No abstract

This survey study examined the emotional expression content of human resources jobs and how the content varies by gender. On the basis of findings, it appeared that women more often conform to feminine display rules, which require the suppression of negative emotions and the simulation of positive emotions. In contrast, men more often adopted masculine display rules, which require the suppression of positive emotions and the simulation of negative ones. For both men and women, emotional dissonance generated by a feminine display-rule pattern was positively correlated with feelings of personal inauthenticity at work. Gender modified the relationship between emotional dissonance and gender only in that women who adopted the masculine display-rule pattern reported feeling the least personally inauthentic of all.

* Significant at the 5 percent level on a two tailed test. ** Significant at the 1 percent level on a two tailed test. Notes: Standard errors are in parentheses. Number of observations (occupations) is 470. Regressions are weighted by the square root of cell size in the initial year. The omitted occupation category is operative, laborer, and farm occupations. Equations are estimated by Seemingly Unrelated Regressions (SUR) techniques.

No abstract

The authors examine the relationship between gender and organizational justice perceptions and the implications of this relationship for organizing women. They employ a survey study design to confirm expectations associated with the anecdotal literature on this topic, namely that women place greater value on interactional justice than on distributive or procedural justice. Results indicate that gender leads to valuing interactional justice more highly only in interaction with race. Specifically, in contrast to white women and both white and black men, black women give greater weight to being treated with dignity and respect than to the other two organizational justice dimensions.