Male Supervisors Research Articles

Saying It Like It Isn't: Mixed Messages From Men and Women in the Workplace1

Participants in a simulated work environment were exposed to 1 of 4 feedback conditions that varied in verbal and nonverbal positivity (positive content/positive tone, positive content/negative tone, negative content/positive tone, or negative content/negative tone). Either a male or a female supervisor provided this feedback. Results indicate that both productivity and general work satisfaction varied by feedback condition and gender. For example, female subordinates reported higher rates of satisfaction to positive content/negative tone messages and male subordinates reported higher rates of satisfaction to negative content/positive tone messages. Additionally, the productivity of male subordinates with male supervisors appeared to be distinctly influenced by positive tone relative to all other dyadic compositions. These results demonstrate the importance of examining both verbal and nonverbal components of feedback messages, along with the gender of the supervisor and subordinate.

Interactions of Gender and Race in Workers’ Help Seeking for Personal/Family Problems

Most research on supervisor support and intervention with troubled workers has focused on Caucasian male workers and supervisors, with little emphasis on differences in experiences by gender and race. Thus, little is known about how the gender and race of workers and supervisors may interact to affect help seeking and giving. This study examines through questionnaires to 429 manufacturing employees cross-gender and -race worker-supervisor relationships related to workers’ help seeking for personal problems, perceptions of supervisor support, and supervisor intervention. Multivariate analyses show main effects for workers’ and supervisors’ gender on personal problems and help seeking and interaction effects for workers’and supervisors’gender and race on measures related to personal problems and supervisor intervention. African American workers, especially women, appear to experience more formal than informal supervisor intervention. Female supervisors tend to engage in more formal intervention with troubled workers than do male supervisors.

Gender and conversational behaviour in family therapy and live supervision

The association between supervisors’ and therapists’ gender and the conversational behaviour of four supervisors, nineteen trainee family therapists and twenty clients before, during and after eighty‐eight live supervisory phone in events were examined in this study. Clients’ co‐operation was not directly related to the gender of therapists and supervisors. The quality of supervisors’ collaborative behaviour was highest for events in systems where male supervisors were supervising male therapists and lowest for events in systems where male supervisors were supervising female therapists. In systems containing female supervisors and male therapists, therapists engaged in frequent collaborative behaviour and less frequent teaching behaviour with their clients. The quality of therapists’ collaborative and supportive behaviour was highest in these systems. The unexpected results of this study suggest that the way supervisors interact with therapists and therapists interact with clients does not conform to gender stereotypic conversational behaviour in which males are directive and females affiliative. It may be that individuals whose conversational behaviour does not conform to gender stereotypes decide to become family therapists or that family therapy training helps people develop alternatives to gender‐stereotypical conversational behaviour.

The Impact of Same‐Sex LMX Dyads on Performance Evaluations

AbstractNumerous studies have found that supervisors rate women lower than men for similar levels of performance, suggesting that for female employees, performance alone may not be able to guarantee fair ratings. What is not clear is whether this disparity is a function of the gender composition of the supervisor–subordinate dyad or simply a case of male supervisor rating behavior. Based on data from supervisor–subordinate dyads in four organizations, we found that after controlling for performance, both male and female supervisors exhibit a positive bias toward subordinates of the same sex and rate members of the same gender higher. © 2001 John Wiley & Sons, Inc.

Gender and discipline in the workplace: Wait until your father gets home

This study examined recipients’ perceptions of workplace discipline. Females delivering discipline were perceived to be less effective and less fair than males. Both recipients’ biases and behavior differences by male and female supervisors appear to contribute to reduced effectiveness. These results suggest the need to raise the awareness of managers and subordinates regarding potential negative reactions to females administering discipline. Special training in discipline delivery for female managers may also be warranted.

Manufacturing Sexual Subjects

Standing for all instances of problematic workplace sexuality, the notion of `sexual harassment' illuminates but also obscures the role of desire in work relations. It spotlights isolated individual interactions at the expense of structural processes and stresses choice and blame rather than the way in which a given workplace evokes particular sexual subjectivities in the service of production. An ethnography of shopfloor relations in a Mexican export-processing plant shows how labor control operates through the interpellation of both workers and supervisors as sexual subjects. In this plant, panoptic architecture evokes and focuses the male gaze in the service of `quality' and `efficiency', and desire emerges as a force of production. Male supervisors are located as voyeurs and young female workers as sexual objects to be consumed. Worker efficiency and desirability are conflated and workers become subject to management for the affirmation of both. In such a setting, framing shopfloor sexuality as aberrant distracts from its primary, and equally problematic, function as a shopfloor discipline.

Supervisor gender, leadership style, and perceived job design

Using a national sample of 7,733 young working adults, the relationship between supervisor gender and perceived job design was explored. Results indicated that a supervisor’s gender did indeed influence subordinates’ perceptions of their job, and the differences were attributed to the different leadership styles men and women frequently use in the workplace. Overall, subordinates who had female supervisors perceived greater interpersonal aspects in their jobs, while subordinates who had male supervisors perceived greater structure in their jobs.

