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In recent years, women's sport has experienced sustained growth, resulting in a positive shift in media coverage and increased attention from corporate sponsors. Past research has extended our understanding of the challenges, objectives and motivations of sponsors however, less is known with respect to whether sponsor communication perpetuates a gender-based narrative. In addressing this research gap, this study examines women's sport sponsor communication to understand how gender stereotyping manifests in messaging around sponsorship objectives and women's sport/athletes. Findings show that sponsor communication of objectives mirrors the traditional social roles held by women (centred on a communal orientation), while agentic gender traits associated with masculinity emerge in communication around women's sport/athletes. Our study highlights the importance of message framing in sponsor communication and the need for simultaneously embracing and valuing both feminine and masculine traits. This is an important step towards creating a balanced narrative around women athletes and women's sport. [ABSTRACT FROM AUTHOR]

Social role theory (Eagly, 1987) posits that gender differences in career interests are consistent with normative social role expectations, with men assuming more agentic roles and women assuming more communal roles. To account for historical shifts in occupations and social roles, this mixed-methods study re-examines gender differences in career interests and motivations with a sample of 501 eighth graders (52% girls; 40% White) from the U.S. Findings indicated that boys and girls had distinct career interests and motivations. Despite preferring careers that were generally dominated by their own gender, students perceived their chosen career as being more gender balanced than U.S. labor force statistics indicate. This misperception might be the result of a preference for less stereotypical occupations, and may reflect a unique characteristic of the next-generation workforce. In addition, boys were more likely than girls to indicate that salary factored into their career choice; whereas girls were more likely than boys to indicate that a desire for helping others or working with children motivated their career choice, consistent with social role theory. Some motivational factors that are typically linked with young adult career preferences were not strong factors in younger adolescents' career interests, perhaps due to the developmental status of participants or a generational shift in values. A generational shift in values may account for the presence of a relatively understudied motivational factor, occupation creativity, which was important for both boys and girls. Addressing gender differences in the motivations and goals that affect career interests may both alleviate workforce shortages and achieve a less gender segregated work environment. [ABSTRACT FROM AUTHOR]

Given women's gains in employment, education, and economic status, the persistent gender gap in internal political efficacy remains a puzzle for social scientists. We go beyond standard socioeconomic explanations and consider gender roles, which, unlike socioeconomic situation, are a slow-moving force constrained by gendered socialization. Stereotypically feminine traits jar with stereotypical notions of politics in general, as competitive, and leaders as power-seeking and assertive. Drawing on observational data from an original survey fielded in Spain, we show that this incongruence accounts for women's perception of having a low capacity to participate in politics. Results from a survey experiment suggest that this relationship is not set in stone, however. When politicians' motivation is framed in line with feminine traits—as a public service rather than a struggle for power—women consider themselves just as capable as men of participating in politics. The results have implications for women's political participation and representation in politics. [ABSTRACT FROM AUTHOR]

