Men and Women of the Corporation

Three studies examined the relationships among anger, gender, and status conferral. As in prior research, men who expressed anger in a professional context were conferred higher status than men who expressed sadness. However, both male and female evaluators conferred lower status on angry female professionals than on angry male professionals. This was the case regardless of the actual occupational rank of the target, such that both a female trainee and a female CEO were given lower status if they expressed anger than if they did not. Whereas women's emotional reactions were attributed to internal characteristics (e.g., “she is an angry person,” “she is out of control”), men's emotional reactions were attributed to external circumstances. Providing an external attribution for the target person's anger eliminated the gender bias. Theoretical implications and practical applications are discussed.

Can an Angry Woman Get Ahead? Status Conferral, Gender, and Expression of Emotion in the Workplace

Aim To identify and summarize evidence of objective achievements and subjective indicators associated with professional success of men in nursing. Background Despite being a minority group, men in nursing are purported to enjoy hidden advantages. Evaluation In this integrative review, studies from seven databases were retrieved and independently evaluated using the quality appraisal tools in accordance with PRISMA guidelines. Inductive content analysis and narrative synthesis were conducted, guided by the aim of this review. Key issues In total, 12 studies published between 1987 and 2021 were included. Two themes with related subthemes supporting or refuting professional success of men were identified. These were (a) evidence of professional success and (b) challenges to professional success. Conclusion As a minority group, men are highly visible in nursing, which is a double-edged sword. Although men were overrepresented in senior nursing positions of higher salaries than women, they also experienced gender stereotyping, prejudice, and discrimination, which reduced the duration of men staying in a specific nursing position. Implications for nursing management Findings of this study highlighted the need for nurse leaders to proactively address specific gender issues that are unique to men in the nursing workforce.

Professional success of men in the nursing workforce: An integrative review.

(No) cracks in the glass ceiling: women managers, stress and the barriers to success: The Handbook on Women in Business and Management

Although explicit stereotypes of women in the workplace have become increasingly positive, negative stereotypes persist at an implicit level, with women being more likely associated with incompetent—and men with competent—managerial traits. Drawing upon work on self-fulfilling prophecies and interracial interactions, we investigated whether and how implicit and explicit gender stereotypes held by both male interviewers and female applicants predicted women’s interview outcomes. Thirty male interviewers conducted mock job interviews with 30 female applicants. Before the interview, we measured interviewers’ and applicants’ implicit and explicit gender stereotypes. The interviewers’ and applicants’ implicit stereotypes independently predicted external evaluations of the performance of female applicants. Whereas female applicants’ higher implicit stereotypes directly predicted lower performance, male interviewers’ implicit stereotypes indirectly impaired female applicants’ performance through lower evaluations by the interviewer and lower self-evaluations by the applicant. Moreover, having an interviewer who was at the same time high in implicit and low in explicit stereotypes predicted the lowest performance of female applicants. Our findings highlight the importance of taking into account both implicit and explicit gender stereotypes in mixed-gender interactions and point to ways to reduce the negative effects of gender stereotypes in job interviews. Additional online materials for this article are available to PWQ subscribers on PWQ’s website at http://pwq.sagepub.com/supplemental .

Gender Biases in (Inter) Action

Gender stereotypes continue to exist and are transmitted through media, and through social, educational and recreational socialization, which promote gender prejudice and discrimination. This paper...

https://journals.sagepub.com/doi/pdf/10.1177/2277975220975513

Naznin Tabassum

Papers

Gender Stereotypes and Their Impact on Women’s Career Progressions from a Managerial Perspective: