Sex‐Ratios, Sex‐Role Spillover, and Sexual Harassment of Women at Work

Gutek, Barbara A.; Morasch, Bruce

doi:10.1111/j.1540-4560.1982.tb01910.x

Cited by 365 publications

(246 citation statements)

References 8 publications

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“…The idea that gender roles would continue to have some influence is consistent with the general argument that these roles are consequential in organizational settings. For example, Gutek and Morasch (1982) argued that gender roles spill over into the workplace, and Ridgeway (1997) maintained that gender provides an "implicit, background identity" (p. 231) in the workplace. In agreement with these claims, formal tests of models of the integration of expectations from multiple roles supported a weighted averaging model, with weights responsive to the task relevance of the expectations (e.g., Berger, Norman, Balkwell, & Smith, 1992;Hembroff, 1982).…”

Section: Congruity Of Gender Roles and Leadership Rolesmentioning

confidence: 99%

Role congruity theory of prejudice toward female leaders.

Eagly¹,

Karau²

2002

Psychological Review

4,867

257

5,712

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A role congruity theory of prejudice toward female leaders proposes that perceived incongruity between the female gender role and leadership roles leads to 2 forms of prejudice: (a) perceiving women less favorably than men as potential occupants of leadership roles and (b) evaluating behavior that fulfills the prescriptions of a leader role less favorably when it is enacted by a woman. One consequence is that attitudes are less positive toward female than male leaders and potential leaders. Other consequences are that it is more difficult for women to become leaders and to achieve success in leadership roles. Evidence from varied research paradigms substantiates that these consequences occur, especially in situations that heighten perceptions of incongruity between the female gender role and leadership roles. Role Congruity Theory: How Gender Roles and LeaderRoles Produce Two Types of PrejudiceIn general, prejudice can arise from the relations that people perceive between the characteristics of members of a social group

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Section: Congruity Of Gender Roles and Leadership Rolesmentioning

confidence: 99%

Role congruity theory of prejudice toward female leaders.

Eagly¹,

Karau²

2002

Psychological Review

4,867

257

5,712

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“…Sexual harassment as a product of sex-role spillover (Gutek & Morasch, 1982) was reflected in several statements (e.g., "Women should be treated differently than men, even at work"). Related to the sex-role spillover hy-…”

mentioning

confidence: 99%

Sexual harassment proclivities in men and women

Bartling

Eisenman

1993

Bull. Psychon. Soc.

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Sexual harassment proclivities in both men and women were studied in 222 college students. They were administered the newly developed Sexual Harassment Proclivities Scale and their scores were compared with a large number of measures, including sex-role stereotyping, adversarial sexual beliefs, sexual conservatism, acceptance of interpersonal violence, rape myth acceptance, likelihood of rape, acceptance of feminism, empathetic concern, sexual activity, and sexual exploitation. Most of the results were statistically significant for both males and females, although correlations tended to be higher for males. A factor analysis of the Sexual Harassment Proclivities Scale yielded a one-factor solution for both men and women, supporting the view that the scale measures likelihood of sexual harassment.

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“…Consequently, perceivers interacting with the only woman among a group of men or the only man among a group of women may be particularly likely to activate expectancies with respect to the target's sex. In a work context, Gutek and Morasch (1982) have proposed that a skewed sex ratio elicits "sex role spillover," which they define as "the carryover into the workplace of gender-based expectations for behavior" (p. 58). We would interpret this as the activation of gender belief systems.…”

mentioning

confidence: 99%

Putting gender into context: An interactive model of gender-related behavior.

Deaux¹,

Major²

1987

Psychological Review

1,057

802

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A model that describes conditions influencing the display of gender-related behavior is presented as a supplement to existent models of sex differences. Whereas many previous models stress the importance of distal factors, our model emphasizes the degree to which gender-related behavior is variable, proximally caused, and context dependent. More specifically, we propose that gender-related behaviore are influenced by the expectations of perceivers, self-systems of the target, and situational cues. This model of gender-related behavior builds on theory and data in the areas of (a) expectancy confirmation processes and (b) self-verification and self-presentation strategies. Support for the model is presented, and suggestions are offered for its future development.Are men and women different, and if so, why? These seemingly simple questions have proved remarkably resistant to satisfactory answers, despite a long tradition of attempts. Investigators of some eras have emphasized differences between women and men, whereas those of other eras have argued for the essential similarity of the sexes. For example, in recent years one can observe a minimization of sex differences in the benchmark work of Maccoby and Jacklin (1974) and a reendorsement of sex differences in the subsequent work of Gilligan (1982), Eagly (1987), and others. Proponents of both views have had problems. Those who predict stable sex differences have had trouble accounting for the often limited ability of sex to predict behavior and for a variability that sometimes appears random.The order of authorship for this article was determined alphabetically and hence is arbitrary. The contributions of both authors are equivalent and inseparable.Portions of this article were developed while Kay Deaux was a Fellow at the Center for Advanced Study in the Behavioral Sciences, where support was provided in part by the John D. and Catherine T. McArthur Foundation. Additional support was provided by Grants BNS-8217313 and BNS-8604993 from the National Science Foundation to Kay Deaux.Many people have contributed to our thinking in this article. A preliminary version of the model was presented at the Nags Head Conference on Sex and Gender in May 198S, and we thank the members of that conference for their feedback. The members of the Self, Cognition, and Affect Project at the Center for Advanced Study in the Behavioral Sciences provided valuable input and a stimulating context. In addition, we thank the following people for their comments on earlier versions of this article: Richard Ashmore, Nyla Branscombe, Jennifer Crocker, John Darley, Frances Del Boca, Alice Eagly, Russ Fazio, Sam Glucksberg, Tory Higgins, Bill Martin, and Janet Spence.Correspondence concerning this article should be addressed to Kay Deaux, who is now at City University of New York, Graduate Center, Box 325, 33 West 42 Street, New York, New York 10036-8099 or to Brenda Major, Department of Psychology, Park Hall, State University of New York at Buffalo, Amherst, New York 14260.Those who argue that ...

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Sex‐Ratios, Sex‐Role Spillover, and Sexual Harassment of Women at Work

Cited by 365 publications

References 8 publications

Role congruity theory of prejudice toward female leaders.

Role congruity theory of prejudice toward female leaders.

Sexual harassment proclivities in men and women

Putting gender into context: An interactive model of gender-related behavior.

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