Introduction: Recently, women have been taking leadership positions in the hope of reducing gender inequality. However, it is unclear whether these female leaders have made a significant contribution to closing the gender gap. Guided by social role theory, this research explored the roles of female principals in reducing gender inequality in primary schools. Methods: The study used a multisite case study design. Data were collected from 39 respondents: female directors, male and female students, and male and female teachers. Focus group discussions and interviews were the tools for gathering relevant data. The study utilized a six-staged thematic analysis approach with the help of NVivo 11 versions of qualitative analysis software. Results: The study revealed that, besides being role models and counselors to female students, the role of female directors in minimizing gender inequality was insufficient due to the deeply entrenched traditional discrimination against women. Discussion: Gender inequality in education stems from social roles, and female principals are assumed to help avoid or minimize gender disparity in a male-dominated world. However, achieving gender equality requires the collective efforts of parents, principals, society, and the government. Future quantitative or mixed-method research is important to determine the extent to which female principals have contributed to reducing gender inequality. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to investigate the relationship between food sponsorships and gender stereotypes, focusing on how patriarchal beliefs influence consumers' purchase intentions in sports. Design/methodology/approach: The research comprised two studies. In Study 1, n = 161 participants participated via Amazon's Mechanical Turk platform. Study 2 involved n = 250 participants who completed a cross-sectional and self-administered survey. Findings: Study 1 indicated an apparent gender-based categorization of certain foods and beverages: beer and red meat were predominantly perceived as masculine, while yogurt, salads, and wine were seen as feminine. Further, brands like Budweiser and Red Bull were mainly seen as masculine, while Chobani and Smoothie King were perceived as feminine. Moreover, findings indicate that foods, especially those rich in protein or linked to BBQ and spicy tastes, are considered more masculine by men than women in sports settings. Further, Study 2 findings unveiled a significant relationship between patriarchal beliefs and both attitudes (ß = 0.327, p < 0.01) and subjective norms (ß = 0.525, p < 0.01) towards masculine brands. Originality/value: The two studies' results underscore the profound impact of gender stereotypes shaping sports fans' perceptions of food items and the brands sponsoring them. This inquiry significantly augments the current understanding of the nuanced interrelation between the paradigms of social role theory and the theory of planned behavior, particularly within the ambit of sports-related sponsorship by food and beverage brands and its consequent influence on consumer purchasing inclinations. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to examine a new approach to understanding the interrelationships between destination brand gender, stereotypes, destination brand identification and brand advocacy, as well as the mediating role of destination warmth (vs. competence) in the connections between destination brand femininity (vs. masculinity) and destination brand identification. Design/methodology/approach: A qualitative study and literature review were conducted to revisit and refine the items on the scale. Preliminary item reduction was qualitatively grounded in focus groups, a panel of experts, and a pilot study. A follow-up quantitative evaluation of two studies (N1 = 705 and N2 = 472) was conducted to test seven hypotheses using exploratory factor analysis and confirmatory factor analysis with structural equation modeling. Findings: The findings provide robust evidence for the interrelationships among destination brand gender, stereotypes, destination identification and destination advocacy. The outcomes also reveal that warmth is more important than competence for destination identification. Finally, the results indicated that only destination warmth serves as a partial mediator in the association between destination brand masculinity and femininity, on the one hand, and destination identification, on the other hand. Originality/value: This article adds to the destination branding literature by using social role theory and the stereotype content model to explore novel connections among destination brand gender, stereotypes, destination brand identification and brand advocacy. [ABSTRACT FROM AUTHOR]

Copyright of Corporate Management Review is the property of College of Management, National Chiao Tung University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Gender role attitudes determine the importance of work–family domains to individuals and how they are influenced by work–family conflict (WFC). In this study, we draw on gender role and social role theories to hypothesize that working mothers' gender role perceptions moderate the relationships between WFC and two outcomes: voluntary turnover (work domain) and feeling valued by one's spouse (family domain). We tested our hypotheses with 14‐month time‐lagged survey data from 731 working mothers in Japan. The results of our regression analyses suggest that working mothers scoring high on WFC and egalitarian gender roles have a lower propensity to voluntary turnover and a higher propensity to feel valued by their spouses than working mothers low on WFC and egalitarian gender roles. Our study highlights the importance of considering within‐gender differences in research on WFC and moderating effects of gender role attitudes between WFC and outcomes in work and family domains. [ABSTRACT FROM AUTHOR]

IntroductionRecently, women have been taking leadership positions in the hope of reducing gender inequality. However, it is unclear whether these female leaders have made a significant contribution to closing the gender gap. Guided by social role theory, this research explored the roles of female principals in reducing gender inequality in primary schools.MethodsThe study used a multisite case study design. Data were collected from 39 respondents: female directors, male and female students, and male and female teachers. Focus group discussions and interviews were the tools for gathering relevant data. The study utilized a six-staged thematic analysis approach with the help of NVivo 11 versions of qualitative analysis software.ResultsThe study revealed that, besides being role models and counselors to female students, the role of female directors in minimizing gender inequality was insufficient due to the deeply entrenched traditional discrimination against women.DiscussionGender inequality in education stems from social roles, and female principals are assumed to help avoid or minimize gender disparity in a male-dominated world. However, achieving gender equality requires the collective efforts of parents, principals, society, and the government. Future quantitative or mixed-method research is important to determine the extent to which female principals have contributed to reducing gender inequality.

