The Effect of Workplace Gender Composition on Investment Interest in Hypothetical Companies

2021 ◽  
pp. 003329412110091
Author(s):  
Alicia L. Macchione ◽  
Donald F. Sacco
Keyword(s):  
Social Role ◽  
Role Expectations ◽  
Female Employment ◽  
Gender Composition ◽  
Hostile Sexism ◽  
Financial Investment ◽  
Start Up ◽  
Science Laboratories ◽  
Employment Sectors ◽  
Ceo Gender

The current study extends previous work on gendered workplace attitudes by manipulating the workplace gender composition (CEO gender, employee gender) of traditional male and female employment sectors. Participants reported general financial investment interest in purported male-role congruent (science laboratory) and female-role congruent (daycare) start-up companies, where CEO gender and employee gender were orthogonally manipulated. Participants had more favorable investment attitudes toward daycares when the CEO was a woman, and especially favorable investment attitudes when both the CEO and employees were women. These findings were stronger for participants higher in hostile sexism. For science laboratories, participants reported equivalent investment attitudes, regardless of CEO gender, as long as the employee gender composition matched the CEO gender (i.e., female CEO + female employees). These findings suggest that social role expectations influence investment attitudes in predictable ways for traditional female employment sectors, but in more nuanced ways for traditional male employment sectors.

Gender, formal organizational status and humor use: perceptions of social acceptance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Timothy R. Moake ◽  
Christopher Robert
Keyword(s):  
Social Acceptance ◽  
Social Role ◽  
Role Expectations ◽  
High Status ◽  
Organizational Status ◽  
Content Type ◽  
Gender Influence ◽  
Aggressive Humor ◽  
Influence Perceptions ◽  
Practical Implications

PurposeHumor can be a useful tool in the workplace, but it remains unclear whether humor used by men versus women is perceived similarly due to social role expectations. This paper explored whether female humorists have less social latitude in their use of aggressive and affiliative humor in the workplace. This paper also examined how formal organizational status and the target's gender can impact audience perceptions.Design/methodology/approachTwo scenario-based studies were conducted where participants rated the foolishness of the humorist. For Study 1, participants responded to a scenario with an aggressive, humorous comment. For Study 2, participants responded to a scenario with an affiliative, humorous comment.FindingsResults suggested that high-status female humorists who used aggressive humor with low-status women were viewed as less foolish than low-status female humorists who used aggressive humor with low-status women. Conversely, status did not impact perceptions of male humorists who used aggressive humor with low-status women. Results also indicated that high-status women who used affiliative humor were viewed as less foolish when their humor was directed toward low-status men versus low-status women. Conversely, no differences existed for high-status men who used affiliative humor with low-status men and women.Practical implicationsNarrower social role expectations for women suggest that interpersonal humor can be a riskier strategy for women.Originality/valueThis study suggests that women have less social latitude in their use of humor at work, and that organizational status and target gender influence perceptions of female humorists.

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.

Effects of Maternal Employment—Childrearing Pattern on College Students' Perceptions of a Mother and Her Child

1993 ◽  
Vol 17 (1) ◽  
pp. 103-117 ◽  
Author(s):  
Judith S. Bridges ◽  
Ann Marie Orza
Keyword(s):  
College Students ◽  
Maternal Employment ◽  
Role Theory ◽  
Maternity Leave ◽  
Social Role ◽  
First Grade ◽  
Public University ◽  
Role Expectations ◽  
Social Role Theory ◽  
Lower Middle Class

This study examined college students' perceptions of different maternal employment-childrearing patterns: continuous employment after 6 weeks of maternity leave, interrupted employment until the child was in first grade, or nonemployment after the child's birth. Primarily Caucasian lower-middle-class volunteers ( n = 200) from a public university read a description of a mother who followed one of these patterns. Results showed that the mother who was continuously employed was rated as less communal and was less positively evaluated than either the mother who interrupted her employment or the nonemployed mother. Further, her child was expected to experience more negative outcomes than the children of either of the other two mothers. Discussion focuses on social role theory and college students' role expectations.

