of this paper is to reveal implicit occupational gender stereotypes for 12 different occupations in Turkey.Design/methodology/approachUsing a sample of 954 Turkish university students, this study aimed to explore which jobs are implicitly perceived to be masculine and which jobs are implicitly perceived to be feminine. The role of the respondents’ sex, the place where they grew up (metropolitan or rural) and the information level about the occupation (job title or job description) on occupational gender stereotypes were also tested. Gender stereotypes were assessed using a hypothetical scenario method, which provides an opportunity to reveal implicit information processing. Chi Square andt-test were used in hypothesis testing.FindingsConsistent with the circumscription and compromise and the social role theory, as expected, the findings of the current study provided additional support about occupational gender stereotypes showing that job titles are strongly effective vehicles to communicate gender stereotypes for Turkish university students.Originality/valueUsing implicit measures of information processing and offering findings from a completely different cultural background (Turkey) constitutes the original contribution of this work.

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