The effect of supervisor and trainee therapist gender on supervision discourse

The effects of supervisor and trainee therapist gender on supervision discourse were examined in this study. Forty episodes of supervision discourse, with ten drawn from each of four types of supervision systems were videotaped. The systems were (1) male supervisor and male trainee therapist; (2) male supervisor and female trainee therapist; (3) female supervisor and male trainee therapist; and (4) female supervisor and female trainee therapist. The episodes of supervision discourse were analysed using a supervision discourse coding system which showed adequate inter‐rater reliability. For supervisors, the coding system allowed a directive discourse style and a collaborative discourse styled to be coded. A cooperative discourse style and a resistant discourse style could be coded for trainee therapists. Two statistically significant findings of considerable theoretical and clinical importance emerged. First, contrary to stereotypic expectations, discourse characterized by a directive supervision style and a resistant trainee therapist style was more common for systems containing a female supervisor than for those containing a male supervisor. Second, for same gender supervisor‐trainee‐therapist supervision systems, a collaborative systemic supervision style was correlated with both cooperative and resistant trainee therapist styles. This discourse pattern did not occur for opposite gender supervision systems, indicating that a collaborative supervision discourse style is consistently associated with trainee therapist parti‐cipation (either cooperatively or resistantly) within same gender pairings of supervisors and trainee therapists. These results are discussed in light of relevant literature on gender, power and supervision process and the limitations of the study are considered.

Sexual Harassment in PhD Supervision

This article analyses the previously unresearched dynamics of sexual harassment in cross-gender, one-to-one PhD supervision in a UK social science faculty education department. I discuss two women research students' reflections on their supervisory relationships with a sexually harassing male supervisor, including the processes of obtaining a supervisor and the establishment or curtailment of the relationship. When students decide whether or not to be supervised by a particular individual there is a tension between personal compatibility and relevant research expertise. Once the relationship is established there is a further tension because the boundaries between discussions about academic work and personal life are so easily blurred. In particular, it is suggested that the sexually harassing male supervisor cannot simply be viewed as an aberration, for his exploits reveal a strategic exploitation of conditions which are actually integral and arguably necessary to this distinctive academic relationship.

Perceived Discrimination Among Women in Law Enforcement

ABSTRACT This work explores the depth and dimensions of gender-based discrimination as perceived by female police officers. Using snowball sampling, 27 currently employed female law-enforcement officers in a large metropolitan area of the Southwest were interviewed. Qualitative data analysis techniques were used to analyze the findings and to extract the themes that emerged from the women's perceptions of discrimination coming from their male peers, from male supervisors or administrators, and from citizens of both sexes. Most of thepolicewomen interviewed reported experiencing discrimination from one or all of these sources. However, almost without exception, they saw their situation today as improved over that of the past policewomen. No consistent differences in perceptions emerged related toage, race-ethnicity, rank, employer, or length of service.

Gender Differences and Managerial Competencies

The basic competencies underlying the task of management are examined using the U S Merit Systems Protection Board's 1991 Federal First-Line Supervisors survey (based on the US. Office of Personnel Management's Management Excellence Inventory "job analysis") This paper tests whether male and female supervisors perceive the essential responsibilities of the managenal job similarly

A theoretical integration of sexual harassment models

Reports research statistics that reveal that half of all working women are likely to suffer some form of sexual harassment during their careers, particularly those in non‐traditional posts. Outlines different explanatory theories for sexual harassment proposed in current literature, focusing in particular on socio‐cultural, organizational and individual differences models, and seeks to examine the interaction between various factors identified. Discusses the main effects of power distance, attitudes towards women and gender/job match on sexual harassment, and develops models of sexual harassment behaviour to examine the interaction between these three factors for women with male supervisors in traditional and non‐traditional roles, identifying the circumstances in which quid pro quo and hostile environment sexual harassment are most likely and most unlikely to occur. Illustrates how the different factors involved foster different kinds of sexual harassment at different levels of severity, and concludes that multiple strategies are required to address such behaviour.

What Works for the Gander Does Not Work as Well for the Goose: The Effects of Leader Behavior

This study examines the effects of leader behaviors and leader gender on employees' perceptions of support from the organization and employee commitment to the organization. Ninety‐one employees completed a survey measuring leader behaviors, perceived organizational support, and organizational commitment. Results confirmed the hypothesis that a high interpersonal orientation and high task orientation had the most positive effect on employee attitudes. However, the high interpersonal orientation and high task orientation were not equally effective for both female and male leaders. Employees perceived more support from the organization when their supervisors, either female or male, used a high consideration–high initiating structure style than when they used a low consideration–low initiating structure style. On the other hand, only those employees who work for a male supervisor who is high in consideration and high in initiating structure were more committed to the organization.

