Two investigations of ?female modesty? in achievement situations

Gender and psychological safety in virtual teams: the role of awareness types enabled by information technologies

Purpose

Organizations worldwide use virtual teams to cope with the COVID-19 pandemic and capitalize on distributed members' unique expertise to accomplish essential tasks. A critical reason that inhibits virtual team members from leveraging each other’s knowledge is a lack of psychological safety. Specifically, individuals are unwilling to speak out for fear of negative repercussions, such as embarrassment to one’s image and rejection from others in their teams. The purpose of this study is to advance the importance of distinct awareness (task knowledge and presence) enabled by information technologies in developing the psychological safety of men and women in virtual teams.

Design/methodology/approach

This study tested the hypotheses using a survey study of 94 participants from 19 graduate student virtual teams.

Findings

This study found that task knowledge awareness predicted psychological safety for men, whereas it was presence awareness for women. By demonstrating the role of awareness in promoting psychological safety for men and women in virtual teams, this study also sheds light on reducing online gender inequitable issues.

Practical implications

First, organizational managers need to incorporate gender when deciding the awareness type to promote psychological safety in virtual teams. For men, it is task knowledge awareness, whereas for women, it is presence awareness. Second, as there is a wide range of information technologies (ITs) available, managers need to identify if the provided ITs enable virtual team members to develop the specific type of knowledge awareness critical for psychological safety development. Third, managers can incorporate rewards and apply interventions at regular temporal periods to encourage team members to increase their online presence as well as question and share task-related content.

Originality/value

It is imperative to identify ways to encourage men and women working in virtual teams to speak up so that the expertise held by the members can be better leveraged. This study represents an important step in this direction.

Improving Body Satisfaction Through Fitness App Use: Explicating the Role of Social Comparison, Social Network Size, and Gender

Body dissatisfaction is prevalent worldwide, fueling the highly lucrative diet and plastic surgery industry, with many adverse outcomes. Yet, limited attention has been dedicated to noninvasive interventions that effectively enhance body satisfaction. We argue that, by altering the target of the social comparison process, people can shift their focus from body appearance to physical activity level. The present study investigated whether social comparison in terms of physical activity level provided by fitness apps could affect users' body satisfaction. A survey was conducted with 643 users of WeRun, the Chinese leading mobile fitness app. Subsequent analyses revealed that both upward and downward social comparison mediated the positive relationship between fitness app use and body satisfaction. Moreover, the users' social network size and gender played a moderating role in the social comparison processes. Fitness app use was positively related to downward comparison for male users; social network size moderated the relationship between fitness app use and upward comparison for female users. The utility of fitness apps in mitigating body dissatisfaction is also discussed.

An Emphasis on Brilliance Fosters Masculinity-Contest Cultures

Women are underrepresented in fields in which success is believed to require brilliance, but the reasons for this pattern are poorly understood. We investigated perceptions of a "masculinity-contest culture," an organizational environment of ruthless competition, as a key mechanism whereby a perceived emphasis on brilliance discourages female participation. Across three preregistered correlational and experimental studies involving adult lay participants online (N = 870) and academics from more than 30 disciplines (N = 1,347), we found a positive association between the perception that a field or an organization values brilliance and the perception that this field or organization is characterized by a masculinity-contest culture. This association was particularly strong among women. In turn, perceiving a masculinity-contest culture predicted lower interest and sense of belonging as well as stronger impostor feelings. Experimentally reducing the perception of a masculinity-contest culture eliminated gender gaps in interest and belonging in a brilliance-oriented organization, suggesting possible avenues for intervention.

