The Effects of Organizational Context on Occupational Gender-Stereotyping

The Effects of Organizational Context on Occupational Gender-Stereotyping This study examined the effects oforganizational context and subject gender onoccupational gender-stereotyping. Subjects (153Caucasians, 10 African Americans, 3 Asians, 3 Latinos,2 Native Americans, and 11 unidentified) rated 8 gender-neutraloccupations on a 7-point bi-polar scale representing thedegree to which they felt the occupations were“masculine,” “feminine,” or“neither masculine nor feminine.” One experimentalgroup read a masculine-typed organizational descriptionprior to rating the occupations and the secondexperimental group read a feminine-typed organizational description. The control group read noorganizational description. A two-way ANCOVA (2 genders× 3 organizational contexts) was used to test thehypotheses. A significant main effect for organizationalcontext was found, but the interaction effect was notsignificant. Sex Roles Springer Journals

The Effects of Organizational Context on Occupational Gender-Stereotyping

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Kluwer Academic Publishers-Plenum Publishers
Copyright © 1999 by Plenum Publishing Corporation
Psychology; Gender Studies; Sociology, general; Medicine/Public Health, general
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