Anger and Gender Effects in Observed Supervisor-Subordinate Dyadic Interactions

This study investigates the effects of a supervisor's anger and supervisor's and subordinate's gender on evaluations made by observers of interacting supervisor-subordinate dyads. In a laboratory experiment, 370 undergraduates viewed one of eight video-tapes representing the conditions of the 2 (gender of supervisor) × 2 (gender of subordinate) × 2 (presence or absence of anger) design and then completed evaluations of the supervisor and the subordinate. A field study using 265 employees from three organizations replicated the laboratory results. In spite of constant dialogue in the interactions across all eight conditions, supervisors expressing anger were rated lower and female supervisors were rated higher by observers. Subordinates were rated higher when interacting with an angry supervisor and when interacting with a male supervisor. Main effects of supervisor's gender may reflect over-evaluation of unexpected, albeit average, performance. The joint supervisor and subordinate effects are interpreted as reflecting a dyadic rating effect in which high ratings assigned to one member of the dyad are accompanied by lower ratings assigned to the other member.

Sense of coherence, negative affectivity, and general health in farm supervisors.

Interview schedules were administered, 9 mo. apart, to 79 male first-line supervisors. The first included the 13-item Sense of Coherence scale (Antonovsky) and the PANAS, from which the Negative Affectivity scale was used; the second included two graphic rating scales for general health. Scores on Sense of Coherence and Negative Affectivity correlated -.30, indicating that the relationship is not always strong enough to assume that the former scale measures the inverse of the latter. Scores on Sense of Coherence and health ratings correlated .26, reducing to .25 with Negative Affectivity partialled out. This supports the validity of the Sense of Coherence scale as a measure of Antonovsky's "salutogenesis" construct.

Relationship of supervisor and trainee gender to in-session verbal behavior and ratings of trainee skills.

This study of 44 supervision dyads investigated the effects of supervisor and trainee gender on the verbal interactions of participants and on their perceptions of trainee skill levels. Supervisor and trainee utterances were coded as being relationship or task focused. Male supervisors paired with male trainees engaged in more task-oriented discourse than did other dyad configurations. In other analyses, gender did not affect which party exerted more effect on the structure of the interactions. Finally, no significant differences were found in how male and female trainees rated their own skill levels.

Female MSW Students' Satisfaction with Practicum Supervision: The Effect of Supervisor Gender

This report of a spring 1995 study involving 78 female MSW students at the University of Georgia compares the degrees of satisfaction with field practicum supervision of those with female and male field instructors respectively, using previously published measures of supervision satisfaction. One statistically significant but practically unimportant difference was revealed favoring male supervisors. The results are discussed in terms of past literature on gender in clinical supervision; areas for future research are also suggested. The little existing empirical research appears to support a gender-neutral policy for matching MSW students with practicum supervisors.

Reward Allocations, Gender, and Task Performance

Undergraduate subjects were asked to picture themselves as supervisors deciding how much to pay each member of a group of five workers. Independent variables are sex composition of work group, sex of high or low producer, output of deviant producer, and group task outcome. We examined choice of equality versus equity, dollar amount allocated, perception of relative value of workers, social orientation, and task orientation. Only one of the original hypotheses, the only one not related to gender, was supported: There is an association between expressing a social orientation and choosing to allocate equally, and between expressing a task orientation and choosing to allocate equitably. This finding characterized male and female subjects equally. We found no support for any hypotheses based on common assumptions about gender and allocation, or gender and management style. Male and female supervisors respond similarly to both mixed sex groups and groups of their own gender, but differently to supervising a group that consists entirely of workers of the opposite gender to themselves. Perceived success versus failure of the group is an important conditioning variable.

Examination of supervisory satisfaction in traditional and nontraditional gender-based reporting relationships

Supervisory Satisfaction relates to satisfaction with supervision rather than other conditions or agents in the work place. The supervisor-subordinate relationship is becoming increasingly important given the shift from managing work to managing people. Six variables were theorized as influencing satisfaction. Developing a parsimonious model to predict the variance in supervisor satisfaction, this empirical study examined 202 traditional supervisory relationships (subordinate reporting to a male supervisor) and 48 nontraditional supervisory relationships (subordinates reporting to a female supervisor). The sample was predominantly whites. Four of the five variables theorized, predicted a high level of variance in supervisory satisfaction in both traditional and nontraditional relationships. However the predictors were not different for the two groups.

Gender Sensitive Supervision:

Feminist approaches to counseling and therapy have received increasing attention during the past decade. Curiously, though, despite the large number of women receiving clinical supervision for men as well as women, there remains a dearth of literature addressing the general importance of a gender sensitive perspective for both male and female clinical supervisors. Clinical supervisors now need to consider gender both within the therapeutic relationship as well as in the supervisory relationsip. This paper examines the implications of gender for clinical supervisors with particluar attention for feminist theory.