A new innovative method to measure the demographic representation of scientists via Google Scholar

Many countries around the globe have seen increases in the enrollment of female and visible minorities in postsecondary education. Therefore, it is critical to evaluate whether recent demographic changes at the postsecondary institution have translated to employment opportunities in scientific fields for women and previously underrepresented groups. Instead of relying on algorithm indices, surveys, or anonymous census data, this study is the first research to utilize an innovative approach to report the demographic representation of top-ranking scientists from around the world. The recently developed Google Scholar profile platform, university ranking system, and the search engine are the main methods that allowed this study to identify and categorize the top scientists from countries in which English is one of the official languages, or where English is used as the language of instruction in higher education. Overall, findings reveal that at top-ranking universities in which the majority of the population is Caucasian, women and minorities are severely underrepresented in all areas of science, capturing 7.3% and 6.4% of the total citations, respectively. Each country’s highest concentration of scientists in each field, based on citation and percentage of researchers, is highlighted. There are recommendations offered to help make scientific advancement more favorable to underrepresented groups, and also to encourage institutions of higher education to adapt and build new capacities.

Leader evaluation and team cohesiveness in the process of team development: A matter of gender?

Leadership positions are still stereotyped as masculine, especially in male-dominated fields (e.g., engineering). So how do gender stereotypes affect the evaluation of leaders and team cohesiveness in the process of team development? In our study participants worked in 45 small teams (4-5 members). Each team was headed by either a female or male leader, so that 45 leaders (33% women) supervised 258 team members (39% women). Over a period of nine months, the teams developed specific engineering projects as part of their professional undergraduate training. We examined leaders' self-evaluation, their evaluation by team members, and team cohesiveness at two points of time (month three and month nine, the final month of the collaboration). While we did not find any gender differences in leaders' self-evaluation at the beginning, female leaders evaluated themselves more favorably than men at the end of the projects. Moreover, female leaders were evaluated more favorably than male leaders at the beginning of the project, but the evaluation by team members did not differ at the end of the projects. Finally, we found a tendency for female leaders to build more cohesive teams than male leaders.

Gender Differences in Seff-Perceptions: Convergent Evidence from Three Measures of Accuracy and Bias

This research assessed gender differences in the accuracy of self-perceptions. Do males and females with equal ability have similar self-perceptions of their ability? Three measures of accuracy were used: accuracy of self-evaluations, calibration for individual questions, and response bias. As hypothesized, for a masculine task, significant gender differences were found for all three measures: Females' self-evaluations of performance were inaccurately low, their confidence statements for individual questions were less wel calibrated than males; and their response bias was more conservative than males'. None of these gender differences were found for feminine and neutral tasks. As hypothesized, strong self-consistency tendencies were found. Expectancies emerged as an important predictor of self-evaluations of performance for both genders and could account for females' inaccurately low self-evaluations on the masculine task. How females' inaccurate self-perceptions might negatively affect achievement behavior and curtail their participation in masculine domains is discussed.

When Social Role Salience Leads to Social Role Rejection: Modest Self-Presentation among Women and Men in Two Cultures

Resistance to the traditional gender role expectation for modest self-presentation among women was examined in a pair of studies. In the first-which included U. S. and Polish college students of both sexes-making traditional gender role expectations explicitly salient led to a significant reversal of traditional modest responding only among American women. A second study supported a role rejection account of this finding by demonstrating that (a) U.S. women reacted much more negatively to the traditional gender role expectations for modesty than did comparable men, and (b) those women who reacted most negatively also evidenced the greatest role-inconsistent intentions. The possibility is discussed that seemingly ambivalent role behavior may not be a result of role conflict but instead to the presence or absence of salient role-related stimuli.

A Role for the X Chromosome in Sex Differences in Variability in General Intelligence?

There is substantial evidence that males are more variable than females in general intelligence. In recent years, researchers have presented this as a reason that, although there is little, if any, mean sex difference in general intelligence, males tend to be overrepresented at both ends of its overall distribution. Part of the explanation could be the presence of genes on the X chromosome related both to syndromal disorders involving mental retardation and to population variation in general intelligence occurring normally. Genes on the X chromosome appear overrepresented among genes with known involvement in mental retardation, which is consistent with a model we developed of the population distribution of general intelligence as a mixture of two normal distributions. Using this model, we explored the expected ratios of males to females at various points in the distribution and estimated the proportion of variance in general intelligence potentially due to genes on the X chromosome. These estimates provide clues to the extent to which biologically based sex differences could be manifested in the environment as sex differences in displayed intellectual abilities. We discuss these observations in the context of sex differences in specific cognitive abilities and evolutionary theories of sexual selection.

