The role of 2 components of psychological disengagement (discounting and devaluing) in the relation between personal relative deprivation and self-esteem was explored in 3 samples of policewomen. Path analyses conducted with the 3 samples revealed that stronger feelings of personal relative deprivation resulted in stronger discounting of work evaluations, which in turn led to devaluing the importance of police work. A negative relation between discounting and self-esteem was observed in all samples. Other related outcomes of disengagement, professional withdrawal and stress, were also evaluated.

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Two studies were conducted to test the link between numerical distinctiveness, stereotype threat and mathematical performance among women. In the first study, stereotype threat was measured with a stereotype activation task. Women in a solo, non-solo or control condition completed word fragments and a mathematical activity. Solo women, rather than their non-solo counterparts showed mathematical performance deficits. Evidence did not support the mediating role of stereotype activation. In the second study, stereotype anxiety was assessed. According to analyses, solo women reported greater stereotype-related anxiety than non-solo women. A link between stereotype anxiety and mathematical performance deficits was also uncovered. Finally, mathematical underperformance was associated with greater interest in feminine activities. Strategies to buffer the effects of stereotype threat are discussed.The number of women pursuing post-secondary education in Canada has risen sharply over the last decade (Statistics Canada, 2001). Currently, women form the majority of under-

This study examined the impact of proportions of women in management on attitudes of coworkers from two theoretical perspectives. According to Kanter (1977), women's competence, contribution to organizational culture, and status would be better appreciated as their proportion increased. According to Blalock (1967), men would react adversely. Data were collected from 453 managers in Canadian federal departments where the proportions varied from 9%, 20%, 35%, to 45%. Findings did not support either theory. Men made significantly more positive evaluations of women's participation in the organization and of their status in conditions above 20% than in the token condition. In the 45% sample, they recognized women's managerial talents significantly better. Women displayed confidence in their talents, irrespective of proportions. Results are discussed in the light of the influence of individual factors taken into account.

Psychological responses to personal relative deprivation based on self/outgroup comparisons (named self/outgroup PRD) were explored among women in science, engineering, and technology according to the Psychological Disengagement Model. Three studies revealed that the experience of self/outgroup PRD increased women's likelihood of discounting the feedback they received at work. In turn, discounting led them to devalue their profession. Each study further documented the damaging effect of both psychological disengagement mechanisms. Study 1 (N = 93) revealed that discounting and devaluing were associated with decreased self-esteem. These results were replicated in Studies 2 and 3. Study 2 (N = 163) demonstrated that discounting and devaluing were also associated with reduced self-esteem stability. Study 3 (N = 187) further showed that psychological disengagement was also associated with women's occupational commitment. Theoretical and practical implications of these results are considered.

The objective of the study reported here was to determine whether a set of individual variables predicted both the objective and subjective career success of 156 women and 218 men managers in the Quebec public service. Hierarchical regressions performed separately for each gender revealed that few variables predicted both dimensions of success. Human capital was found to be the most important predictor of objective success, salary and position level, regardless of gender. Men’s advancement to senior management positions was facilitated by age, family situation and mentoring, while that of women was facilitated by selfrated interpersonal skills. Age and self-rated interpersonal skills were the only predictors of subjective success, career satisfaction and job satisfaction, for both genders. Ambition negatively predicted career satisfaction for both genders. Findings are discussed from the perspective of current notions of career success in organizations.

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