Men and Women at Work: The Effects of Objectification on Competence, Pay, and Fit for the Job

Rollero, Chiara; Tartaglia, Stefano

doi:10.21909/sp.2013.02.631

Cited by 16 publications

(16 citation statements)

References 34 publications

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“…The higher satisfaction in women could be related to traditional gender roles and cultural stereotypes. Indeed, on the one hand, cultural stereotypes depicting women as relationship and nurturing-oriented and men as taskoriented influence both genders expectations about job (Eagly & Karau, 2002;Okimoto & Heilman, 2012;Rollero & Tartaglia, 2013): in respect to men, women might have lower expectations about their professional aspirations and thus might feel more satisfied than men, professional status being equal (Heinz et al, 2005). On the other hand, in evaluating job satisfaction individuals could make comparison within their gender group: thus, women could feel comparatively more satisfied than men because they consider the labor market positions of other women, rather than all employees (Magee, 2013;Phelan, 1994).…”

Section: Discussionmentioning

confidence: 99%

Gender or Occupational Status: What Counts More for Well-Being at Work?

2015

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Literature has conceptualized well-being in the work domain through specific constructs, such as job satisfaction, work alienation, work-family conflict, and the perception of decision-making. Research from a gender perspective has examined gender differences in relation to these variables, showing thatcompared to men -women in most cases experience lower job satisfaction, less decision-making, and higher work-family conflict. Another body of studies has driven the attention to the impact of the occupational status, demonstrating a general positive effect of high-status occupations. However, considering disparities between men and women in career success, the documented gender differences may also be influenced by the fact that women generally hold lower positions, as well as the effects of status may be related to the prevalence of men in high-status job.The purpose of the present study was to extend past research by examining the effects of both gender and status on job satisfaction, work alienation, work-family conflict, and decision-making. To this aim 238 workers (52.5% males) holding high-status (N=98) and low-status (N=140) positions were involved in the research. Results indicated that when the relative salience of both gender and status is considered to understand well-being at work, status counts more than gender. Nevertheless, gender remains a significant dimension that may not be neglected, as it plays a relevant role, along with status, on job satisfaction and perception of decision-making. Implications are discussed.

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Section: Discussionmentioning

confidence: 99%

Gender or Occupational Status: What Counts More for Well-Being at Work?

2015

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“…Supporting H2, erection salience (regardless of penis size) lowered perceived agency, but not experience of male models. In Experiment 2, we aimed to replicate this finding in a Past research showed that objectification may decrease men's perceived suitability for certain professions (Rollero & Tartaglia, 2013). However, the exact mechanism behind this effect is unclear.…”

Section: Methodsmentioning

confidence: 85%

An Experiencer, An Animal or An Object? Erection Salience Decreases Men’s Perceived Agency

et al. 2020

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Three experiments investigated the influence of penile erection on ascriptions of mental capabilities to men. Drawing on sexual objectification literature and the distinction between agency and experience in mind perception, three competing predictions were formulated. The mind redistribution hypothesis assumed that penile erection would lower agency and heighten experience attributions, the animalistic dehumanization hypothesis predicted the decrease in agency, but not experience, and the literal objectification hypothesis implied the simultaneous decrease in both agency and experience. In Experiment 1 (N = 219; 128 females), erection salience lowered agency, but not experience capabilities ascribed to male targets. Experiment 2 (N = 201, 113 females) replicated the negative effect of erection salience on perceived agency (but not experience) and revealed that erection salience lowered intentions to hire a male target. This effect was explained with the loss of perceived agency. Experiment 3 (N = 203, 98 females) verified the causal relationship between penile erection, agency and hiring intentions. Taken together, these results supported the animalistic dehumanization hypothesis.

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“…We can interpret this finding thinking that in contemporary western societies the female attractiveness easily implies the sexualisation of women ( Liss, Erchull, & Ramsey, 2011 ; Nowatzki & Morry, 2009 ; Rollero, 2013 ). Indeed, while physical attractiveness has been shown to generate a broadly favorable impression of both men and women, investigations of the traits associated with women’s sexiness suggest a stereotype that is damaging for other aspects: for example, it is poor match for high-status jobs ( Glick, Larsen, Johnson, & Branstiter 2005 ; Rollero & Tartaglia, 2013 ; Tartaglia & Rollero, 2015 ). The job of our targets was salient, as targets of our study were described only in relation to their profession.…”

Section: Discussionmentioning

confidence: 99%

“…During the pretest, participants were also asked to rate a list of 14 jobs on a 5-point scale ranging from 1 (very low status) to 5 (very high status). We chose the jobs that in a previous study on a similar population have been evaluated neither typically masculine nor typically feminine ( Rollero & Tartaglia, 2013 ). We used these evaluations to select the two jobs rated lowest (Call centre operator, M = 1.85) and highest (Doctor, M = 4.50) in status.…”

Section: Methodsmentioning

confidence: 99%

“…Although the literature concerning the “beauty is beastly” effect is less consistent than studies on the “what is beautiful is good” effect, recently Johnson, Podratz, Dipboye, and Gibbons (2010) confirmed its validity in definite situations. Specifically, attractiveness can be detrimental for attractive women applying for masculine jobs, mainly for high-status positions, when physical appearance is perceived to be unimportant ( Rollero & Tartaglia, 2013 ). Thus, attractiveness and its relation with professional status are of various significance depending on the gender of the person being judged.…”

Section: When Attractiveness and Status Can Be Detrimental: The Beautmentioning

confidence: 99%

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The Effects of Attractiveness and Status on Personality Evaluation

Tartaglia

Rollero

2015

Eur. J. Psychol.

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Research on personality has shown that perceiving a person as attractive fosters positive expectations about his/her personal characteristics. Literature has also demonstrated a significant link between personality traits and occupational achievement. Present research examines the combined effects of attractiveness, occupational status, and gender on the evaluation of others’ personality, according to the Big Five model. The study consisted of a 2 (Attractiveness: High vs. Low) x 2 (occupational Status: High vs. Low) x 2 (Target gender: Male vs. Female) between-subjects experimental design (N = 476). Results showed that attractive targets were considered more positively than unattractive targets, and this effect was even stronger for male targets. Occupational status influenced perceived agreeableness (lower for high-status targets) and perceived conscientiousness (higher for high-status targets).

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Men and Women at Work: The Effects of Objectification on Competence, Pay, and Fit for the Job

Cited by 16 publications

References 34 publications

Gender or Occupational Status: What Counts More for Well-Being at Work?

Gender or Occupational Status: What Counts More for Well-Being at Work?

An Experiencer, An Animal or An Object? Erection Salience Decreases Men’s Perceived Agency

The Effects of Attractiveness and Status on Personality Evaluation

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