Imposter Syndrome and Gender Stereotypes: Female Facility Managers’ Work Outcomes and Job Situations

Ling, Florence Yean Yng; Zhang, Zhe; Tay, Stephanie Yen Ling

doi:10.1061/(asce)me.1943-5479.0000831

Cited by 17 publications

(6 citation statements)

References 84 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…This model is based on the premise that gender stereotypes are prominent in the workplace, and significantly influence the way men and women are perceived (Heilman & Caleo, 2018). Despite the model being introduced 37 years ago, recent research shows its ongoing relevancy (Ling et al, 2020). The perception that male RNs were a better fit with leadership positions was widespread amongst the women in this study.…”

Section: Discussionmentioning

confidence: 99%

“…Nevertheless, the idea that successful leadership requires agentic traits largely persists, both within the literature and within this study (Heilman & Caleo, 2018). Stereotype‐based expectations can result in the presumption that women lack competence, resulting in lower performance expectations for women in the workplace and decreased opportunities for skill development for women (Heilman & Caleo, 2018; Ling et al, 2020). This was evident in the current study with many of the participants highlighting that their gender diminished their perceived individual competence.…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

The experience of workplace gender discrimination for women registered nurses: A qualitative study

Gauci

Peters

O’Reilly

et al. 2021

Journal of Advanced Nursing

View full text Add to dashboard Cite

Aim To explore the experiences of female registered nurses (RNs), who encounter workplace gender discrimination in nursing. Design This study used a qualitative exploratory design informed by feminist perspectives and was underpinned by social constructionism. Methods Women who were RNs (N = 10) and employed in New South Wales (NSW) were purposively selected to convey their experiences of workplace gender discrimination. Data were collected through semi‐structured interviews, between April and July 2020. Analysis was guided by the work of Anderson and Jack (Women's words; 1991) who recommend three ways of listening. Interviews were transcribed verbatim and Braun and Clarke's (Qualitative Research in Psychology, 3, 77–101; 2006) six‐step guide was used to develop themes. Results Thematic analysis revealed five overarching themes: It's a man's world; Gender stereotypes; Being a woman and nurse; Reluctance to call out gender discrimination and The status quo. Findings from this study highlighted that participants believed men's career progression in nursing were favoured over women. Conclusion Findings from this research highlight that socially constructed gendered norms continue to form the basis of inequality for women in the workplace. Fostering and sustaining workplace cultures that support family and work life balance, and that do not discriminate against women, is fundamental to ensuring equality for women. Impact There is limited qualitative research into women's experiences of workplace gender discrimination in nursing. This research highlights the need for workplace strategies to be implemented to ensure women are better supported and equally represented in leadership positions and advanced practice roles in nursing. All nurses should be given equal consideration based on experience and qualifications. Career development and progression opportunities should be fair, equitable and transparent with clearly documented criteria.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

The experience of workplace gender discrimination for women registered nurses: A qualitative study

Gauci

Peters

O’Reilly

et al. 2021

Journal of Advanced Nursing

View full text Add to dashboard Cite

show abstract

“…Two articles included in this collection focused on linking the diversity in the workforce to team/project/organizational performance. Ling et al (2020) studied the situational job factors that confront female facility managers in Singapore. They confirmed the existence of gender stereotypes and other gender issues, and offered solutions, such as job knowledge enhancement, welfare improvement, and healthy and comfortable working environments, to boost female facility managers' work performance.…”

Section: Implications Of Workforce Diversity and Inclusionmentioning

confidence: 99%

Diversity and Inclusion in the Engineering-Construction Industry

2022

View full text Add to dashboard Cite

“…They are also related to maladaptive achievement-related responses, such as self-handicapping and performance avoidant achievement goals (Cowman and Ferrari, 2002; Kumar and Jagacinski, 2006; Want and Kleitman, 2006). In organisational settings, they are positively associated with ineffective career related behaviour (Neureiter and Traut-Mattausch, 2017) and negatively associated with valued organisational outcomes, such as citizenship behaviour, affective commitment, self-rated productivity and job satisfaction (Grubb and McDowell, 2012; Ling et al , 2020; Vergauwe et al , 2015). As a result, individuals’ quality of work life and, by extension, their effectiveness at work can be affected by impostor fears.…”

Section: Introductionmentioning

confidence: 99%

It’s my luck: impostor fears, the context, gender and achievement-related traits

Kumar

Kailasapathy

Mudiyanselage

2021

View full text Add to dashboard Cite

PurposeAlthough the impostor phenomenon is attributed to childhood experiences, theory on achievement motivation indicates that achievement-related fears can also be elicited by the context. Using achievement goal theory as a base, the authors investigate the effect of context-dependent predictors, job-fit, career stage and organisational tenure, on impostor fears. The authors also examined gender and the achievement-related traits, self-efficacy and locus of control, as predictors of impostor fears to advance knowledge on antecedents to impostor fears.Design/methodology/approachTwo studies were conducted with 270 and 280 participants, each. In Study 1, a subset of 12 respondents participated in follow-up interviews.FindingsImpostor fears tended to be predicted by organisational tenure and career stage in both studies and job-fit in Study 1. Self-efficacy and locus of control predicted impostor fears. Men and women reported similar levels of impostor fears.Practical implicationsThe authors demonstrate the importance of context in eliciting impostor fears and partially support initial descriptions of antecedents to impostor fears. The findings contribute to the development of targeted managerial practices that can help with the development of interventions, such as orientation programmes, that will enhance socialisation processes and mitigate impostor fears.Originality/valueThe literature on imposter fears has not addressed their situational predictors, which the authors argue are important elements in the genesis and maintenance of impostor fears. The authors draw on achievement goal theory to explain the pattern of findings related to key situational characteristics and their influence on imposter fears. The findings for Sri Lanka, on personality predictors, are similar to those reported in studies focused on North America providing evidence of cross-cultural applicability of the concept.

show abstract

Imposter Syndrome and Gender Stereotypes: Female Facility Managers’ Work Outcomes and Job Situations

Cited by 17 publications

References 84 publications

The experience of workplace gender discrimination for women registered nurses: A qualitative study

The experience of workplace gender discrimination for women registered nurses: A qualitative study

Diversity and Inclusion in the Engineering-Construction Industry

It’s my luck: impostor fears, the context, gender and achievement-related traits

Contact Info

Product

Resources

About