國立虎尾科技大學 |

Gender Differences in Professional Advancement : = The Role of Goals, Perceptions, and Behaviors.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Gender Differences in Professional Advancement :/
其他題名:	The Role of Goals, Perceptions, and Behaviors.
作者:	Wilmuth, Caroline Ashley.
面頁冊數:	1 online resource (160 pages)
附註:	Source: Dissertation Abstracts International, Volume: 78-12(E), Section: B.
標題:	Social psychology. -
電子資源:	click for full text (PQDT)
ISBN:	9780355029260

Gender Differences in Professional Advancement : = The Role of Goals, Perceptions, and Behaviors.
Wilmuth, Caroline Ashley.

Gender Differences in Professional Advancement :The Role of Goals, Perceptions, and Behaviors. - 1 online resource (160 pages)

Source: Dissertation Abstracts International, Volume: 78-12(E), Section: B.

Thesis (Ph.D.)--Harvard University, 2016.

Includes bibliographical references

Women are significantly underrepresented in senior-level positions within organizations. A great deal of research has provided evidence that both demand-side factors (e.g., bias and discrimination) and supply-side factors (e.g., the different behavioral tendencies of men and women) significantly contribute to this gender disparity. However, demand- and supply-side factors are inextricably linked, such that differences in supply-side behaviors are often elicited in response to the divergent demand-side treatment that members of each gender receive. The aim of the current research was to investigate whether men and women's goals, which are a strong predictor of downstream behavior, are similarly affected by differences in the ways that men and women are evaluated and treated. Thus, across 12 studies, employing a total of 6,245 participants, we examined differences in the professional advancement goals, perceptions, and behaviors exhibited by men and women. Our findings reveal that, compared to men, women view attaining power at work as less of a goal and opportunities for professional advancement as less desirable. To explore what may be shaping these differential objectives, we examined four potential contributing factors: (i) perceived attainability, (ii) perceptions of negative outcomes, (iii) perceptions of resistance and backlash to one's ideas and abilities, and (iv) perceived belonging among one's coworkers. While we found no gender difference for perceptions of attainability, resistance and backlash, or belonging, women did anticipate more negative outcomes (i.e., conflict amongst one's goals, trade-offs, time constraints, and sacrifice) being associated with a promotion or high-power job opportunity. Moreover, these perceptions explained the relationship between women's reduced desire for and pursuit of opportunities related to career advancement. These results are in line with the disproportionate level of domestic responsibilities placed on women as well as the conflicting nature of what it means to be a leader and what it means to be a woman from a societal expectations standpoint. Past research has shown that women's perceptions of this imbalance and incongruity exert considerable influence over their behavior, but the current research suggests that this role conflict manifests itself on an even deeper level, by influencing the underlying goals that women have for themselves.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355029260Subjects--Topical Terms:

554804
Social psychology.
Index Terms--Genre/Form:

554714
Electronic books.

Gender Differences in Professional Advancement : = The Role of Goals, Perceptions, and Behaviors.
LDR:03643ntm a2200337K 4500 001 915505
005 20180803131930.5
006 m o u
007 cr mn||||a|a||
008 190606s2016 xx obm 000 0 eng d
020 $a 9780355029260
035 $a (MiAaPQ)AAI10632774
035 $a (MiAaPQ)vireo:harvard948Wilmuth
035 $a AAI10632774
040 $a MiAaPQ $b eng $c MiAaPQ
100 1 $a Wilmuth, Caroline Ashley. $3 1188882
245 1 0 $a Gender Differences in Professional Advancement : $b The Role of Goals, Perceptions, and Behaviors.
264 0 $c 2016
300 $a 1 online resource (160 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertation Abstracts International, Volume: 78-12(E), Section: B.
500 $a Advisers: Amy Cuddy; Robin Ely.
502 $a Thesis (Ph.D.)--Harvard University, 2016.
504 $a Includes bibliographical references
520 $a Women are significantly underrepresented in senior-level positions within organizations. A great deal of research has provided evidence that both demand-side factors (e.g., bias and discrimination) and supply-side factors (e.g., the different behavioral tendencies of men and women) significantly contribute to this gender disparity. However, demand- and supply-side factors are inextricably linked, such that differences in supply-side behaviors are often elicited in response to the divergent demand-side treatment that members of each gender receive. The aim of the current research was to investigate whether men and women's goals, which are a strong predictor of downstream behavior, are similarly affected by differences in the ways that men and women are evaluated and treated. Thus, across 12 studies, employing a total of 6,245 participants, we examined differences in the professional advancement goals, perceptions, and behaviors exhibited by men and women. Our findings reveal that, compared to men, women view attaining power at work as less of a goal and opportunities for professional advancement as less desirable. To explore what may be shaping these differential objectives, we examined four potential contributing factors: (i) perceived attainability, (ii) perceptions of negative outcomes, (iii) perceptions of resistance and backlash to one's ideas and abilities, and (iv) perceived belonging among one's coworkers. While we found no gender difference for perceptions of attainability, resistance and backlash, or belonging, women did anticipate more negative outcomes (i.e., conflict amongst one's goals, trade-offs, time constraints, and sacrifice) being associated with a promotion or high-power job opportunity. Moreover, these perceptions explained the relationship between women's reduced desire for and pursuit of opportunities related to career advancement. These results are in line with the disproportionate level of domestic responsibilities placed on women as well as the conflicting nature of what it means to be a leader and what it means to be a woman from a societal expectations standpoint. Past research has shown that women's perceptions of this imbalance and incongruity exert considerable influence over their behavior, but the current research suggests that this role conflict manifests itself on an even deeper level, by influencing the underlying goals that women have for themselves.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
650 4 $a Social psychology. $3 554804
650 4 $a Management. $3 558618
650 4 $a Experimental psychology. $3 1180476
655 7 $a Electronic books. $2 local $3 554714
690 $a 0451
690 $a 0454
690 $a 0623
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a Harvard University. $b Organizational Behavior. $3 1188883
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10632774 $z click for full text (PQDT)