Male Majority, Female Majority, or Gender Diversity in Organizations: How Do Proportions Affect Gender Stereotyping and Women Leaders’ Well-Being?

Whereas popular wisdom often centers on character differences between women and men when explaining work-related behavior, Kanter (1977) predicted that the proportion of women and men present in organizations is the crucial factor: With unequal proportions, women (similar to other minority persons) are singled out as “tokens” and gender becomes salient, which has been theorized to have a range of negative consequences. In contrast, if proportions of women and men are similar (i.e., in the presence of gender diversity), gender is not salient, and the work environment becomes much more positive for women. These considerations imply that not only a male majority, but also a female majority at work has negative consequences, because gender becomes salient in both cases. However, empirical research on work environments with female majorities at the top of organizations is scarce. The present study tested the perception of a range of negative consequences, including work-related well-being, among women in leadership positions in Spain who reported a male majority, a female majority, or similar proportions of both genders at the top level of their organization. The online convenience sample consisted of a total of N = 649 women leaders. In addition to work-related well-being, we measured perceived work–family conflict and perceived feelings of guilt associated with work–family conflict, traditional gender stereotypes regarding warmth and competence, women-leadership stereotypes, negative work-related stereotypes of mothers, gender harassment, and stigma consciousness. Almost all of our findings support Kanter’s theorizing that equal proportions of both genders go along with more positive perceptions as compared to a male majority. However, a female majority went along with as negative perceptions as a male majority regarding several of the outcome variables, but was associated with the most positive perceptions for other outcomes. We discuss implications and possible reasons for the latter mixed findings

Additive value of [18F]PI-2620 perfusion imaging in progressive supranuclear palsy and corticobasal syndrome

Purpose: Early after [18F]PI-2620 PET tracer administration, perfusion imaging has potential for regional assessment of neuronal injury in neurodegenerative diseases. This is while standard late-phase [18F]PI-2620 tau-PET is able to discriminate the 4-repeat tauopathies progressive supranuclear palsy and corticobasal syndrome (4RTs) from disease controls and healthy controls. Here, we investigated whether early-phase [18F]PI-2620 PET has an additive value for biomarker based evaluation of 4RTs. Methods: Seventy-eight patients with 4RTs (71 ± 7 years, 39 female), 79 patients with other neurodegenerative diseases (67 ± 12 years, 35 female) and twelve age-matched controls (69 ± 8 years, 8 female) underwent dynamic (0-60 min) [18F]PI-2620 PET imaging. Regional perfusion (0.5-2.5 min p.i.) and tau load (20-40 min p.i.) were measured in 246 predefined brain regions [standardized-uptake-value ratios (SUVr), cerebellar reference]. Regional SUVr were compared between 4RTs and controls by an ANOVA including false-discovery-rate (FDR, p < 0.01) correction. Hypoperfusion in resulting 4RT target regions was evaluated at the patient level in all patients (mean value - 2SD threshold). Additionally, perfusion and tau pattern expression levels were explored regarding their potential discriminatory value of 4RTs against other neurodegenerative disorders, including validation in an independent external dataset (n = 37), and correlated with clinical severity in 4RTs (PSP rating scale, MoCA, activities of daily living). Results: Patients with 4RTs had significant hypoperfusion in 21/246 brain regions, most dominant in thalamus, caudate nucleus, and anterior cingulate cortex, fitting to the topology of the 4RT disease spectrum. However, single region hypoperfusion was not specific regarding the discrimination of patients with 4RTs against patients with other neurodegenerative diseases. In contrast, perfusion pattern expression showed promise for discrimination of patients with 4RTs from other neurodegenerative diseases (AUC: 0.850). Discrimination by the combined perfusion-tau pattern expression (AUC: 0.903) exceeded that of the sole tau pattern expression (AUC: 0.864) and the discriminatory power of the combined perfusion-tau pattern expression was replicated in the external dataset (AUC: 0.917). Perfusion but not tau pattern expression was associated with PSP rating scale (R = 0.402; p = 0.0012) and activities of daily living (R = - 0.431; p = 0.0005). Conclusion: [18F]PI-2620 perfusion imaging mirrors known topology of regional hypoperfusion in 4RTs. Single region hypoperfusion is not specific for 4RTs, but perfusion pattern expression may provide an additive value for the discrimination of 4RTs from other neurodegenerative diseases and correlates closer with clinical severity than tau pattern expression

