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Equal employment opportunity legislation has forced employers to actively recruit and hire women for managerial positions. However, the effects on women of providing preferential treatment to them have not been examined. The purpose of the present study was to explore the relationships between perceived preferential selection and several organizational outcome variables such as organizational commitment, role stress, and satisfaction. Scores on these measures were obtained via a questionnaire filled out by 55 women managers. The results showed that those women who perceived that they were selected because of their sex had less organizational commitment, less satisfaction with their work, with supervision, and with their co-workers, and experienced more role conflict and role ambiguity than women who felt sex was not an important factor in their selection.Title VII of the Civil Rights Act and associated statutes dealing with equal employment opportunity have required employers to actively recruit and hire women and members of minority groups. These legal requirements have not only created a variety of affirmative action programs but have also stimulated considerable research interest on women in managerial positions. A review of the empirical literature in this area shows that the major focus has been on the impact of sex stereotyping in personnel decisions and subsequent performance (e.g.

The effects of various decision-making team sites in a complex business game were studied. Firm size was .ssoCiated with nonlinear performance results and decision curves resulting in differential leaning outcoma. learning sources, attrition rates. and decisionmaking behaviors. A threemember format produced the highat learning levels while twom e m k f m s expaienced only marginally signifmt knowledge incrurses. Single-member f m experienced the most bankruptcies and dropouts. A contingency view of gaming effectiveness is su~gated. r w and poky. S t b j W A m PdrrloLy/T&gMUh& I~l~v o t l v r E d U d w GMJng, &SOW-

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