Purpose – Adopting an institutional view of entrepreneurship, this study aims to explore the potential mediating role of entrepreneurial self-efficacy (ESE) in the relationship between subjective norms and the entrepreneurial intentions of Malaysian students. Additionally, social role theory (SRT) was used to examine whether gender acts as a boundary condition in the proposed relationship. Design/methodology/approach – Empirical evidence was based on responses from 220 final-year students registered from a final-year entrepreneurship module at a private university in Malaysia. The hypothesised relationships were tested using Model 7 of the PROCESS macro. Findings – The findings indicated that subjective norms had a weak but positive effect on the entrepreneurial intentions of Malaysian students. Moreover, ESE was found to mediate the relationship between subjective norms and entrepreneurial intentions. However, contrary to theoretical expectations, gender did not act as a boundary condition in the proposed mediation relationship. Originality/value – By incorporating SRT with institutional theory, this study sought to address a knowledge gap in the existing literature by investigating and empirically exploring the moderating influence of gender on the mediating effect of ESE in the relationship between subjective norms and entrepreneurial intentions.

Impression management (IM) is a process where individuals consciously or unconsciously control the information, behaviors, and expressions they present to others. Studies on IM that are based on social role theory have mostly focused on gender roles. However, there is a growing recognition of the need to expand social role research beyond traditional gender roles (Anglin et al., 2022). This study aims to investigate the influence of various societal roles, including gender, age, occupation, and education, on IM strategies among Jordanian public sector employees within organizational contexts. Drawing upon social role theory and existing literature, this research seeks to explore how different social roles intersect and shape IM behaviors. Data were collected from 927 participants via an online questionnaire distributed through convenience sampling. Nonparametric analysis was employed, utilizing the Mann--Whitney U test and Kruskal--Wallis H test to analyze gender-based and other variables with three or more groups, respectively. The findings suggest that while gender, occupation, and educational background can impact IM, their influence is often overshadowed by the broader organizational context. This study contributes to the literature by expanding our understanding of IM beyond traditional gender roles and elucidating the complex interplay between societal roles and IM strategies. [ABSTRACT FROM AUTHOR]

Orientation: The civil engineering industry is vital in ensuring that infrastructure development has a beneficial social, economic, and environmental impact. Research purpose: This study explored the role of gender diversity and organisational innovation with a view to address social ills in the civil engineering industry in South Africa. Motivation for the study: The study is premised on the paucity in extant research and responds to calls for more research on the role of gender diversity and organisational innovation with a view to address social ills in the civil engineering industry. Research design, approach and method: Employing the interpretivist paradigm, 15 civil engineering professionals were purposively selected based on their extensive experience and comprehensive deep knowledge of the industry and interviewed using the semi-structured approach of interviews using the Microsoft Teams (MS Teams) platform. Thematic analysis was used to analyse the interview transcripts. Main findings: From thematic analysis, the following themes emerged from the primary data: skewed gender representation, females’ retention challenges, creation of an inclusive environment, building a strategic female structure, inclusive innovation, and role models and mentors’ deficit. Practical and/or managerial implications: The civil engineering industry needs to empower women occupying positions of power and not just fill the numbers through the removal of the male gatekeeping effect as the current status shows male dominance. It is also critical to create an inclusive environment, grow the pool of females to build the numbers critical for gender diversity, particularly at the top, and promote mentorship opportunities. Contributions and/or value add: This article advances knowledge on the role of gender diversity and organisational innovation with a view to address social ills in the civil engineering industry and exposes the shared patriarchal values that many organisations appear to promote. It further highlights that society still struggles with infrastructure that does not address its needs and points the civil engineering industry towards the current skill sets and experiences of its female workforce, and how to leverage those capabilities to benefit the industry and the entire society.