When Can Negativity Mean Success? Gender Composition, Negative Relationships and Team Performance

2020 ◽  
pp. 104649642095944
Author(s):  
Bret Bradley ◽  
Sarah Henry ◽  
Benjamin Blake
Keyword(s):  
Team Performance ◽  
Role Theory ◽  
Social Role ◽  
Project Teams ◽  
Gender Composition ◽  
Team Members ◽  
Successful Team ◽  
The One ◽  
Negative Relationships ◽  
Better Than

Teams are often plagued by internal discord, such as negative relationships, which can impede successful team performance. While most teams eventually encounter negative relationships, we have limited knowledge on how teams manage this negativity. In this article, we expand scholarship on teams by exploring an inherent team characteristic, gender composition, to assess its role in how teams cope with negative relationships. On the one hand, social role theory suggests that teams comprised of more women will perform better in the presence of negative relationships. On the other hand, theories and evidence on personality and individual differences suggest that teams comprised of more men will perform better in the presence of negative relationships. We studied 151 student project teams, and found that teams of mostly women performed better than teams of mostly men, when negative relationships existed among team members. We discuss the implications of these findings for research and practice.

Entrepreneurial intentions and start-ups: Are women or men more likely to enact their intentions?

2017 ◽  
Vol 36 (1) ◽  
pp. 60-80 ◽  
Author(s):  
Rachel S Shinnar ◽  
Dan K Hsu ◽  
Benjamin C Powell ◽  
Haibo Zhou
Keyword(s):  
Empirical Data ◽  
Theory Of Planned Behaviour ◽  
Role Theory ◽  
Social Role ◽  
Entrepreneurial Intentions ◽  
Social Role Theory ◽  
Planned Behaviour ◽  
Start Up ◽  
Management Students ◽  
Start Ups

While empirical data clearly show that women are underrepresented among entrepreneurs, the causes of this gap are entirely not clear. This article explores one potential cause: that women might be less likely to act on their entrepreneurial intentions. Building on Ajzen’s theory of planned behaviour, we propose that intentions predict start-up behaviours, that is, that there is an intention–behaviour link. We then apply social role theory to propose that the intention–behaviour link is moderated by sex. Analysing data drawn from a sample of US-based management students during their first session in an introductory entrepreneurship course, at the end of the course, on their graduation and at a point up to three years after graduation, we find support for the intention–behaviour link and moderation of this link by sex. We identify additional contributions from our study and implications of our findings for addressing the sex gap in entrepreneurship.

The conflict between social role expectations and entrepreneurial role demands among women entrepreneurs in sub-Saharan Africa: empirical study from Ethiopia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hundera Mulu ◽  
Geert Duysters ◽  
Wim Naudé ◽  
Josette Dijkhuizen
Keyword(s):  
Role Conflict ◽  
Women Entrepreneurs ◽  
Social Role ◽  
Work And Family ◽  
Role Expectations ◽  
Sub Saharan Africa ◽  
Content Type ◽  
Sub Saharan ◽  
Role Demands ◽  
Entrepreneurial Role

Purpose The purpose of this paper is to develop items for measuring the role conflict between social role expectations (SREs) and entrepreneurial role demands (ERDs) among women entrepreneurs in sub-Saharan Africa (SSA). Design/methodology/approach This paper uses 20 interviews and literature from SSA to develop items, a survey of 408 to conduct factor analysis and a survey of 307 to conduct criterion validity analysis. Findings Statistical analysis shows that the scales used adequately captured two dimensions of SRE and ERD conflict: SRE-to-ERD conflict and ERD-to-SRE conflict. It was found that the SRE-to-ERD-conflict scale is reliable and valid with the five dimensions of entrepreneurial success and that women entrepreneur’s experience significant role conflict between SREs and ERDs. Research limitations/implications The implication is that standard scales measuring work and family conflict, which tend to focus solely on the work and family context, cannot adequately account for role conflict among women entrepreneurs. Practical implications The practical implications of these findings are discussed. Originality/value New scale items form measuring the conflict between SREs and ERDs were developed.