Sex Differences in Variability in General Intelligence: A New Look at the Old Question

The idea that general intelligence may be more variable in males than in females has a long history. In recent years it has been presented as a reason that there is little, if any, mean sex difference in general intelligence, yet males tend to be overrepresented at both the top and bottom ends of its overall, presumably normal, distribution. Clear analysis of the actual distribution of general intelligence based on large and appropriately population-representative samples is rare, however. Using two population-wide surveys of general intelligence in 11-year-olds in Scotland, we showed that there were substantial departures from normality in the distribution, with less variability in the higher range than in the lower. Despite mean IQ-scale scores of 100, modal scores were about 105. Even above modal level, males showed more variability than females. This is consistent with a model of the population distribution of general intelligence as a mixture of two essentially normal distributions, one reflecting normal variation in general intelligence and one refecting normal variation in effects of genetic and environmental conditions involving mental retardation. Though present at the high end of the distribution, sex differences in variability did not appear to account for sex differences in high-level achievement.

Motivation in educational contexts: does gender matter?

Girls and women now outperform boys and men on many indices of academic achievement. Gender differences in motivation may underlie these trends. In this chapter, I review and integrate research on gender differences in self-evaluation, self-regulation, and achievement goals. I argue for the existence of gendered tendencies "to prove" versus "to try and to improve," whereby males tend to orient to demonstrating and defending their abilities, and females to working hard and addressing deficiencies. I discuss how these motivations develop within social and educational contexts of learning, and intersect with gendered patterns of socialization, values, and behaviors in other arenas, especially relational ones. Recurring themes include the costs and benefits of differential emphases on competition and self-promotion versus affiliation and consideration of others in the family, peer group, and classroom. I conclude with some recommendations for creating classroom environments that might promote optimal motivation among all students, regardless of gender.

Toward a Constructionist Perspective of Examining Femininity Experience

The social constructionist perspective has become a useful framework for understanding women’s psychological experiences. However, tools for examining how women construct meanings of their experiences as female in relevant social situations remain limited. Over two studies, our article describes the development and psychometric properties of the Subjective Femininity Stress Scale (SFSS), which assesses women’s stress associated with their subjective experiences of being female. Participants ( N = 468) described their personal experiences of what it means to be a woman by completing the sentence “As a woman…” 10 times; participants then rated how often each of the femininity experiences was stressful for them. Participants’ qualitative responses were coded based on 20 dimensions of femininity experiences, and their relationships with SFSS scores were examined. Study 1 provided evidence for test–retest reliability, convergent, and discriminant validity of the SFSS. Study 2 demonstrated concurrent and incremental validity of the SFSS. Several dimensions of femininity experiences were significantly correlated with women’s stress appraisal. The open-ended nature of the SFSS is easy to administer in clinical and organizational settings. The dual qualitative/quantitative aspects of the SFSS enable clients to create personally relevant meanings for their femininity experiences while also providing a stress index for exploring links with health outcomes.

Confirmatory Factor Analysis and Alternate Test Models for Impression Management in SMEs

It is not an uncommon trend in the present times that the number of women entrepreneurs continues to increase steadily. It is also found that women enter entrepreneurship majorly due to necessity than opportunity orientation. If that is the case does entrepreneurial impression management differ for both the gender? How does the necessity based entrepreneur face the increased competitive approaches of opportunity based entrepreneurs? This study attempts to find out the difference between impression management techniques and different social competencies employed by women and male entrepreneurs. Data was collected by means of questionnaire to new ventures and a total of hundred and seventeen observations were collected, from fifty seven females and sixty male entrepreneurs. It was observed that impression management techniques employed by women are different from that of males. In contrast to the sex role typing of females it was seen that women use assertion oriented techniques than compared to males. The results provide evidence that the potential for developing social competence and impression management techniques and promoting the abilities needed for a free and self-determined career has not been exhausted by any means.