The article attempts to present emerging adulthood, i.e. experiences during the transition from adolescence to the full adult status from the perspective of the social role theory. The empirical basis is a survey research carried out on a random, nationwide sample of people aged 18-29 (n=303), stratified by gender and size of their town of residence. The aim of the analysis is to answer questions about identification with roles, and change in the multiplicity of roles depending on age, gender, and self-identification with the status of an adult. The results indicate that in the period of emerging adulthood, the professional role becomes particularly important, and the set of roles related to the status of an adult overshadows the roles typical of adolescence. In addition, it has been shown that women identify with more roles than men and more often include the parental role and the role of wife/partner in the set of roles. [ABSTRACT FROM AUTHOR]

Contemporary evidence suggests that masculinity is changing, adopting perceived feminine traits in the process. Implications of this new masculine norm on gender relations remain unclear. Our research aims to better understand the influence of changing masculine norms on men's endorsement of gender-hierarchy-legitimizing ideologies. Based on Precarious Manhood Theory and Social Role Theory, we conducted two quasi-experimental studies (N = 412) in which we first assessed heterosexual men's motivation to protect traditional masculinity. Then, we informed them that men's gender norms are becoming more feminine (feminization norm condition) or are remaining masculine in a traditional sense (traditional norm condition). In the third (baseline-control) condition, participants received no information about men's gender norms. Finally, we assessed the extent to which participants endorsed gender-hierarchy-legitimizing ideologies, namely sexism (Study 1) and masculinist beliefs (Study 2). Results showed that men who were less motivated to protect traditional masculinity were less likely to endorse gender-hierarchy-legitimizing ideologies when exposed to the feminization and control conditions compared to the traditional norm condition. The implications of these findings for gender equality and gender relations are discussed. [ABSTRACT FROM AUTHOR]

Knowledge hiding – intentionally concealing knowledge from a colleague who requested it – is often damaging for individuals and organizations. Amongst the factors explaining knowledge hiding, one has been overlooked, despite being an important lens for understanding employee behaviours: gender. In this article, we investigate its relevance by examining whether and how gender shapes two complementary aspects of knowledge hiding behaviour: frequency of hiding, and the approaches that knowledge hiders employ to do so. Building on extant literature about gender roles at the workplace, we suggest that the social roles into which women and men are socialized, and the sanctions they face if they behave incongruently with these roles affect both aspects of knowledge hiding. We explore these ideas in a multi‐wave study of full‐time employees based in the United Kingdom (n = 449). Our findings suggest that men hide their knowledge from colleagues more frequently. In addition, both women and men hide knowledge in a way that is congruent with the expectations of others regarding their social role: that is, women use evasive hiding and playing dumb more than men, while men use rationalized hiding more than women. A male‐dominated context reduces these differences between genders. [ABSTRACT FROM AUTHOR]

In recent years, focus on women entrepreneurship has increased and women are encouraged to perform an active economic role in the modern societies. However, it has been argued that women owned and operated entrepreneurial ventures exhibit poor performance, raising questions on the entrepreneurial potential of the women. Another line of argument highlight that women are different than men, leading them to have different entrepreneurial aspirations. Considering this theoretical premise, this study adopts a social role perspective to explain differences of entrepreneurial performance of women entrepreneurs in Pakistan. By employing a qualitative research design and collecting data from 19 male and female entrepreneurs in Pakistan, this study finds indications that social roles influence the performance orientation of male and female entrepreneurs. It was also found that male entrepreneurs have a more material and financial approach to relate to their entrepreneurial performance as they stressed more on profitability, cash flows, and material growth. On the other hand, female entrepreneurs exhibit a more peoples-oriented approach. They seemed to focus more on their stakeholders like customers, family, employees, and society at large. The study concludes that both male and female entrepreneurs have different performance orientations, and a unidimensional performance comparison of entrepreneurial performance of male and female is futile. Therefore, future practice and research on women entrepreneurship should consider a feminist perspective of entrepreneurial performance, where women entrepreneurs might be interested in self-fulfillment and empowerment and not in material growth or financial outcomes. The scope of this study is delimited to educated women entrepreneurs, living in metropolitan areas of Pakistan. [ABSTRACT FROM AUTHOR]

