Measuring Perceptions Of The Working Environment For Women In Corporate Settings

Stokes, Joseph P.; Riger, Stephanie; Sullivan, Megan

doi:10.1111/j.1471-6402.1995.tb00091.x

Cited by 51 publications

(28 citation statements)

References 18 publications

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“…Research has found that behaviors such as making stereotyped jokes are considered by most people to be sexual harassment (Fraizer et al, 1995). Studies have found that when women find an environment to be friendly they are more likely to stay with that job (Stokes et al, 1995). Thus, stereotypic statements are perceived to create a hostile environment, and hostile environments are negatively correlated with employee retention.…”

Section: Hostile Environmentsmentioning

confidence: 95%

Hostile environments, stereotype threat, and math performance among undergraduate women

Oswald

Harvey

2000

Curr Psychol

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This study examined the impact of hostile environments and stereotype threat on women's math performance. A hostile environment was created with a derogatory cartoon related to women's math ability. Stereotype threat was removed by informing women participants that "men and women perform equally" on the math test. Results showed that hostile environments and stereotype threat significantly interacted leading to differential math performance for number of math problems attempted and answered correctly. Additionally, women in hostile and stereotype threat conditions experienced differential emotional reactions during the math test. Results are discussed in terms of theoretical and practical importance.Within both educational and occupational settings women are under-represented in fields that require high levels of mathematics (Eccles, 1987). Mathematics and related areas of study are consistently stereotyped as a masculine field and domain (Eccles et al., 1990;Leader, 1986). While women consist of half of the population they earn only 22 percent of the B.S. degrees, 13 percent of Ph.D.s and only hold 10 percent of the jobs in math, physical science, and engineering (Steele, 1997). Among college math majors, women leave the field at a rate two and a half times that of their male counterparts. Math has been considered to be a "critical filter" that keeps women out of science and computer careers (Sherman, 1982). Since mathematics is a critical factor in many different occupations and in achieving higher paying, prestigious positions, women are put at an economic and academic disadvantage by such stereotypes .There has been a multitude of empirical research examining gender differences in mathematical performance. Although there is a discrepancy among research studies regarding the actual size of the gender differences in mathematical performance, the general opinion of the field is that women tend to perform lower than males . A meta-analysis of 100 studies by Hyde and colleagues (1990) found that the mean effect size is significant but small, d = .20. The decrease in women's mathematical performance, relative to their male counterparts, appears during the high school years and continues through college and adulthood . The differences were most pronounced on advanced problem solving tasks, not in computational abilities or in the conceptual understanding of mathematics.Women tend to have slightly more negative attitudes towards mathematics than

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Section: Hostile Environmentsmentioning

confidence: 95%

Hostile environments, stereotype threat, and math performance among undergraduate women

Oswald

Harvey

2000

Curr Psychol

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“…Satisfaction with role ambiguity, overload, and conflict (Fang and Baba, 1993), as well as supervision, routinization and reward levels, and their relation to autonomy and intrinsic returns (Free, 1990), have all been identified as important predictors of absenteeism and turnover intentions (Mueller and Price, 1990; Rosin and Korabic, 1995). Both the gender and job models assume differences between men and women either in their ‘objective’ job conditions or in the degree that men and women ‘subjectively’ comply with social expectations (Jones and Lamke, 1985; Stokes et al , 1995).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…These ‘gendered’ work contexts are designed to maintain the boundaries of masculinity and femininity through organizational principles in the division of work (Hochschild, 1989; Stokes et al , 1995). Indeed, related work suggests that preferences for certain occupations reflect ‘gendered’ social contexts (Devine, 1994) and create different perceptions among male and female employees by shaping individual level differences in expectations, career prospects and work behavior (Stokes et al , 1995; Stroh et al , 1996).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…However, whether these subjective perceptions have a differential impact on men and women has yet to be examined. Assuming that work preferences are made within ‘gendered’ social contexts in which organizational principles in the division of work maintain the boundaries of masculinity and femininity (Hochschild, 1989; Devine, 1994; Stokes et al , 1995) and that careers have a ‘subjective’ nature (Powell and Mainiero, 1992; Healy, 1999), then a prediction of turnover should include a clear connection between the subjective nature of opportunities and their objective structure.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

See 1 more Smart Citation

Gender‐Related Opportunities and Turnover: The Case of Medical Sector Employees

Mano‐Negrin¹

2003

Gender Work & Organization

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This study examined the relationships between gender, objective and perceived work-related opportunities, and turnover behavior. This was achieved using an interdisciplinary approach that combined the macrolevel perspective on opportunities in internal and external labor markets, with the micro-level perspective of individual perceptions of opportunities. The results revealed that the opportunities-turnover linkage is gender-specific rather than gender-neutral. Women's turnover behavior was affected by their 'perception' of employment opportunities in the organizational and local labor markets. By contrast, men's turnover behavior was affected by 'objective', organizational and local labor market conditions. These findings indicate that the objective opportunities of the work market may be compatible with men's, but not women's, work needs and hence question existing assumptions of a 'gender-neutral' effect of opportunities on turnover decisions.Keywords: gender, turnover, subjective and objective opportunities G ender differences in work patterns and outcomes have intrigued social scientists for the greater part of the present century. Abundant research repeatedly suggests that unraveling the differential impact of gender-related and work-related factors on employee turnover is difficult due to the complex interrelations among these factors. Gender is a broad proxy for a host of employment-related components such as the nature of the work, the work-family fit, and the structure of work-related opportunities. Indeed, many studies have emphasized that women are more susceptible than men to withdraw from their positions due to family responsibilities, lack of flexible work schedules, and/or their dissatisfaction with work conditions (e.g.

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“…Stokes, Riger and Sullivan (1995) report that the work environment tends to be less friendly for female employees in terms of informal social structure, more demanding when it comes to promotions and more sexist regarding attitudes and opportunities to solve problems at work. Therefore, their successful adaptation in the workplace is hindered in comparison to male employees.…”

mentioning

confidence: 99%

Perception of the Climate for Creativity in the Workplace: the Role of the Level in the Organization and Gender

Kwaśniewska

Nęcka

2004

Creat Innov Manage

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This paper reports a study conducted to examine differences between employees in managerial and non-managerial positions, as well as between men and women, in their perception of climate for creativity in the workplace. It was hypothesized that, in general, managers would perceive the climate as more favourable than non-managers, and this discrepancy should be modulated by gender. The questionnaire used in the study, conceptually grounded in Amabile's empirical and theoretical work on creativity and innovation, was administered to 388 respondents: 229 female and 159 male participants drawn from a wide range of Polish work organizations. The results show that managers perceive the climate as significantly more conducive to creativity than non-managers do. Female employees perceive the climate less favourably than male employees, although these differences appeared smaller and less frequent as compared to the managers/non-managers comparisons. Moreover, higher positions of female participants in the organization do not improve their perception of the climate to the same extent as it does in the case of male participants. Implications and areas for future research are explored. ę 188

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Measuring Perceptions Of The Working Environment For Women In Corporate Settings

Cited by 51 publications

References 18 publications

Hostile environments, stereotype threat, and math performance among undergraduate women

Hostile environments, stereotype threat, and math performance among undergraduate women

Gender‐Related Opportunities and Turnover: The Case of Medical Sector Employees

Perception of the Climate for Creativity in the Workplace: the Role of the Level in the Organization and Gender

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