Reducing the backlash effect: Self-monitoring and women's promotions

The link between the brain volume derived index and the determinants of social performance

Motivation, defined as the energizing of behavior in pursuit of a goal, is a fundamental element of our interaction with the world and with each other. Furthermore, as it is known that cooperation leads to higher levels of performance than do individual conditions, empathic concern is also crucial to all forms of helping relationships. A growing number of studies indicate that motivation and empathy are associated not only with organizational performance and study achievements, but also with the human brain. However, to date, no definite neuroimaging-derived measures are available to measure motivation and empathy objectively. The current research evaluated the association of motivation and empathy with the whole brain using the gray-matter brain healthcare quotient (GM-BHQ), an MRI-based quotient. Participants were 47 healthy adults. All subjects underwent structural T1-weighted imaging. Motivation levels were evaluated using four motivation scales: Behavioral Activation System (BAS), Self-Monitoring Scale (SMS), Self-Control Scale (SCS), and Behavioral Inhibition System (BIS). Interaction levels, including empathic concern, were evaluated using four subscales of the Interpersonal Reactivity Index (IRI). It was found that the GM-BHQ was most significantly sensitive to the BAS scale (p = 0.002). Furthermore, the GM-BHQ was moderately sensitive to the SMS (p = 0.028) and subscales of the IRI (p = 0.044 for Fantasy and p = 0.036 for Empathic Concern). However, no significant association was found between the GM-BHQ and other variables (BIS and SCS). These results suggest that the GM-BHQ might reflect motivation and empathic concern.

Two Ways to Stay at the Top: Prestige and Dominance Are Both Viable Strategies for Gaining and Maintaining Social Rank Over Time

The dual-strategies theory of social rank proposes that both dominance and prestige are effective strategies for gaining social rank (i.e., the capacity for influence) in groups. However, the only existing longitudinal investigation of these strategies suggests that, among undergraduate students, only prestige allows people to maintain social rank over time. The current study provides a longitudinal test of dominance and prestige in a context where dominance is more normative: MBA project groups. Among 548 MBA students in 104 groups, peer-rated dominance and prestige predicted gains in social rank over the course of 4 weeks, indicating that both strategies may help people not only gain social rank but also maintain it over time. Furthermore, prestige-but not dominance-led to social rank because of willingly given deference from group members. This confirms a central but thus-far-untested principle of dual-strategies theory: While prestige is based on freely conferred deference, dominance is not.

The Primacy of Gender: Gendered Cognition Underlies the Big Two Dimensions of Social Cognition

It is notable that across distinct, siloed, and disconnected areas of psychology (e.g., developmental, personality, social), there exist two dimensions (the “Big Two”) that capture the ways in which people process, perceive, and navigate their social worlds. Despite their subtle distinctions and nomenclature, each shares the same underlying content; one revolves around independence, goal pursuit, and achievement, and the other revolves around other-focus, social orientation, and desire for connection. Why have these two dimensions emerged across disciplines, domains, and decades? Our answer: gender. We argue that the characteristics of the Big Two (e.g., agency/competence, communion/warmth) are reflections of psychological notions of masculinity and femininity that render gender the basis of the fundamental lens through which one sees the social world. Thus, although past work has identified the Big Two as a model to understand social categories, we argue that gender itself is the social category that explains the nature of the Big Two. We outline support for this theory and suggest implications of a gendered cognition in which gender not only provides functional utility for cognitive processing but simultaneously enforces gender roles and limits men and women’s opportunities. Recognizing that the Big Two reflect masculinity and femininity does not confine people to act in accordance with their gender but rather allows for novel interventions to reduce gender-based inequities.

The Effects of Exposure to Positive Gender Stereotypes on Women’s and Men’s Performance in Counter-Stereotypical Tasks and Pursuit of Agentic and Communal Goals

Abstract. Two studies examined the effects of exposure to positive gender stereotypes on performance in counter-stereotypical domains and pursuit of agentic and communal goals. Exposure to stereotypes about women’s communality (Study 1, N = 108) led to impaired math performance among women, regardless of their math identification. Exposure to stereotypes about men’s agency (Study 2, N = 129) led to impaired performance in a test of socio-emotional ability among men high in domain identification. Moreover, among women with high math identification, exposure to the communality stereotype increased the pursuit of agentic goals. Among men, exposure to the agency stereotype tended to decrease the pursuit of communal goals. These results are consistent with accumulating evidence for the “dark side” of positive stereotypes, yet, for women, they also point to active attempts to counteract them.

Crowdsourcing Public Perceptions of Plastic Surgeons: Is There a Gender Bias?

