Pre-career Perceptions of Gendered Work Performance: The Impact of Same-Gender Referents and Work Experience on Men’s Evaluation Bias

Buchanan, Tom; Milnes, Travis

doi:10.1007/s12147-018-9209-1

Cited by 7 publications

(5 citation statements)

References 53 publications

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“…Simply stated, “being female” is generally considered a disadvantaged status compared to “being male”. Research clearly demonstrates the gendered assumptions that men are viewed as more competent than women, are seen to possess more of the ideal worker characteristics for jobs than women, and women’s work is generally considered to be of lesser value than that of men (Buchanan and Milnes, 2018; Donley and Baird, 2017). Even amidst an increase in women’s entry into professions and management, women continue to earn less pay than men with similar levels of experience (Joy, 2003, 2000; Prokos and Padavic, 2005; Ridgeway, 2011).…”

Section: Status Differences In Exposure and Vulnerability To Interpersonal Strainmentioning

confidence: 98%

Status differences in interpersonal strain and job resources at work

Wallace

Buchanan

2019

IJCMA

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Purpose This study aims to explore how status differences relate to strained working relationships with co-workers and clients. Two statuses, gender and occupation, are examined using data from veterinarians and animal health technologists (AHTs). Competing perspectives regarding exposure to stressful relationships and access and effectiveness of work-related resources are considered. Design/methodology/approach An explanatory sequential mixed-methods design is used that combines quantitative survey data with open-ended qualitative data. The survey data are used to examine how interpersonal strain and access to work-related resources vary by status. The qualitative data are used to illustrate how strain is experienced by these workers and aids in interpreting the quantitative findings. Findings Status is linked to interpersonal client strain and access to resources. Challenging work is widely available to all three groups, but is more beneficial in reducing higher status veterinarians’ client strain. Autonomy is a scarce resource for the lowest status group (female AHTs), yet appears effective in reducing co-worker strain for everyone. Unexpectedly, work overload and market concerns appear to aggravate work-related strain and greater numbers of the lowest status group exacerbates interpersonal tensions with clients. Originality/value This paper contributes by examining stressful interactions experienced by two occupations who work side-by-side in the same employment settings, but who vary significantly by gender representation and occupational status. The authors argue that in addition to gender and occupational status, the organizational health of employing clinics and the feminization of veterinary practice may offer insights into how status differences are related to interpersonal conflict experienced in these work places.

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Section: Status Differences In Exposure and Vulnerability To Interpersonal Strainmentioning

confidence: 98%

Status differences in interpersonal strain and job resources at work

Wallace

Buchanan

2019

IJCMA

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“…Taken a step further, it could be as important as discrimination at the workplace itself. There are many studies of discrimination and gender bias in the workplace (Buchanan and Milnes 2019;Lyness and Heilman 2006;Roth et al 2012). However, these biases are brought into the workplace as expectations are developed, solidified, and acted out at home.…”

Section: Discussionmentioning

confidence: 99%

“…This cultural pressure is coupled with a perception of work environments in which gender equality is rarely afforded. They are also prevented from achieving equality in the workplace as gender becomes a salient factor in evaluation of work (Buchanan and Milnes 2019).…”

Section: Discussionmentioning

confidence: 99%

Examining the family dynamics of the Canadian gender income gap

2021

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We use the 2015 Canadian time diary data to examine the gender income gap in relation to time spent doing domestic (household and childcare) and market work. Specifically, we highlight the impact of relationship and parenting status by comparatively examining three groups: single without children, married without children, and married with children (N = 10,573). After controlling for household labour and market work hours, we find that the gender income gap is negligible for those who are single without children. The gender income gap for married couples without children is much larger. The largest gender income gap exists for married couples with children. When we examine married couples with children, accounting for hours spent on market and domestic work reduces the gap substantially. There is a mediating relationship of market work to the domestic work-income relationship. Domestic work is the largest contributor in the models predicting market work hours. We contribute to the understanding of gender-based income inequality by going beyond the conventional study of market work. Implications for reducing structural gender inequality in income by addressing both family and work spheres are discussed.

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“…A survey was reviewed by Renzulli (2019), and they found that in contrast to being a legitimate issue, almost half of males (46%) and 30% of females think that wage disparity is created purely for political purposes. Buchanan and Milnes (2019) also stated that there is a relationship between the attitudes of traditional gender roles with the work performance between men and women perceived by individuals. Buttner and Lowe (2017) declare that the perception of wage equity significantly influences an employee's commitment and productivity towards an organization.…”

Section: The Effect Of Gender and Pay Gapmentioning

confidence: 99%

The Significant Factors Influencing Individual’s Perceptions of Pay Gap

Kosasih,

Tamayo‑Verleene,

Novieningtyas

2023

ORCADEV

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Various studies have shown that there exist gender-related inequalities in employee compensation. Yet, individuals may also develop affective and behavioural outcomes based on their perceptions of whether they experience such inequalities or observe such inequalities (dis) favouring others. This paper seeks to examine the different factors that could be linked to individuals' pay gap perceptions. The study aims to analyze how demographic factors can significantly impact individuals' perceptions of the pay gap by looking at the relationship between the two variables, where the demographic factors are the independent variable and the perceptions become the dependent variable. The survey was made by adapting from two previous studies about gender discrimination. Hypotheses were tested by utilizing a hierarchical linear regression through SPSS with a sample size of 217 participants from 3 continents: Europe, Asia, and America. Findings showed that gender, age, marital status and equity sensitivity are significantly linked to pay gap perceptions. Specifically, the study found that individuals reported higher pay gap discrimination against their own gender and benefitting the opposite gender. The limitations of this study include its small sample size and cross-sectional design, which affects the generalizability of its findings. This research contributes to the literature on employee compensation, as it features some factors that are linked to individual pay gap perceptions. Theoretically, the paper suggests that self-serving bias and gender role theories potentially influence individuals’ wage and justice perceptions. The paper also provides insights that could help HR professionals design better compensation and communication practices.

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Pre-career Perceptions of Gendered Work Performance: The Impact of Same-Gender Referents and Work Experience on Men’s Evaluation Bias

Cited by 7 publications

References 53 publications

Status differences in interpersonal strain and job resources at work

Status differences in interpersonal strain and job resources at work

Examining the family dynamics of the Canadian gender income gap

The Significant Factors Influencing Individual’s Perceptions of Pay Gap

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