We examine whether gender gaps in competitive performance are moderated by the size of the competition. We hypothesize that women underperform in large, relative to small, competitions and that smaller competitions close gender performance gaps by enhancing women's performance. Study 1 demonstrates this effect using behavioral data from real marathon competitions. Study 2 experimentally replicates the effect with real behavior. Study 3 provides further experimental support that gender performance gaps are exacerbated under competition and that, in these situations, small groups help bring women's performance up to par with men's. We conclude with a discussion about how making simple structural changes can reduce gender equity gaps in organizations. [ABSTRACT FROM AUTHOR]

Human brands are embedded in a web of social relationships, and examining athlete brand dynamics holistically requires accounting for the different layers of social embeddedness. However, prior research has focused on stakeholder interactions and brand spillover effects, omitting consumers' views of athlete brands concerning interpersonal relationships in private life. We address this gap by applying a social ecology paradigm and examining how consumers perceive an athlete's brand with attention to their personal life and romantic relationships. We conducted an embedded case study focusing on National Football League quarterback Patrick Mahomes and Brittany Matthews, his then-fiancée (now wife), and thematically analysed 5,115 user comments in response to three Facebook posts featuring the couple by ESPN. Complex and polarised discourses were uncovered, reaffirming or questioning the relationship's authenticity. Evaluations of the athlete were integrated with issues of gender, status, and race, whereas his romantic partner was positioned as an asset for status signalling, informing the athlete's brand image. The work reveals how evaluations of interpersonal relationships, such as romantic relationships, serve as observable cues informing the meaning of an athlete's brand. We uncover how the interpretations of the romantic partner and relationship are interlinked with societal structures, celebrity, and sport community norms. Thus, we demonstrate how the social and industry influences on a human brand that are situated within different socioecological systems must be explored in concert rather than in isolation. [ABSTRACT FROM AUTHOR]

Women's representation in the workforce is increasing. However, we still do not know how, why, and when the proportion of females in work teams is related to team performance. Based on Social Role Theory and Congruence Theory, the purpose of the study was to ascertain whether the relationship between the proportion of women in work teams and team performance is mediated by team social cohesion, and whether this indirect effect is moderated by the frequency of leader-team member social interactions. Regarding methodological aspects, the study sample was composed of 178 work teams from three banks. We implemented a time-lagged design and collected data from two distinct sources (team members and team leaders) at three different time points. Our findings indicate that the proportion of women in teams was positively related to team performance via team social cohesion. This indirect effect was moderated by the frequency of leader-team member social interactions, so that it was positive and statistically significant only in teams with medium and high frequency of these interactions. This study reveals that team social cohesion is a mechanism through which the proportion of women in work teams can facilitate team performance, especially when team leaders frequently interact with their team members. The theoretical and practical implications of our findings were discussed. [ABSTRACT FROM AUTHOR]

Many scholars have used social role theory to examine gender stereotypes and changes in gender stereotypes. However, it falls short of having the same explanatory power as persons who engage in gradual cognitive processes that alter gender stereotypes and gender role behaviors. In this perspective paper, we argue that the theory of planned behavior can be used to explain the step-by-step cognitive processes of changing gender stereotypes and changing gender role behaviors. It can further be used to examine whether gender stereotypes have changed. The context we selected for this task is. We used two perspectives in this task and examined Sri Lanka as the context for analysis. In the first perspective, we argue that Attitudes, Subjective Norms, and Perceived Behavioral Control influence the Intentions for Changing Gender Role Behaviors. In the second perspective, we argue that Intentions and Facilitative Conditions for Changing Gender Role Behaviors influence the Changing Gender Role Behaviors. Moreover, each perspective provides directions for future research and implications for the theory.

