摘要:

Subjects viewed a videotaped group discussion by a leader and four other group members and evaluated each of them for leadership competence. The leader, either a man or a woman, was either personally endorsed (“legitimized”) or unendorsed by either a male or a female authority figure. Legitimation raised both leaders' performance evaluations. Legitimation by the female authority affected the leaders' evaluations, overall, as much as legitimation by a male authority. For the male leader, legitimation by the male and female authority figures produced equal impact. However, legitimation by the female authority figure produced significantly greater impact on evaluations of the female leader's performance than the same legitimation by a male authority figure. The data suggest that female authority figures can be effective legitimizers of both sexes, but male authority's endorsements of a female subordinate may be viewed as susp

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1990.tb00384.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Ninety‐six undergraduate and graduate students participated in a study that examined the effects of subject and defendant race on attributions made for a blue‐collar (burglary) and a white‐collar (embezzlement) crime. It was predicted that attributions for race stereotypic defendants (e.g., a white embezzler) would be internal (dispositional), that attributions for race nonstereotypic defendants (e.g., a black embezzler) would be external, and that attributions would be related to jail sentences. Subjects were randomly assigned to receive one of four crime descriptions that varied in terms of defendant race (black or white) and type of crime (burglary or embezzlement) committed. Subjects were subsequently asked to recommend jail sentences and to respond to items regarding the probable cause of the defendant's behavior. As predicted, race stereotypic crimes were perceived as being due to internal factors and the hypothesized relationship between attributions and jail sentences received partial support. The application of attributional models to the study of juror decision‐ making is di

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1990.tb00385.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Prior research has demonstrated that allocators frequently distribute lesser rewards to employees with constrained mobility, and that this tendency is more pronounced among more competent employees. This phenomenon is termed “rational selective exploitation.” This allocation rule is rational in that it serves to maintain membership among the most desirable group members–those who contribute most to the group's task goals–but is exploitative in that it produces an erosion of equity: Although deserving of high rewards, the outcomes of competent but entrapped employees are lower than those of their counterparts with greater mobility. Four experiments tested several predictions concerning reward allocation processes. First, allocators distributed greater rewards to more competent employees. This tendency was more pronounced under conditions of instrumental allocator orientation than under conditions of social‐emotional orientation. Second, allocators distributed greater rewards to more mobile employees. This tendency was more pronounced under conditions of instrumental orientation and constrained labor pool, and was weakly promoted by the anticipation of future allocations. Third, employee competence and employee mobility interacted; the tendency to allocate greater rewards to more mobile employees was especially pronounced among highly competent employees. This interaction of competence with mobility–the rational selective exploitation effect–was stronger under conditions of instrumental allocator orientation than under conditions of greater social‐emotional concern, and was weakly promoted by the anticipation of fut

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1990.tb00386.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

To examine gender bias in professional prestige, 200 male and 200 female undergraduate students of Bombay University were asked to rate the respectability of 20 academic disciplines, each with male and female incumbents (e.g., a male professor of anthropology, a female professor of anthropology, etc.)‐ The study thus had a 2 (subject's sex) × 2 (incumbent's gender) × 20 (academic disciplines) mixed ANOVA design with incumbent's, that is, professor's gender and disciplines as within‐subjects factors. All the main and interaction effects were significant. The results showed an overall higher respectability rating of the female professor as compared to her male counterpart, this difference being stronger with female subjects than with male subjects. More importantly, the higher respectability rating of the female professor vis‐à‐vis the male professor was found to hold only for lower ranked d

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1990.tb00387.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY