Cognitive mechanisms mediating the biasing effects of leader sex on ratings of leader behavior

Two studies were conducted to examine discrepancies in the evaluation of men and women regarding the performance of organizational citizenship behavior (OCB). In Study 1, base‐rate differences in the perceived frequency and value of citizenship behaviors performed by males and females were investigated. A gender by job type interaction was found indicating that women were perceived to engage in OCB more frequently than were men in gender‐neutral and male‐typed jobs. No gender differences were found regarding the value associated with citizenship behaviors. In Study 2, undergraduates rated videotaped male and female instructors who exhibited different levels of OCB. Results revealed a gender by OCB interaction such that more accurate behavioral observations were made when observing males exhibiting OCB and females exhibiting no OCB than when observing males who did not exhibit OCB and females who did exhibit OCB. No gender by OCB interactions were found with regard to ratings of overall performance evaluation or reward recommendations.

Section: Study 2 Theoretical Overviewmentioning

confidence: 96%

Section: Theoretical Overviewmentioning

confidence: 99%

The influence of Ratee Gender on Ratings of Organizational Citizenship Behavior¹

Allen

Rush

2001

“…Research has shown that gender bias is less likely to occur under circumstances in which there is unambiguous and undeniable information about performance (Heilman, Martell, & Simon, 1988;Nieva & Gutek, 1980;Pheterson, Kiesler, & Goldberg, 1971). Further, several studies have found that the more ambiguous the job or evaluation criteria, the more likely it is that stereotypical evaluations will occur (Clayton, Baird, & Levinson, 1984;Dobbins, Stuart, Pence, & Sgro, 1985;Gerdes & Garber, 1983).…”

Section: Gender and Ocbmentioning

confidence: 99%

Rewarding Good Citizens: The Relationship Between Citizenship Behavior, Gender, and Organizational Rewards¹

Allen

2006

150

103

The relationship between organizational citizenship behavior (OCB) and two organizational rewardsFsalary and promotionFwas examined. Employee gender also was tested as a moderator. Data from 440 individuals employed in multiple settings indicated that individuals who reported engaging more frequently in OCB directed toward the organization (OCBO) also reported receiving more promotions. Further, results indicated that gender was a moderator such that the relationship between OCBO and promotion was stronger for males than for females. The results also revealed an interaction between OCB directed toward individuals (OCBI) and OCBO. Specifically, high OCBI and low OCBO related to lower promotion rates than did low OCBI and low OCBO. Results are discussed in terms of implications for individual career development.

“…In contrast, gender stereotypes provide negative leadership competence expectations for women (Bartol & Butterfield, 1976;Dobbins, Stuart, Pence, & Sgro, 1985). Yet, objectively, the female leader performed well.…”

Section: Discussionmentioning

confidence: 88%

Legitimizing the Leader: Endorsement by Male Versus Female Authority Figures

Geis

Brown

Wolfe

1990

Subjects viewed a videotaped group discussion by a leader and four other group members and evaluated each of them for leadership competence. The leader, either a man or a woman, was either personally endorsed (“legitimized”) or unendorsed by either a male or a female authority figure. Legitimation raised both leaders' performance evaluations. Legitimation by the female authority affected the leaders' evaluations, overall, as much as legitimation by a male authority. For the male leader, legitimation by the male and female authority figures produced equal impact. However, legitimation by the female authority figure produced significantly greater impact on evaluations of the female leader's performance than the same legitimation by a male authority figure. The data suggest that female authority figures can be effective legitimizers of both sexes, but male authority's endorsements of a female subordinate may be viewed as suspect.