Introduction: Ambiguous psychological workplace mistreatment such as insulting or ignoring a co-worker might trigger gender bias. This study aims to examine whether female perpetrators receive more moral anger and blame from observers than men. Methods: A sample of Austrian workforce members (n = 880, 55.00% women, 44.89% men, 0.11% diverse) responded to standardized videos showing a perpetrator's angry insult and a perpetrator's exclusion of a co-worker from lunch. In total, we edited 32 video clips with four female and four male professional actors. We manipulated the following variables: 2 perpetrator gender (male/female) * 2 target gender (male/female) * 2 types of mistreatment (insult/exclusion). Results: As hypothesized, linear mixed-effects modeling revealed more moral anger and attributions of intent against female perpetrators than against men. Significant three-way interactions showed that female perpetrators were judged more harshly than men when the target was female and the mistreatment was exclusion. Female targets were blamed less when the perpetrator was female rather than male. Male targets did not evoke attributional biases. Observer gender had no significant interaction with perpetrator or target gender. Discussion: Our findings suggest that gender biases in perpetrator-blaming are dependent on target gender and type of mistreatment. The stereotype of women having it out for other women or being "too sensitive" when mistreated by men requires more attention in organizational anti-bias trainings. [ABSTRACT FROM AUTHOR]

We investigate risks of exposure to workplace bullying and related mental health outcomes for men and women when being in a gender minority as opposed to working in a gender-balanced working environment or when belonging to a gender majority. Based on a social identity perspective, we tested hypotheses about the risks of bullying and differences in the increase in mental health problems in a probability sample of the Swedish workforce in a prospective design. The results showed an increased risk of bullying and an increase in mental health problems as an outcome for men when in a gender minority, however, there were no corresponding risks for women. The risks for men were most obvious for person-related negative acts and for anxiety as an outcome. Social identity may clarify why a minority might be more at risk as well as the outcome it may lead to. Deviating from the group prototype may be perceived as a threat to the group alienating the target and opening up for sanctions. The observed gender differences may further be understood using social role theory. Men in female-dominated workplaces may deviate more from the expected traditional gender role and may be more susceptible to sanctions and suffer graver consequences as a result. The outcomes may be more severe if exposed to person-related acts compared to acts related to one's work. [ABSTRACT FROM AUTHOR]

Currently, the number of job offers in STEM careers (Science, Technology, Engineering and Mathematics) is growing up, but by contrast, the number of graduates in these fields is decreasing, particularly women graduates. Consequently, if we do not promote the training of women in STEM careers, the gender gap, far from narrowing, will continue to widen. This paper presents the research carried out in the ALAS project (Accompanying girLs towArds STEM careers), which consists of an experimental analysis based on a multi-model study to discover the possible causes of this low participation of women in STEM fields. The models used are the (1) expectancy–value theory of motivation, (2) social role theory, and (3) gender stereotypes theory. Additionally, participatory workshops have been carried out, with the aim of capturing the students' reactions when they are introduced to STEM practices. The surveyed target groups range from primary education groups up to university graduates and enterprise employees, including both students and teachers. The obtained results show that there are still social patterns that make young people differentiate certain types of activities based on gender, especially at secondary school age. Nevertheless, the findings reveal that beyond the three studied models, a key factor in young people's decision to be enrolled in STEM careers is their educational environment. [ABSTRACT FROM AUTHOR]

With this literature review, we provide a systematic overview on and working definition of mental labor in the context of unpaid work—an inherent cognitive component of daily routines primarily related to domestic or childcare tasks. Our methodology followed PRISMA guidelines, and 31 full-text articles were included. Articles were peer-reviewed and published in social science, sociological, and psychological journals. The studies applied quantitative and qualitative methodological approaches including, interviews, online surveys, observations of family routines, time estimates, and experiments. The samples covered a wide age range, consisting mostly of U.S. American or European middle-class women and men (married or in a relationship). Predominantly, the articles show that women perform the larger proportion of mental labor, especially when it comes to childcare and parenting decisions. Further, women experience more related negative consequences, such as stress, lower life and relationship satisfaction, and negative impact on their careers. We offer an integrative theoretical perspective to explain the gendered distribution of mental labor and cognitive load. We consider theoretical and practical implications of these findings for reducing gender inequality in mental labor in the context of unpaid work within the household and childcare. [ABSTRACT FROM AUTHOR]

