scholarly journals If the shoe fits: Gender role congruity and evaluations of public managers

2019 ◽  
Vol 2 (1) ◽  
Author(s):  
Kendall Funk
Keyword(s):  
Gender Role ◽  
Women Managers ◽  
Gender Typing ◽  
Role Congruity ◽  
Public Managers ◽  
Gender Biases ◽  
Management Positions ◽  
And Gender ◽  
Original Survey ◽  
Role Incongruity

Traditional stereotypes about both gender and managers make women appear to be incongruent with management positions; a potential consequence of which is less favorable evaluations of women managers. Using an original survey experiment, this study tests whether and how gender role incongruity, combined with the gender-typing of organizations and gender of the evaluator, affect evaluations of hypothetical public managers. Results suggest that men and women public managers are evaluated equally favorably overall; however, men evaluators perceive women managers less favorably than do women evaluators. This is largely driven by the gender-typing of organizations. While men evaluators rate women managers in feminine organizations as favorably as do women evaluators, they rate women managers in masculine organizations less favorably compared to women evaluators. Indeed, men evaluators rate women managers in masculine organizations lower compared to all other groups of comparison, including all other possible combinations of evaluator, manager, and organization gender. Findings indicate that though perceived incongruity between women and management positions may have diminished over time, there is evidence that gender biases still remain problematic for women managers’ careers, especially in masculine gender-typed organizations.

Study in China shows gender role identity is far more significant than biological gender in determining management aspirations

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Gender Role ◽  
Design Methodology ◽  
Training Programme ◽  
Role Identity ◽  
Middle Level ◽  
Social Changes ◽  
Gender Role Identity ◽  
Content Type ◽  
Management Positions ◽  
And Gender

Purpose The authors wanted to assess the relevance of gender and gender role identity in developing managerial ambitions because of the shortage of females in top positions worldwide. The Chinese context was interesting because of the rapid social changes there. Design/methodology/approach The researchers collected data from participants attending a leadership training programme organized by three Chinese universities in Beijing in 2018. Most were from lower and middle-level managers in various government sectors from all over China. The authors distributed questionnaires with the aid of supervisors. Findings The study confirmed that individuals of either gender with stereotypically masculine characteristics have higher management aspirations. Results also showed people with androgynous traits tend to be more ambitious to be leaders. But female managers who perceive themselves as androgynous and masculine tend to possess higher management aspirations than females who see themselves as exhibiting feminine traits. Originality/value The authors of the study said the results would help companies to reach a better understanding of how to reduce the disparity in numbers of men and women in management positions.

The Effects of Values and Gender Role Perceptions on Attitudes Towards Women Managers

2020 ◽  
pp. 37-57
Author(s):  
Basak Ucanok Tan
Keyword(s):  
Gender Role ◽  
Women Managers ◽  
Past Century ◽  
Role Perceptions ◽  
East European ◽  
Representation Of Women ◽  
Women's Participation ◽  
Participation Of Women ◽  
Managerial Positions ◽  
And Gender

One of the key drivers of the development of societies over the past century has been the shift in women's social and economic position. Women have since been increasingly moving into the labor market, into employment, and into work organizations. According to the 2017 ILO report, women's overall labor participation is estimated to be 49.4%, and this rate increases to 53% for the East European countries. Even though women's participation in the labor force and in the front-line managerial positions is increasing, we are still far from achieving gender equality. Apart from the participation of women, a number of other issues remain to be tackled such as the under-representation of women in decision-making positions, the gender pay gap, and male-dominated work cultures. This chapter explores the effects of values and gender role perceptions on attitudes towards women managers.

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.

