Gender Traits and Identities in a “Masculine” Organization: The Israeli Police Force

Moore, Dahlia

doi:10.1080/00224549909598361

Cited by 40 publications

(47 citation statements)

References 31 publications

(19 reference statements)

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“…They accomplished this task by answering the items in the keyed direction for males as opposed to the keyed direction for females. Because of a stereotype, prevalent in the police community, that women are fragile, weak, and passive (Remmington, 1983), police work is sometimes thought of as a male oriented profession (Moore, 1999;Parker & Griffin, 2002;Remmington, 1983;Singer & Singer, 2001). In addition, this finding in the present study is consistent with that of Lim and Butcher (1996) who found, in their denial condition and "extreme virtue" condition that the Mf scale elevated slightly in the female sample.…”

Section: Discussionsupporting

confidence: 94%

Impression Management in Police Officer Candidacy on the MMPI-2

Weiss

Cain

et al. 2009

J Police Crim Psych

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It is well documented that candidates in employment situations attempt to present overly positive pictures of themselves that may be inaccurate. Police officer candidacy situations are not an exception. They are more critical to the public welfare, however, because of the sensitive nature of police officers as an interface between government and the community. For this reason, the study of impression management using devices that are employed in police selection is of great importance. This study used 36 college students to whom the MMPI-2 was administered, first under standard conditions (control condition) in which the students responded as they ordinarily would and second, under a set of special instructions (experimental condition) which instructed them to respond as if they were police officer candidates. The two profiles were compared. As hypothesized, the Lie (L) and Correction (K) scales were elevated in the experimental condition. An inspection of the clinical scales revealed that all tended to be lower in the experimental condition than in the control condition, with the exception of Masculinity-Femininity (Mf), Psychopathic Deviate (Pd), Paranoia (Pa), and Hypomania (Ma). Implications of these findings for officer candidate selection are discussed.

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Section: Discussionsupporting

confidence: 94%

Impression Management in Police Officer Candidacy on the MMPI-2

Weiss

Cain

et al. 2009

J Police Crim Psych

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“…Women's tendency to self-attribute instrumental ('masculine') traits such as rationality, assertiveness, and decisiveness seems a realistic adjustment to requirements of the public sphere, as instrumental traits are considered preferential or superior in Western societies in the sense that they increase locus of control, life satisfaction, and other measures that indicate effective coping with life experiences. These changes in women's gender schema (Bem 1987) indicate that, although it is true that men and women often behave in gendertypical ways, their gender schema is more flexible than previously assumed, and it allows for variation in both sexes (Moore 1999).…”

Section: The Impact Of Instrumental and Expressive Traitsmentioning

confidence: 96%

“…Therefore, it is not surprising that women tend to self-attribute instrumental traits more than men self-attribute expressive traits (Moore 1999;Twenge 1999).…”

mentioning

confidence: 96%

Self Perceptions and Social Misconceptions: The Implications of Gender Traits for Locus of Control and Life Satisfaction

Moore

2007

Sex Roles

Self Cite

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Are individuals who self-attribute both gender typical and gender atypical traits more satisfied with their lives than those who self-attribute only gender typical traits? It was assumed that men and women who selfattribute instrumental ('masculine') as well as expressive ('feminine') traits benefit both because they attain more control over their lives and also because a sense of control increases life satisfaction. Analyses of data from a representative Israeli (Jewish) sample of over 500 respondents show that men do indeed benefit from self-attribution of both instrumental and expressive traits, which increase their sense of control as well as their life satisfaction. Women, on the other hand, benefit only from the self-attribution of atypical ('masculine') traits, as their sense of control and their life satisfaction depend on instrumental traits, not on expressive ones. Thus, although the levels of control and life satisfaction that men and women report are similar, the process by which they reach these levels is different and gender-specific.

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“…Because they rely mostly on women, female-typed occupations tend to be more 'women friendly' in terms of flexibility, less compulsory overtime, and adjusting working hours to women's needs than maletyped occupations [48]. However, most of these occupations pay lower wages than other occupations that demand the same levels of education [46], and status enhancement in them is more difficult to attain, with jobs that require more routine tasks and less work-commitment. Consequently, women who espouse this strategy tend to remain economically dependent on their spouses even when they work full time jobs [34,62].…”

Section: Work Concessions and Strategies To Reduce Role Conflictmentioning

confidence: 97%

Job Concessions, Role Conflict and Work Satisfaction in Gender-Typical and -Atypical Occupation: The Case of Israel

Moore

2009

Gend. Issues

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Studies in the last decades show that perception of role conflict has changed in advanced societies so that (1) multiple roles may be beneficial rather than conflictual and (2) men, too, are subject to incompatible role demands. This study examines whether the same shift may be observed in a less developed society (Israel), and how perceptions of role combination and work satisfaction influence the work concessions made by women and men who work in occupations that are typical or atypical for their gender. The main assumption is that multiple roles lead to role conflict only if individuals fail to make concessions that allow them to regulate time and energy in both spheres. The findings show that women still make more concessions than men; work satisfactions strengthens the perception that combining family and work is possible; and only for women, the perception that combining family and work is possible reduces the number of concessions they make.Keywords Job concessions Á Role conflict and role enhancement Á Work satisfaction Á Occupational sex segregation For many years, the desire to combine family and work was described as leading to role conflict in most research literature as well as in popular discourse [e.g., 16, 17, 60]. This conflict, it was argued, mainly afflicts working mothers who must allocate scarce resources--like time and energy--to fulfill both family and work obligations [44,45]. However, social changes in the last decades have shown that (1) multiple roles may be beneficial rather than conflictual [6,64], especially when the individual reports high levels of work satisfaction [52]; and (2) Men, too, are subject

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Gender Traits and Identities in a “Masculine” Organization: The Israeli Police Force

Cited by 40 publications

References 31 publications

Impression Management in Police Officer Candidacy on the MMPI-2

Impression Management in Police Officer Candidacy on the MMPI-2

Self Perceptions and Social Misconceptions: The Implications of Gender Traits for Locus of Control and Life Satisfaction

Job Concessions, Role Conflict and Work Satisfaction in Gender-Typical and -Atypical Occupation: The Case of Israel

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