Prior research indicates that boys show more interest in science, technology, engineering, and mathematics (STEM) than girls do. Given that Aha‐experiences yield positive affect and increase interest, the question arises whether there are gender differences in Aha‐experiences that could help explain the gender differences in interest. Derived from social role theory, we hypothesized that men report having Aha‐experiences alone, whereas women report having Aha‐experiences together with others. In a retrospective survey study comprising three independent samples (N = 899), we conducted chi‐square analyses to explore the relationship of gender, social context (alone; not alone), domain, and situational interest. Across all participants, we found that men were more probably alone and women more probably together with others when they had an Aha‐experience. More fine‐grained analyses revealed that the effect was especially pronounced when the Aha‐experience increased situational interest within STEM or the personal domain. The study suggests that social context played a different role in the occurrence of Aha‐experiences in men and women. We discuss the implications of our findings for STEM instruction at school. [ABSTRACT FROM AUTHOR]

This research uses social role theory to investigate gender differences in volunteers at the Special Olympics and interrelationships among motivations, commitment, and social capital. Volunteers at the 2014 National Summer Special Olympics in Germany were surveyed (n = 891). Multigroup structural equation modeling has revealed gender differences among motivations, commitment, and social capital. Volunteers primarily volunteered for personal growth. Further, motivations had a significant association with commitment and social capital. The impact of motivation on social capital was significantly mediated by commitment. Event organizers should market opportunities to volunteer by emphasizing opportunities for personal growth and appealing to specific values. [ABSTRACT FROM AUTHOR]

IntroductionAmbiguous psychological workplace mistreatment such as insulting or ignoring a co-worker might trigger gender bias. This study aims to examine whether female perpetrators receive more moral anger and blame from observers than men.MethodsA sample of Austrian workforce members (n = 880, 55.00% women, 44.89% men, 0.11% diverse) responded to standardized videos showing a perpetrator’s angry insult and a perpetrator’s exclusion of a co-worker from lunch. In total, we edited 32 video clips with four female and four male professional actors. We manipulated the following variables: 2 perpetrator gender (male/female) * 2 target gender (male/female) * 2 types of mistreatment (insult/exclusion).ResultsAs hypothesized, linear mixed-effects modeling revealed more moral anger and attributions of intent against female perpetrators than against men. Significant three-way interactions showed that female perpetrators were judged more harshly than men when the target was female and the mistreatment was exclusion. Female targets were blamed less when the perpetrator was female rather than male. Male targets did not evoke attributional biases. Observer gender had no significant interaction with perpetrator or target gender.DiscussionOur findings suggest that gender biases in perpetrator-blaming are dependent on target gender and type of mistreatment. The stereotype of women having it out for other women or being “too sensitive” when mistreated by men requires more attention in organizational anti-bias trainings.

The labor market is strongly gender segregated with few women working in the tech sector (e.g., IT) and few men working in the care sector (e.g., nursing). We tested the hypothesis that middle school students strongly associate technology with men and caregiving with women in a Swedish context (i.e., a country that scores high in gender equality indices), and that these gender stereotypes for tech relate to girls' lower interest in tech-focused education. We measured technology/caregiving gender stereotypes with implicit (the Implicit Association Test) and explicit (self-report) measures in a sample of middle school students (n = 873). The results supported the main hypotheses, and corroborate Eccles's expectancy value theory, indicating that the endorsement of implicit gender stereotypes may serve as barriers to pursuing masculine-typed career paths for women. Further, a sample of middle school teachers (n = 86) showed stronger implicit gender stereotypes than the students. Unexpectedly, middle school girls with a foreign background showed no implicit gender stereotypes, which we discuss in relation to the gender-equality paradox. These findings suggest that to fulfill the recruitment needs of an increasingly digitalized world, the tech-industry and other stakeholders should put effort into counteracting the stereotype that technology is for men. [ABSTRACT FROM AUTHOR]

Driven by overwhelming numerical dominance of women in the role of nurses, nursing profession over the last two centuries has been largely scripted with gendered characterizations. However, nuances that shape the language and wording choices that are evoked when describing the stereotypes targeting male nurses remain relatively unexplored. Our current research examined the way 117 female non-nursing and nursing students in Canada characterized male nurses using open-ended self-report measures and thematic qualitative analyses. We contribute to the literature on nursing, gender, and stereotypes by analyzing the personal attitudes and stereotypes held by young female students toward male nurses. Social role theory and the stereotype content model provided the theoretical underpinnings to explore and explain emergent stereotypes and stereotype content. Our findings suggest that students generate more communal, high-warmth characteristics for male nurses than agentic characteristics, suggesting possible paternalistic prejudice toward men in nursing. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Global Sport Management is the property of the Global Alliance of Marketing & Management Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. (Copyright applies to all Abstracts.)