Negotiating Femininity

2016 ◽  
Vol 41 (2) ◽  
pp. 163-174 ◽  
Author(s):  
Julia B. Bear ◽  
Linda Babcock
Keyword(s):  
Gender Role ◽  
Undergraduate Students ◽  
Gender Gap ◽  
Economic Performance ◽  
Community Sample ◽  
Past Research ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Role Based ◽  
Role Incongruity

According to gender role congruity theory, women, compared to men, underperform in masculine negotiations because these negotiations are incongruent with women’s gender role. Based on this framework, we developed two gender-relevant primes—a masculine-supplement prime and a feminine-complement prime—that address role incongruity and should improve women’s economic performance by either supplementing masculinity or complementing femininity. In Study 1, physicians ( N = 78; 50% women) in an executive education program engaged in a masculine-supplement prime, which involved recalling agentic behavior; in Study 2, undergraduate students ( N = 112; 50% women) completed a feminine-complement prime, which involved imagining negotiating for a friend. In Study 3, a community sample ( N = 996; 46% women) completed an online experiment with the primes. Results from the three studies showed that these primes improved women’s economic performance and eliminated the gender gap in negotiation. Perception of fit partially explained the efficacy of the masculine-supplement prime for women, though not the feminine-complement prime. We build on past research concerning situational moderators by investigating gender role congruity from an intrapsychic perspective. We also make a practical contribution; these primes can be used by women to improve economic performance in gender role incongruent negotiations. Online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/page/pwq/suppl/index .

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.

The Self-Description Questionnaire-1: A Lithuanian Application

1995 ◽  
Vol 11 (1) ◽  
pp. 41-51 ◽  
Author(s):  
David Watkins ◽  
Anne McCreary Juhasz ◽  
Aldona Walker ◽  
Nijole Janvlaitiene
Keyword(s):  
Eastern Europe ◽  
Factor Structure ◽  
Response Bias ◽  
Internal Consistency ◽  
Self Esteem ◽  
Cultural Dimensions ◽  
The Self ◽  
Nigerian Children ◽  
Gender Biases ◽  
And Gender

Analysis of the responses of 139 male and 83 female Lithuanian 12-14 year-olds to a translation of the Self-Description Questionnaire-1 (SDQ-1; Marsh, 1988 ) supported the internal consistency and factor structure of this instrument. Some evidence of a “positivity” response bias was found, however. Comparison of the Lithuanian responses to those of like-aged Australian, Chinese, Filipino, Nepalese, and Nigerian children indicated the Lithuanians tended to report rather lower self-esteem. The Lithuanian males also tended to report lower self-esteem than their female peers. Interpretation of the results are considered in terms of reactions to the recent upheavals in Eastern Europe, stable cultural dimensions, and possible cultural and gender biases in the items of the SDQ-1.

The Relationship of Digit Ratio (2D:4D) and Gender-Role Orientation in Four National Samples

2007 ◽  
Vol 28 (2) ◽  
pp. 78-87 ◽  
Author(s):  
Stefan J. Troche ◽  
Nina Weber ◽  
Karina Hennigs ◽  
Carl-René Andresen ◽  
Thomas H. Rammsayer
Keyword(s):  
Gender Role ◽  
Sex Role ◽  
Role Orientation ◽  
Sexually Dimorphic ◽  
Gender Role Orientation ◽  
Left Hand ◽  
Fourth Finger ◽  
And Gender ◽  
Relationship Of ◽  
The Relationship

Abstract. The ratio of second to fourth finger length (2D:4D ratio) is sexually dimorphic with women having higher 2D:4D ratio than men. Recent studies on the relationship between 2D:4D ratio and gender-role orientation yielded rather inconsistent results. The present study examines the moderating influence of nationality on the relationship between 2D:4D ratio and gender-role orientation, as assessed with the Bem Sex-Role Inventory, as a possible explanation for these inconsistencies. Participants were 176 female and 171 male university students from Germany, Italy, Spain, and Sweden ranging in age from 19 to 32 years. Left-hand 2D:4D ratio was significantly lower in men than in women across all nationalities. Right-hand 2D:4D ratio differed only between Swedish males and females indicating that nationality might effectively moderate the sexual dimorphism of 2D:4D ratio. In none of the examined nationalities was a reliable relationship between 2D:4D ratio and gender-role orientation obtained. Thus, the assumption of nationality-related between-population differences does not seem to account for the inconsistent results on the relationship between 2D:4D ratio and gender-role orientation.

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