Interaction and the Conservation of Gender Inequality: Considering Employment

Ridgeway, Cecilia L.

doi:10.2307/2657301

Cited by 767 publications

(605 citation statements)

References 60 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

4,789

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

4,789

257

5,712

View full text Add to dashboard Cite

show abstract

“…Racial classification may be understood at the macro, interactionist and the individual dimensions, as defined by symbolic interactionists (Goffman 1959, Ridgeway 1997, Jenkins 1998. In this study, these dimensions refer to the state through its Census systems, the census interviewer and the census respondent, respectively.…”

Section: Three Dimensions Of Racial Classificationmentioning

confidence: 99%

Racial ambiguity among the Brazilian population

Telles¹

2002

Ethnic and Racial Studies

154

132

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R Ra ac ci ia al l AAm mb bi ig gu ui it ty y A Am mo on ng g t th he e B Br ra az zi il li ia an n P Po op pu ul la at ti io on n Edward E. Telles CCPR-012-01 May 2001California Center for Population Research On-Line Working Paper Series This is a revised version of a paper presented at a Brown University Sociology Department colloquium in September, 1998. National Science Foundation Grant SBR-9710366 supported the research. 2 RACIAL AMBIGUITY AMONG THE BRAZILIAN POPULATIONABSTRACT I investigate the extent of ambiguity in racial classification using a national representative survey of Brazilian urban areas. Ambiguity is operationalized as the lack of consistency between racial classification by interviewers (categorization) and respondents (identification) using the categories, white, brown, and black. Racial classifications are consistent in 79 percent of the study sample. However, persons at the light end of the color continuum tend to be consistently classified while ambiguity is especially great for those at the darker end. Using statistical estimation techniques, the findings also reveal that consistency varies from 20 to 100 percent depending on one's education, age, and sex and the racial composition of local urban areas. For example, only 20 percent of high educated females that self-classified as black were classified as black by interviewers while classification as white was nearly always consistent in predominately white urban areas.Also, the direction of the inconsistencies to lighter or darker categories depends on these variables and whether the reference is intervie wer or respondent classification. For example, interviewers "whitened" the classification of higher educated persons who identified themselves as brown, especially when such persons resided in mostly nonwhite cities. Finally, I discuss the role of the Brazilian state in constructing race, and understandings of race and racial groups and comparative studies of race relations.3 PATTERNS AND DIRECTIONS OF AMBIGUITY IN BRAZILIAN RACIAL CLASSIFICATIONAlthough racial differences in life chances depend largely on racial classification and discrimination by others, sociological studies that examine these phenomena often rely on censuses or surveys in which race data is based on self-classification, using predetermined categories. In Brazil, this is problematic because of the ambiguity known to exist in its racial classifications. The Brazilian Institute of Geography and Statistics (IBGE) instructs interviewers to code race in the decennial Census of Brazil according to the respondent's declaration. However, interviewers sometimes respond themselves either because they assume they know the correct response category, they feel uncomfortable in asking about race, or they rush interviews and provide cursory responses to questions they feel are not critical (Rosemberg et al 1993, Pinto 1996. An earlier study showed that racial classification between interviewer and respondent is often inconsistent and racial inequality is high regardless of who ma...

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“…Ein Großteil der Organisation erfolgt durch die Interaktion zwischen Mitarbeiterinnen, zwischen Mitarbeiterinnen und Führungskräften sowie zwischen den Mitgliedern der Organisation und Personen außerhalb der Organisation. Häufig sind Ungleichheiten des Geschlechts, der Rasse und der Klasse in solche Interaktionen eingebettet und sie kommen im Laufe der Interaktion in der Sprache, der Haltung und der impliziten Bewertung zum Ausdruck (Reskin 2003;Ridgeway 1997 Manchmal waren die Bestrebungen zu einer Entgeltgleichheit zu gelangen von Erfolg gekrönt, wenn die kommunalen und staatlichen Besoldungsverfahren verändert wurden, aber die Kampagnen wurden infolge von Gerichtsverfahren eingestellt und auch, weil die Arbeitgeber zunehmend darauf aus waren, die Gehälter zu kürzen, statt sie zu erhöhen (Nelson und Bridges 1999).…”

Section: Ungleichheit In Organisationenunclassified

Geschlecht, Rasse und Klasse in Organisationen – die Untersuchung von Ungleichheit aus der Perspektive der Intersektionalität

Acker¹

2010

Feministische Studien

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Interaction and the Conservation of Gender Inequality: Considering Employment

Cited by 767 publications

References 60 publications

Role congruity theory of prejudice toward female leaders.

Role congruity theory of prejudice toward female leaders.

Racial ambiguity among the Brazilian population

Geschlecht, Rasse und Klasse in Organisationen – die Untersuchung von Ungleichheit aus der Perspektive der Intersektionalität

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