The public transport sector in Nigeria has often been stereotyped as male-dominated. Over the years, the upsurge in the unemployment rate and the necessity of economic empowerment have pushed women to adopt commercial tricycle riding as a livelihood. This article explores the perception of women as tricycle riders by passengers and commuters in Ikeja, Lagos State, southwestern Nigeria. The study is anchored on the social role theory, which argues that gender stereotype is a product of the gendered division of labor that assigns social roles to men and women based on culturally approved norms and standards. Data for the study were sourced through qualitative ethnographic approaches involving focus groups and semistructured interviews with thirty participants (N = 30) who were purposively sampled. The authors argue that even though women are rising to the moment regarding competence and performance standards as tricycle riders, gender stereotypes constrain their acceptance and patronage in the business. We further demonstrate that unfavorable career evaluations promote bias against female tricycle riders. In this way, gender discrimination is deeply entrenched in the public transport sector in Nigeria. The study advocates for a more inclusive career culture and practices where men and women can feel valued and earn a living without discrimination and marginalization. [ABSTRACT FROM AUTHOR]

Effectively delegating work to others is considered critical to managerial success, as it frees up managers’ time and develops subordinates’ skills. We propose that female leaders are less likely than male leaders to capitalize on these benefits of delegating. Although delegation has communal (e.g., relational) and agentic (e.g., assertive) properties, we argue that female leaders, as compared to male leaders, find it more difficult to delegate tasks due to gender-role incongruence. In five studies, we draw upon social role and backlash theories to show that women imbue delegation with more agentic traits, have more negative associations with delegating, and feel greater guilt about delegating than men. These associations result in women delegating less than men and, when they do delegate, having lower-quality interactions with subordinates. We further show that reframing delegation as communal attenuates women’s negative associations with delegation. These findings reveal that even when a given behavior has both agentic and communal elements, perceptions of agency can undermine women’s engagement in them. However, emphasizing the communal nature of seemingly agentic acts may encourage women’s engagement in such critical leadership behaviors. These findings have theoretical and practical implications for research on gender differences and leadership behavior in the workplace. [ABSTRACT FROM AUTHOR]

Previous research on the relationship between empowering leadership and employee creativity has found mixed results, calling for more research to explore alternative mechanism and boundary conditions in this relationship. In this research, drawing on regulatory focus theory and social role theory, we propose that empowering leadership has a positive relationship with employee creativity through employee promotion focus and that this relationship is stronger for male (vs. female) leaders and for female (vs. male) employees. We conducted a multi‐source survey study and a vignette experiment to test our theoretical model. Results across these two studies supported our hypotheses. Our findings offer implications for research and practice regarding empowering leadership and creativity. [ABSTRACT FROM AUTHOR]

We present a social psychological perspective on the barriers that women face in the workplace. We begin by reviewing the prevailing theories of gender differences such as social role theory, role congruity theory, and prescriptive gender norms and stereotypes and then extrapolate from these social psychological mechanisms for gender differences in organizations to explain various barriers, including discrimination, prejudice, performance devaluation, backlash, and more. The genesis of many of these barriers thus result from the prescriptive, at times constrictive, social expectations that influence both the external social sanctions applied to women's behavior as well as women's individual preferences. We then review four domains in which women and men differ in their preferences and behavior in the workplace: leadership, decision‐making, negotiation, and influence. Finally, we acknowledge how the concept of gender is continuing to evolve, discuss its implications for economic inequality, and pose questions that will update our understanding of women in the workplace in the future. [ABSTRACT FROM AUTHOR]