Gender Gap in Parental Leave Intentions: Evidence from 37 Countries

Despite global commitments and efforts, a gender-based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental-leave intentions in young adults (18–30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental-leave policies and societal gender equality. In all countries, women intended to take longer leave than men. National parental-leave policies and women’s political representation partially explained cross-national variations in the gender gap. Gender gaps in leave intentions were paradoxically larger in countries with more gender-egalitarian parental-leave policies (i.e., longer leave available to both fathers and mothers). Interestingly, this cross-national variation in the gender gap was driven by cross-national variations in women’s (rather than men’s) leave intentions. Financially generous leave and gender-egalitarian policies (linked to men’s higher uptake in prior research) were not associated with leave intentions in men. Rather, men’s leave intentions were related to their individual gender attitudes. Leave intentions were inversely related to career ambitions. The potential for existing policies to foster gender equality in paid and unpaid work is discussed.Gender Gap in Parental Leave Intentions: Evidence from 37 CountriespublishedVersio

Gender Gap in Parental Leave Intentions: Evidence from 37 Countries

Despite global commitments and efforts, a gender-based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental-leave intentions in young adults (18–30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental-leave policies and societal gender equality. In all countries, women intended to take longer leave than men. National parental-leave policies and women’s political representation partially explained cross-national variations in the gender gap. Gender gaps in leave intentions were paradoxically larger in countries with more gender-egalitarian parental-leave policies (i.e., longer leave available to both fathers and mothers). Interestingly, this cross-national variation in the gender gap was driven by cross-national variations in women’s (rather than men’s) leave intentions. Financially generous leave and gender-egalitarian policies (linked to men’s higher uptake in prior research) were not associated with leave intentions in men. Rather, men’s leave intentions were related to their individual gender attitudes. Leave intentions were inversely related to career ambitions. The potential for existing policies to foster gender equality in paid and unpaid work is discussed

Pathways to fatherhood: Exploring men’s communal intentions and engagement through the lens of parental leave

This dissertation contributes to the emerging research field on men’s underrepresentation in communal domains such as health care, elementary education, and the domestic sphere (HEED). Since these areas are traditionally associated with women and therefore counter-stereotypic for men, various barriers can hinder men’s higher participation. We explored these relations using the example of how men’s interest in parental leave – as a form of communal engagement – is shaped across different stages of the transition to fatherhood. Specifically, we focused on how gendered beliefs regarding masculinity and fatherhood, the possible selves men can imagine for their future, and the social support men receive from their normative environment relate to their intentions to take parental leave and their engagement in care more broadly. In Chapter 2, using experimental designs, we examined how different representations of a prototypical man, varying in stereotypic agentic and counter-stereotypic communal content, affect men’s hypothetical intentions to take leave and their communal possible selves. Findings suggested that a combined description of a prototypical man as agentic and communal tended to increase men’s parental leave-taking intentions as compared to a control condition. In line with contrast effects, also an exclusively agentic male prototype tended to push men towards more communal outcomes. In Chapter 3, in a cross-sectional examination of the parental leave-taking intentions of expectant fathers, we found first evidence for a link between male prototypes and men’s behavioral preferences to take parental leave after birth. Yet, the support that expectant fathers received from their partners for taking parental leave emerged as the strongest predictor of men’s leave-taking desire, intention, and expected duration. In Chapter 4, using longitudinal data collected during men’s transition to fatherhood, we studied discrepancies between men’s prenatal caregiver and breadwinner possible selves and their actual postnatal engagement in each domain. Results suggested that fathers, on average, expected and desired to share childcare and breadwinning rather equally with their partners but had difficulties translating their intentions into behavior. The extent to which fathers experienced discrepancies was related to their attitudes towards the father role and the social support they received for taking parental leave and engaging in childcare. Moreover, experiencing a mismatch between their expected, desired, and actual division of labor had consequences for fathers’ intentions to take parental leave in the future. Across the empirical chapters, we found that men generally had high communal intentions and did not consider care engagement as nonnormative for their gender. However, men continue to face barriers that prevent them from translating their communal intentions into behavior. We outline strengths and limitations of the present research given the emerging nature of the research field. Moreover, we discuss implications for future research on men’s orientation towards care as well as implications for how to foster the realization of communal intentions into actual behavior

Work-Related Impression Formation: Reviewing Parenthood Penalties and Investigating a “Fatherhood Penalty” for Single Fathers

We review the evidence that mothers, compared to childless women or fathers, are discriminated at work (“motherhood penalty”) and that fathers may receive “caregiver penalties.” We conclude that (implicitly or explicitly) expected family roles appear to determine parenthood penalties. On this basis, we examined penalties for fathers who are only assumed to be primary caregivers. We found “fatherhood penalties” for single fathers compared to married fathers (Experiment 1, N = 343) and compared to singles and single mothers (Experiment 2, N = 142 professionals). We discuss the mixed evidence on work-related perceptions of parents.status: publishe

Male Majority, Female Majority, or Gender Diversity in Organizations: How Do Proportions Affect Gender Stereotyping and Women Leaders’ Well-Being?

Whereas popular wisdom often centers on character differences between women and men when explaining work-related behavior, Kanter (1977) predicted that the proportion of women and men present in organizations is the crucial factor:With unequal proportions, women (similar to other minority persons) are singled out as “tokens” and gender becomes salient, which has been theorized to have a range of negative consequences. In contrast, if proportions of women and men are similar (i.e., in the presence of gender diversity), gender is not salient, and the work environment becomes much more positive for women. These considerations imply that not only a male majority, but also a female majority at work has negative consequences, because gender becomes salient in both cases. However, empirical research on work environments with female majorities at the top of organizations is scarce. The present study tested the perception of a range of negative consequences, including work-related well-being, among women in leadership positions in Spain who reported a male majority, a female majority, or similar proportions of both genders at the top level of their organization. The online convenience sample consisted of a total of N = 649 women leaders. In addition to work-related well-being, we measured perceived work–family conflict and perceived feelings of guilt associated with work–family conflict, traditional gender stereotypes regarding warmth and competence, women-leadership stereotypes, negative workrelated stereotypes of mothers, gender harassment, and stigma consciousness. Almost all of our findings support Kanter’s theorizing that equal proportions of both genders go along with more positive perceptions as compared to a male majority. However, a female majority went along with as negative perceptions as a male majority regarding several of the outcome variables, but was associated with the most positive perceptions for other outcomes. We discuss implications and possible reasons for the latter mixed findings.status: Published onlin

Table_1_Predictors of expectant fathers’ parental leave-taking intentions before birth: masculinity, fatherhood beliefs, and social support.DOCX

Despite continuing progress, men remain underrepresented in childcare, domestic labor, and other care work. Because parental leave is discussed as a gateway to increasing men’s childcare engagement, we aimed to gain insights into predictors of men’s parental leave-taking intentions during the transition to parenthood. Using outcomes on a continuum from behavioral preferences to more behavior-oriented measures, we examine how masculinity and fatherhood beliefs as well as social support become relevant during men’s formation of their leave-taking intentions. Planned analyses of data collected from 143 expectant fathers in Belgium and Germany revealed that the support men perceive from their partners for taking leave predicts their parental leave-taking desire, intention, and planned length of leave. Moreover, men’s conception of a prototypical man, especially in terms of agency, was linked to their desire to take leave. Against expectations, father role attitudes and workplace support did not emerge as relevant predictors of men’s intended leave-taking. Results of exploratory analyses suggest that care engagement of peers, expected backlash, and self-efficacy beliefs additionally play a role in men’s intended leave-taking. We discuss parental leave as a negotiation process within couples and review the role of men’s normative environment for their intended leave-taking.</p