Women continue to lag behind for accessing managerial positions, partially due to discrimination at work. One of the main roots of such discrimination is gender stereotyping, so we aim to comprehend those biased procedures. First, we have analyzed those highlighted gender lawsuit cases in the scientific literature that have dealt with stereotypes both in the American and the European work contexts. Second, meta-analytic studies regarding organizational consequences of gender stereotypes have been synthetized. Third, gender stereotypes have been grouped by means of a content analysis of the existing literature after processing 61 articles systematically retrieved from WOS, SCOPUS, and PsycINFO databases. As a result, a taxonomy of gender stereotypes has been achieved evidencing that descriptive and prescriptive stereotypes have an impact on decision-making procedures through the apparently perception of women as less suitable for managerial positions. Moreover, we offer a deep explanation of the gender discrimination phenomenon under the umbrella of psychosocial theories, and some measures for successfully overcoming management stereotyping, showing that organizational culture can be improved from both the perspective of equal employment opportunities and the organizational justice frameworks for reaching a balanced and healthier workplace.

Cranioplasties are performed to protect the brain and correct cosmetic defects, but there is growing evidence that this procedure may result in neurological improvement. We prospectively studied cranioplasties performed at our hospital over a 5-year period. The National Institute of Health Stroke Scale and Barthel index were recorded prior to and within 72 h after the cranioplasty. A perfusion computed tomography (PCT) and transcranial Doppler sonography (TCDS) were performed prior to and 72 h after the surgery. For the PCT, regions irrigated by the anterior cerebral artery, the middle cerebral artery (MCA), the posterior cerebral artery, and the basal ganglia were selected, as well as the mean values for the hemisphere. The sonography was performed in the sitting and the supine position for the MCA and internal carotid. The velocities, pulsatility index, resistance index, and Lindegaard ratio (LR) were obtained, as well as a variation value for the LR (DLR = LR sitting -LR supine). Fifty-four patients were included in the study. Of these, 23 (42.6%) patients presented with objective improvement. The mean cerebral blood flow of the defective side (m-CBF-d) increased from 101.86 to 117.17 mL/100 g/min ( p = 0.064), and the m-CBF of the healthy side (m-CBF-h) increased from 128.14 to 145.73 mL/100 g/min ( p = 0.028). With regard to the TCDS, the DLR was greater on the defective side prior the surgery in those patients who showed improvement (1.295 vs. -0.714; p = 0.002). Cranioplasty resulted in clinical improvement in 40% of the patients, with an increase in the post-surgical CBF. The larger variations in the LR when the patient is moved from the sitting to the supine position might predict the clinical improvement.

The recruitment process aims to request relevant information from applicants, but sometimes this could be used to discriminate. Based mainly on the legal framework and the Rational Bias, the present paper explores the use of potentially discriminatory content against women in Spanish companies according to the enforcement of the equal employment opportunity legislation in 2007, and its relationship with organizational results. We have performed a comparative study between 2005 and 2009 implementing a combination of qualitative and quantitative analysis. All the websites of the Spanish Stock Exchange were analyzed. Results show that companies did include potentially discriminatory questions in application forms, even after the law enforcement, but not in recruitment statements. Regarding organizational results, small but significant relationships between legal fulfillment and annual returns were found, but these results could have been influenced by factors attributable to the economic crisis. To conclude, we provide recommendations regarding desirable policies and organizational practices in the context of the area being studied.

Interest in the study of work characteristics to explain how an individual's relationship with the work environment can lead to maladaptive responses has taken on renewed importance in the light of increasing concern for the development of healthy organizations and organizational diversity. This study aims to develop a shortened version of the Work Design Questionnaire (WDQ) with a view to facilitating its use and interpretation. The psychometric properties of this shorter questionnaire were tested in a multi-sectoral sample of workers in Spain, with due consideration given to the gender measurement invariance. For this purpose, we applied the questionnaire to a sample of 500 workers and analyzed the relationship between the answers provided to WDQ and specific occupational health variables (satisfaction, well-being and emotional exhaustion). Results showed adequate reliability and criterion-oriented validity for the shortened version of the WDQ, that is, the WDQ18-S, as well as evidence of factorial invariance across gender. We then discuss the results and their implications for the application of the WDQ in further research and the field of occupational health and psychosocial risks prevention. El interés por el estudio de las características del trabajo para explicar cómo la relación de un individuo con el entorno laboral puede conducir a respuestas desadaptativas ha cobrado una importancia renovada a la luz de la creciente preocupación por el desarrollo de organizaciones saludables y por la diversidad organizacional. Este estudio tiene como objetivo desarrollar una versión abreviada del Work Design Questionnaire (WDQ) con el fin de facilitar su uso e interpretación en este contexto. Las propiedades psicométricas de este cuestionario reducido se probaron en una muestra multisectorial de trabajadores en España. Para ello, aplicamos el cuestionario a una muestra de 500 trabajadores y analizamos la relación entre las carácterísiticas del trabajo y las variables seleccionadas de salud ocupacional (satisfacción, bienestar y agotamiento emocional). Los resultados mostraron una fiabilidad y una validez orientada al criterio adecuadas para la versión abreviada del WDQ, esto es, el WDQ18-S, así como evidencia de invarianza factorial de género. Posteriormente se discuten los resultados y sus implicaciones para el uso del WDQ en el ámbito aplicado e investigador de la salud ocupacional y la prevención de riesgos laborales.

Women are underrepresented in growing positions such as those related to STEM field careers (i.e., science, technology, engineering, and mathematics). One of the causes for remaining out of that field could lie on gender stereotypes. Undergraduate stereotypes and beliefs are important as could easily uphold future gender segregation at the workplace. In the research arena the measurement of those biased beliefs is important as most commonly used Likert scales (LS) could raise problems in terms of accuracy. As fuzzy rating scales (FRS) are a promising measurement alternative, the aim of this study is to compare the properties of FRS against LS. We conducted a cross-sectional study with 262 STEM and non-STEM participants who answered to a questionnaire that, besides gendered beliefs and injustice perception towards the situation of women at the workplace, included personal characteristics as coursed degree and working experience. Results pointed out, on one hand, that FRS allowed for a better capture of the variability of individual responses, but on the other hand, that LS were better valued than FRS in what is concerned with satisfaction and ease of response. Advantages of FRS for psychosocial measurement are discussed to facilitate the study around causes of segregation that excludes women from the STEM labour market.