Same Behavior, Different Consequences: Reactions to Men's and Women's Altruistic Citizenship Behavior.

Abstract

In 2 experimental studies, the authors hypothesized that the performance of altruistic citizenship behavior in a work setting would enhance the favorability of men's (but not women's) evaluations and recommendations, whereas the withholding of altruistic citizenship behavior would diminish the favorability of women's (but not men's) evaluations and recommendations. Results supported the authors' predictions. Together with the results of a 3rd study demonstrating that work-related altruism is thought to be less optional for women than for men, these results suggest that gender-stereotypic prescriptions regarding how men and women should behave result in different evaluative reactions to the same altruistic behavior, depending on the performer's sex.

The communality-bonus effect for male transformational leaders – leadership style, gender, and promotability

“…This is important, as our study suggests that fostering team spirit and referring to values may be a strategy for women to achieve equal career success than men. We also found that women who show low levels of individualized consideration were evaluated to be less promotable than men (see also Heilman & Chen, 2005). This is in line with research on the implied communality deficit effect (Heilman & Okimoto, 2007): When women do not show concern for others, they have to anticipate more negative consequences than their male counterparts.…”

“…For female transformational leaders, this relationship was weaker. This evidence of a communality-bonus effect for male transformational leaders is in line with initial research indicating that men are evaluated particularly positively when showing certain communal behaviours (Heilman & Chen, 2005;Mohr & Wolfram, 2008;Shaughnessy et al, 2015). Other research shows that transformational leadership can even translate into better follower outcomes if shown by men (e.g., Reuvers, Van Engen, Vinkenburg, & Wilson-Evered, 2008;Wolfram & Mohr, 2010).…”

“…Men are evaluated more positively than women when showing verbal consideration at work, for example, when asking subordinates to express their views (Mohr & Wolfram, 2008). Men also reach better outcomes than women when starting negotiations with small talk, a form of communal communication (Shaughnessy, Mislin, & Hentschel, 2015) and are perceived as more deserving of organizational rewards when helping a colleague (Heilman & Chen, 2005). These findings promote the idea that men can get more credit for communal behaviour than women do.…”

“…Results Table 1 presents means, standard deviations, and correlations for both studies. Because of the high correlations between leadership effectiveness and evaluations of promotability (similar to other studies, e.g., Heilman & Chen, 2005), we tested the discriminant validity of the constructs. We adopted a confirmatory factor analysis approach in the R package lavaan (Rosseel, 2012).…”

The Consequences of Workplace Bullying Toward Employee Organizational Citizenship Behavior

“…Gender is important to the study of organizational citizenship behavior as it has been argued to have an important effect on gender specific behaviors. Heilman and Chen (2005) argued that one of the female gender stereotypes is being helpful, which is captured by the altruism sub-construct of organizational citizenship behavior. Meanwhile, Farrell and Finkelstein (2007) suggested that civic virtue can be considered assertive and independent behavior, which is more frequently associated with the male gender stereotype.…”