What Is Women’s Work? Reflections from Four North Indian Urban Clusters

Urbanisation ◽  
2021 ◽  
pp. 245574712110383
Author(s):  
Devesh Kapur ◽  
Milan Vaishnav ◽  
Dawson Verley
Keyword(s):  
Labour Force ◽  
Labour Force Participation ◽  
Data Accuracy ◽  
Female Employment ◽  
Gender Composition ◽  
Error Measurement ◽  
Female Labour ◽  
Reporting Error ◽  
Data Validity ◽  
Unique Source

The actual extent of the female employment challenge in India is much debated. Data on female labour force participation (FLFP) in India is hampered by shortcomings in data validity and data accuracy. The objective of this article is to explore challenges to data accuracy through two potential sources of error: measurement error and reporting error. Drawing on a unique source of granular survey data from households in four north Indian urban clusters, we demonstrate that the precise nature of the survey employed has meaningful impacts on the reporting of FLFP. Furthermore, the gender composition of respondents also seems to matter although, after controlling for gender, self-reporting is indistinguishable from proxy reporting.

scholarly journals Female Workers in the Spanish Mines, 1860–1936

2019 ◽  
Vol 65 (2) ◽  
pp. 233-265
Author(s):  
Miguel Á. Pérez de Perceval Verde ◽  
Ángel Pascual Martínez Soto ◽  
José Joaquín García Gómez
Keyword(s):  
Social Role ◽  
Mining Industry ◽  
Mining Area ◽  
Female Child ◽  
Female Employment ◽  
Total Employment ◽  
Heterogeneous Distribution ◽  
Female Labour ◽  
Female Workers ◽  
The One

AbstractThis article analyses female labour in Spanish mines during the golden age of the sector in Spain between 1860 and 1936. Although they were a small percentage of total employment, women accounted for a significant share of the workforce in certain Spanish districts. On the one hand, the study quantifies work performed directly by women, who were mostly engaged in preparation and concentration of the minerals, as well as the extent of female child labour. This has been done by using official statistics, analysing the share of women employed for each type of mineral extracted, the mining area where this activity took place, and other variables. In the article, the authors seek to identify possible causes of such a heterogeneous distribution of female labour in the mining industry in Spain. This situation was common in the sector throughout the world. On the other hand, the article analyses attitudes of institutions, unions, and the like that limited employment opportunities for women in mining (banning them from performing underground tasks and other activities) and even proposed excluding them altogether, responding to workers’ demands in the late nineteenth and early twentieth centuries. We examine the objectives pursued by these institutions, which in some cases related to protection (physical and moral) of female workers but overall aimed mainly to preserve the social role of women (particularly reproduction) and exclude them from the workforce. The pressure on female workers was the most pronounced in the workplace. These factors gave rise to a global setback in female employment, especially among the youngest workers. Given this situation, the quantitative data used, together with information drawn from different sources, reveal that women resisted giving up these jobs, particularly in the districts with a larger share of female workers.

scholarly journals Acceptable Behavior or Workplace Bullying?—How Perpetrator Gender and Hierarchical Status Affect Third Parties’ Attributions and Moral Judgments of Negative Behaviors

Societies ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 62
Author(s):  
Eva Zedlacher ◽  
Denise Salin
Keyword(s):  
Workplace Bullying ◽  
Social Role ◽  
Qualitative Content Analysis ◽  
Third Parties ◽  
Role Expectations ◽  
Moral Judgments ◽  
Negative Behaviors ◽  
And Gender ◽  
Malicious Intent

Workplace bullying consists of repeated, long-term exposure to a variety of negative behaviors. However, it remains unclear when behaviors are seen as morally acceptable vs. become bullying. Moral judgments affect whether third parties deem it necessary to intervene. In this qualitative study, we first conceptualize and then explore via 27 interviews with Austrian HR professionals and employee representatives whether twelve diverse negative behaviors elicit distinct causal attributions and moral judgments. In particular, we examine how a perpetrator’s hierarchical position and gender shape the third parties’ evaluations. A qualitative content analysis reveals the behaviors vary in their perceived acceptability and associations with workplace bullying. Ambiguous behaviors require specific cues such a perpetrator’s malicious intent to be labeled workplace bullying. Overall, third parties judge behaviors by supervisors more harshly, particularly when managerial role expectations are violated. The majority of informants reject the notion that their perceptions are affected by perpetrator gender. Still, women who engage in behaviors associated with anger or a lack of empathy are often perceived as acting with intent. The findings suggest that the violation of social role expectations amplifies the attribution of dispositional causes (e.g., malicious intent). We discuss the relevance of perpetrator intent for research and practice.

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