Influence of sex role stereotypes on personnel decisions.

Rosen, Benson; Jerdee, Thomas H.

doi:10.1037/h0035834

Cited by 279 publications

(83 citation statements)

References 4 publications

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“…We can only speculate on the explanation for these findings Researchers have thoroughly documented the influence of sex stereotypes on a range of managerial selection, promotion, and compensation decisions (e.g., Gerdes & Gerber, 1983, Rosen & Jerdee, 1973, 1974Rosen & Mende, 1979). Perhaps sex stereotypes regarding what various male and female jobs are worth influenced choices among options for coping with labor shortages Recent research by Grams and Schwab (1985) illustrates how knowledge about the current market wage for a position influences the number of job evaluation points assigned to that position.…”

Section: Discussionmentioning

confidence: 99%

The effects of labor shortages on starting salaries for sex-typed jobs

Buttner

Rosen

1987

Sex Roles

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Section: Discussionmentioning

confidence: 99%

The effects of labor shortages on starting salaries for sex-typed jobs

Buttner

Rosen

1987

Sex Roles

Self Cite

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“…First, a strong preference for retirement may be perceived as a sign of low work motivation that may ultimately decrease productivity. Second, previous research into supervisors' support for early retirement indicates that supervisors tend to actively consider employees' personal circumstances and preferences (Rosen and Jerdee, 1974). Henkens, van Solinge, & Cozijnsen (2009), for instance, found that older worker's attitudes toward retirement played an important role in managers', but not business students' assessments of the desirability of retaining an older worker.…”

Section: Employee-level Characteristicsmentioning

confidence: 99%

The Role of Line Managers in Retirement Management and Their Perceptions of Their Role of the Timing of Employee Retirement

2013

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Purpose -The focus of this study is on line managers' attitudes towards their management role in respect of employee retirement. This study has two main aims. Firstly, it explores line managers' perspectives regarding retirement management (RM): their perceived responsibility for RM, the training they have received and the degree of decision latitude they experience in RM. Secondly, the study examines the factors that affect the extent to which line managers' perceive it to be their role to influence the timing of employees' retirement decisions. This is modelled as a function of employee characteristics and line manager attributes. The purpose of this research is to inform practice by describing differences in line managers' perceptions about retirement management and identify potential sources of bias in decision-making surrounding their decision-making.Design/methodology/approach -The design incorporates two studies: a survey of line mangers (N = 129) which investigates their attitudes towards RM, and a vignette study. In the survey, line managers were presented with a list of behaviours associated with managing older workers and asked to indicate which level in the organisation they perceived to be responsible for that (line manager, human resources or both). In addition, line managers' experiences of RM training and their assessments of how much latitude they have for decision making in the area were measured.In the vignette study, 192 scenarios were created which described hypothetical older workers based on the following variables: gender, grade, health, attitude towards retirement, work enjoyment, work performance and ease of replacement. Line managers (N = 129) were asked to indicate the extent to which they perceive that they have a role to play in the timing of older workers' retirement. Information about the line managers (demographics, attitudes to retirement and experience) was extracted from the survey and included in the analysis.Multilevel logit analysis was used to model the probability of the respondents' perceptions of their role in the timing of the retirement decision. The information was combined and multilevel models were estimated, with vignettes at the lower level (Level 1) of the multilevel structure and respondents at the upper level (Level 2).Findings -Line managers recognise their own role in retirement management activities, but perceive that a number of activities are shared with the centralised HR departments. Line managers also reported low levels of training in RM but acknowledge relatively high decision latitude in responding to requests for flexible working requests. In terms of their role in the 3 timing of employee retirement, line manager characteristics, but not employee characteristics, were found to exert an influence on line managers' perceptions of their role. Specifically, the gender and age of the manager, and whether or not the manager has prior experience of managing employees over the age of 65 were substantively associated with the probability that a man...

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“…In addition to the structural barriers that keep women from being hired (Rosen & Jerdee, 1974), it has been shown that young girls have less access to computers, both in school and at home, and therefore less of a chance to become skilled in using them (Hess & Miura, 1985). To compound this difficulty, most of the educational software available today is presented in a format that, while motivating and exciting for boys, probably discourages the girls who use it (Lepper & Malone, 1985).…”

Section: Sex Bias In Educational Software: the Effect Of Designers' Smentioning

confidence: 99%

Sex Bias in Educational Software: The Effect of Designers' Stereotypes on the Software They Design¹

Huff

Cooper

1987

J Applied Social Pyschol

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Why is the computer more alluring to boys than it is to girls? One answer to this question is drawn from a social psychological model of human interaction. Social psychological research indicates that the expectations an individual has about another person can shape his or her interaction with that person. We hypothesized that, in a similar manner, the expectations software designers hold about the users of the software they design are central in determining the way the software they design interacts with the user. In order to test this notion, we had 43 educators with programming experience design software for either boys, girls, or students, and found that programs for girls were classifiable as "learning tools" while programs for both boys and students were most like "games." These differences occur as a function of the designers' expectations of the characteristics of potential users of the program, and result in sex stereotyped software. We conclude that it is not the computer, or even the software, that is at the root of the sex bias in software, but the expectations and stereotypes of the designers of the software.

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Influence of sex role stereotypes on personnel decisions.

Cited by 279 publications

References 4 publications

The effects of labor shortages on starting salaries for sex-typed jobs

The effects of labor shortages on starting salaries for sex-typed jobs

The Role of Line Managers in Retirement Management and Their Perceptions of Their Role of the Timing of Employee Retirement

Sex Bias in Educational Software: The Effect of Designers' Stereotypes on the Software They Design¹

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Influence of sex role stereotypes on personnel decisions.

Cited by 279 publications

References 4 publications

The effects of labor shortages on starting salaries for sex-typed jobs

The effects of labor shortages on starting salaries for sex-typed jobs

The Role of Line Managers in Retirement Management and Their Perceptions of Their Role of the Timing of Employee Retirement

Sex Bias in Educational Software: The Effect of Designers' Stereotypes on the Software They Design1

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Sex Bias in Educational Software: The Effect of Designers' Stereotypes on the Software They Design¹