Perceptions of Humility: A Preliminary Study

Coren and Porac (1976) reported that objects looked larger in the right eye of right-eye dominant subjects and in the left eye of left-eye dominant subjects. This paper attempts to repeat that finding. Two circles of same or different size were presented haploscopically in a binocular three-field tachistoscope, to right or left visual half-field and to the upper or lower visual field, one to the right eye and one to the left. A total of 43 subjects reported which of the two circles was the larger, each subject carrying out 120 trials of the experiment. Overall subjects reported that the stimulus to the left eye was significantly larger than that presented to the right eye. There was no association with eye dominance, and therefore the Coren and Porac finding could not be repeated. There was however a very significant association with handedness, left-handed subjects tending to report that the stimulus in the right eye looked larger, and right-handed subjects reporting that the stimulus in the left eye looked larger.

2007 Presidential Address: Fear of Losing Control: Power, Perfectionism, and the Psychology of Women

Anecdotal evidence and popular culture suggest that fear of losing control of oneself is common among North American women, yet there is little in the way of data or theory to show why so many women fear loss of control or how to help them to leave that fear behind. In this article a commonly accepted definition of self-regulation is examined through a feminist lens to see how gender-role socialization might affect women's sense of whether and when they can regulate (or control) themselves. Particular attention is paid to eating behavior, body image, and reproductive phases (e.g., premenstrual syndrome) as areas where fears of loss of control are often expressed. Intervention points suggested here are women's standards for body and behavior; the extent of the areas that doing femininity requires them to control; and their beliefs, not only about what they can control, but what they are allowed to do.

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.

Frauen unterschätzen sich: Selbstbeurteilungs-Biases in einer simulierten Bewerbungssituation

Zusammenfassung: In einer im Labor simulierten Bewerbungssituation wurden leistungsbezogene Selbstbeurteilungen in Abhängigkeit von Geschlecht und Instrumentalität im Selbstkonzept untersucht. 74 Männer und Frauen absolvierten individuell einen schriftlichen Leistungstest, einen Vortrag zur Selbstdarstellung der beruflichen Qualifikation sowie ein standardisiertes Bewerbungsinterview. Vortrag und Bewerbungsinterview wurden videographiert. Frauen schätzten sich in allen Phasen des Versuchs als deutlich weniger erfolgreich ein. Im Vergleich zur erreichten Punktezahl im Leistungstest und zur Fremdbeurteilung eines Videoausschnittes aus dem Bewerbungsinterview lag bei Frauen eine eindeutige Selbstunterschätzung vor. Bei den Selbstbeurteilungen der Männer zeigte sich im Vergleich zum Leistungstest eine Selbstüberschätzung, im Vergleich zur Fremdbeurteilung eine realistische Selbsteinschätzung. Die Instrumentalität im Selbstkonzept war mit der Selbsteinschätzung als “erfolgreich” assoziiert, allerdings nur bei den männlichen Probanden.

Role congruity theory of prejudice toward female leaders

A role congruity theory of prejudice toward female leaders proposes that perceived incongruity between the female gender role and leadership roles leads to 2 forms of prejudice: (a) perceiving women less favorably than men as potential occupants of leadership roles and (b) evaluating behavior that fulfills the prescriptions of a leader role less favorably when it is enacted by a woman. One consequence is that attitudes are less positive toward female than male leaders and potential leaders. Other consequences are that it is more difficult for women to become leaders and to achieve success in leadership roles. Evidence from varied research paradigms substantiates that these consequences occur, especially in situations that heighten perceptions of incongruity between the female gender role and leadership roles.