Job Characteristics, Gender Stereotypes and Perceived Gender Discrimination in the Workplace

Snizek, William E.; Neil, Cecily

doi:10.1177/017084069201300305

Cited by 44 publications

(31 citation statements)

References 18 publications

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“…Other studies have similarly demonstrated prescriptive stereotyping to be present in organizations (e.g., Burgess & Borgida, 1999;Cota, Reid, & Dion, 1991;Snizek & Neil, 1992).…”

Section: Gender Stereotypingmentioning

confidence: 78%

“…Men have a greater tendency than women to endorse a more traditional feminine gender role (Pratto et al, 1997;Twenge, 1997). Snizek and Neil (1992) found that men were more likely than women to believe that women exhibit domestic qualities and lack "flair" for handling responsibility or authority. Accordingly, we predict that male recruiters will perceive female applicants' resumes as having more activities that pertain to the feminine gender role (e.g., social interests, group memberships, volunteering in community) than will female recruiters judging female applicants.…”

Section: The Present Studymentioning

confidence: 97%

“…A number of studies have consistently shown gender differences with regard to stereotypes, particularly gender role beliefs (Snizek & Neil, 1992;Twenge, 1997). Men have a greater tendency than women to endorse a more traditional feminine gender role (Pratto et al, 1997;Twenge, 1997).…”

Section: The Present Studymentioning

confidence: 99%

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Interaction of Recruiter and Applicant Gender in Resume Evaluation: A Field Study

2004

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In the present study, we examined the effect of recruiter and applicant gender on recruiters' evaluations of applicants' qualifications as reported on actual applicant resumes. Forty recruiters evaluated applicant resumes that were randomly allocated to them. In total, 388 recruiter evaluations of applicant resumes comprised the sample. Results indicate that recruiter and applicant gender interacted to predict recruiters' perceptions of applicants' qualifications. Male recruiters' perceptions of applicants' work experiences did not differ depending on applicant gender. However, female recruiters perceived male applicants' resumes to report more work experiences than resumes of female applicants. Furthermore, male recruiters perceived female applicants as having more extracurricular interests than male applicants. Female recruiters rated both male and female applicants as having about the same amount of extracurricular activity information on their resumes. Gender role theory provides a possible explanation for the study's findings.

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“…Other studies have similarly demonstrated prescriptive stereotyping to be present in organizations (e.g., Burgess & Borgida, 1999;Cota, Reid, & Dion, 1991;Snizek & Neil, 1992).…”

Section: Gender Stereotypingmentioning

confidence: 78%

Section: The Present Studymentioning

confidence: 97%

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Interaction of Recruiter and Applicant Gender in Resume Evaluation: A Field Study

2004

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“…Gender was controlled given empirical evidence concerning potential differences in abilities, preferences, and/or performance at work (e.g., Delfgaauw, Dur, Sol, & Verbeke, 2013;Flory, Leibbrandt, & List, 2010;Snizek & Neil, 1992).…”

Section: Control Variablesmentioning

confidence: 99%

Variations in coaching style and their impact on subordinates' work outcomes

Hui

Sue-Chan

2018

J Organ Behavior

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Summary Variations in the coaching style used by supervisors and/or managers (n = 51) at a variety of businesses in mainland China were examined for their impact on a range of subordinates' (n = 373) work outcomes. The data, collected in four waves over several months, showed as hypothesized that style variations reflected by guidance versus facilitation‐based coaching had differential effects on subordinates' adaptive performance (AP), task performance, and job‐related feelings of anxiety. Guidance coaching, for example, was negatively related to AP, whereas facilitation was positively associated; this pattern was reversed for task performance. Also, as expected, AP partially mediated both the positive relationship between guidance coaching and task performance, as well as the negative association between facilitation and task performance. Finally, a post hoc study revealed that subordinates' job‐related anxiety partially mediated the negative relationship between guidance coaching and AP, as well as the positive association involving facilitation and AP.

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“…Despite some differences in the interpretation of data on women's (under-) representation in ICTs, it is generally recognised that the gender inequality exits and constitutes a problem that should be overcome (Snizek and Neil, 1992;Baroudi and Truman, 1994;Baroudi and Igbaria, 1995;Adam, 2002) not just because there may be something unfair about all of this, but because women can be used to overcome the so-called IT skills shortage (Liu and Wilson, 2001;Maitland, 2001: Quicke, 2001. Indeed in the past, cases had been made for the inclusion of women due to their gender-specific skills: their mastery of language for programming; their propensity to screen out irrelevancies, realise tasks and problem solve in stressful conditions; their recognition that although possible, not all tasks are worth performing on a computer (Gerver, 1989).…”

Section: Gender Is and Is Researchmentioning

confidence: 99%

A Conceptual Framework for Studying Gender in Information Systems Research

Wilson

2004

Journal of Information Technology

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This paper aims to attend the under-theorisation of gender within the Information Systems (IS) literature by adopting a critical and feminist approach to the organisational context of IS development and use. The IS are conceived of as innovations with theoretical concepts and observations for comprehending the innovation process advanced within Social Studies of Technology being described and applied to IS. Consequently, a conceptual framework for studying gender and IS is constructed by combining insights derived from:(1) gender and computing, concerning the differences and inequalities of development and use of IS; (2) gender and society concerning the existence of gendered spheres; (3) studies of gender and organisations concerning the social division of labour; and (4) gender and technology, concerning the masculinity of technology culture. The developed framework is tabulated, areas for future research suggested and potential research questions outlined. The latter employ examples from the field of nursing to illustrate their tangible application. The framework constitutes a contribution to IS research by providing access to additional explanations for organisational phenomena (such as user rejection); by deepening our understanding of the innovation process; by improving IS practice through increased awareness of social issues (especially gender); and by promoting further potential topics for IS researchers.

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Job Characteristics, Gender Stereotypes and Perceived Gender Discrimination in the Workplace

Cited by 44 publications

References 18 publications

Interaction of Recruiter and Applicant Gender in Resume Evaluation: A Field Study

Interaction of Recruiter and Applicant Gender in Resume Evaluation: A Field Study

Variations in coaching style and their impact on subordinates' work outcomes

A Conceptual Framework for Studying Gender in Information Systems Research

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