BACKGROUND

Implicit gender bias may result in lower wages for women, fewer leadership positions, and lower perceived competence. Understanding public and patient gender preferences for plastic surgeons may enable opportunities to address public perceptions. This investigation evaluates public preferences for a plastic surgeon's gender or demeanor.

METHODS

Members of the Amazon Mechanical Turk crowdsourcing platform read 1 of the 8 randomly assigned scenarios describing a hypothetical situation requiring a plastic surgeon to operate on their mother. The scenarios differed only by surgeon gender, surgeon demeanor ("agentic," traditionally more masculine versus "communal," traditionally more feminine), or type of surgery. Using a Likert scale, respondents indicated their agreement with 7 statements on surgeon competence, skills, leadership qualities, likeability, respect, trustworthiness, and, ultimately, preference as a surgeon. Independent t tests were used to compare scores. Lower scores indicated a more negative response.

RESULTS

Overall, 341 responses were received: 55.7% were male and 45.5% white. There were no significant differences in any of the 7 characteristics assessed when examining by surgeon gender, only. However, female surgeons with a communal demeanor were perceived as less competent (4.32 versus 4.51, P = 0.018) and less skilled (4.36 versus 4.56, P = 0.019) than agentic female surgeons. Male respondents rated female surgeons lower than male surgeons in terms of competence (P = 0.018), skills (P = 0.034), likeability (P = 0.042), and preferred choice as a surgeon (P = 0.033).

CONCLUSIONS

Women plastic surgeons' demeanor and respondent gender affected perception of certain characteristics. Women plastic surgeons may consider ways to engage with the public to address possible gender role stereotypes.

Women chairs in academic medicine: engendering strategic intuition

PURPOSE

Because stereotypically masculine behaviors are required for effective leadership, examining female chairs' leadership in academic medicine can provide insight into the complex ways in which gender impacts on their leadership practices. The paper aims to discuss this issue.

DESIGN/METHODOLOGY/APPROACH

The author interviewed three female clinical chairs and compared the findings to interviews with 28 of their faculty. Grounded theory analysis of the subsequent text gathered comprehensive, systematic, and in-depth information about this case of interest at a US top-tier academic medical center.

FINDINGS

Four of five themes from the faculty were consistent with the chair's narrative with modifications: Prior Environment (Motivated by Excellence), Tough, Direct, Transparent (Developing Trust), Communal Actions (Creating Diversity of Opinion), and Building Power through Consensus (an "Artful Exercise") with an additional theme, the Significance (and Insignificance) of a Female Chair. While faculty members were acutely aware of the chair's gender, the chairs paradoxically vacillated between gender being a "non-issue" and noting that male chairs "don't do laundry." All three female chairs in this study independently and explicitly stated that gender was not a barrier, yet intuitively used successful strategies derived from the research literature.

ORIGINALITY/VALUE

This study suggests that while their gender was highlighted by faculty, these women dismissed gender as a "non-issue." The duality of gender for these three female leaders was both minimized and subtly affirmed.

Testing for Backlash in Hiring

Gender stereotypes describe women as communal and men as agentic. Laboratory-based research ( Rudman & Glick, 1999 , 2001 ) suggests that trying to disconfirm such descriptive gender stereotypes (e.g., women self-promoting their agency), entails the risk of hiring discrimination due to violation of prescriptive gender stereotypes: a backlash. To examine whether backlash occurs when applying for real jobs, we conducted a field experiment. Gender, agency, and communion were manipulated in the personal profile of 5,562 applications sent to 3,342 job openings on the Swedish labor market. The dependent variable was whether the application resulted in an invitation to a job interview or not. The results do not offer any support for the backlash hypothesis at this stage in the recruitment process.

Science faculty's subtle gender biases favor male students

Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science. In a randomized double-blind study (n = 127), science faculty from research-intensive universities rated the application materials of a student-who was randomly assigned either a male or female name-for a laboratory manager position. Faculty participants rated the male applicant as significantly more competent and hireable than the (identical) female applicant. These participants also selected a higher starting salary and offered more career mentoring to the male applicant. The gender of the faculty participants did not affect responses, such that female and male faculty were equally likely to exhibit bias against the female student. Mediation analyses indicated that the female student was less likely to be hired because she was viewed as less competent. We also assessed faculty participants' preexisting subtle bias against women using a standard instrument and found that preexisting subtle bias against women played a moderating role, such that subtle bias against women was associated with less support for the female student, but was unrelated to reactions to the male student. These results suggest that interventions addressing faculty gender bias might advance the goal of increasing the participation of women in science.