Intentionally favored, unintentionally harmed? Impact of sex-based preferential selection on self-perceptions and self-evaluations

Article Abstract:

In this laboratory study we compared the effect of sex-based preferential selection with that of merit-based selection on the reactions of 64 male and 76 female undergraduates serving as task leaders. Subjects succeeded or failed on the task while working with another individual (a confederate). As predicted, only women's self-perceptions and self-evaluations were negatively affected by the sex-based preferential selection method relative to the merit-based method. When selected on the basis of sex, women devalued their leadership performance, took less credit for successful outcomes, and reported less interest in persisting as leader; they also characterized themselves as more deficient in general leadership skills. These findings suggest that when individuals have doubts about their competence to perform a job effectively, nonwork-related preferential selection is likely to have adverse consequences on how they view themselves and their performance. Implications of the findings for the implementation of affirmative action programs are discussed. (Reprinted by permission of the publisher.)

Psychological aspects, Analysis, Sex role, Sex roles, Self-perception, Leadership, Executive ability, Self-evaluation, Self evaluation, Sexism, Self perception

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Presumed incompetent? Stigmatization and affirmative action efforts

Article Abstract:

Two studies investigated whether a stigma of incompetence marks those associated with affirmative action programs. In an experiment, 129 male and female undergraduates reviewed the application materials of someone said to be recently hired for one of two jobs. The hiree was either a man or a woman, and the woman was or was not associated with an affirmative action program. The affirmative action label was found to negatively affect the perceived competence of women hirees regardless of the degree to which the job was male sex-typed. A field investigation of 184 White men provided information about their co-workers supported these results. It additionally demonstrated that the relationship between perceived competence and pesumed affirmative action status held not only when co-workers where White women but when they were Black men and Black women as well. The affirmative action label was also associated with negative characterization of activity and potency and, in the field study, interpersonal attributes and prognoses for career progress. (Reprinted by permission of the publisher.)

Affirmative action, Reverse employment discrimination

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Has anything changed? Current characterizations of men, women, and managers

Article Abstract:

This study both replicates and extends research conducted by Schein (1973). 268 managers used a 92-item attribute inventory to rate 1 of 7 target groups: men (in general, managers, or successful managers), women (in general, managers, or successful managers), or successful middle-managers. Results closely paralleled those of the earlier study, indicating that men in general still are described as more similar to successful managers than are women in general. Results also indicated that, although the correspondence between descriptions of women and successful managers increased dramatically when women were depicted as managers, they continued to be seen as more different from successful managers than were men. Furthermore, when women were depicted as managers, perceived differences in many attributes central to managerial performance persisted, dissipating only with explicit indication of managerial success. (Reprinted by permission of the publisher.)

Executives, Organizational behavior, Women executives

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