Supervisor Gender Research Articles

Spillover and crossover of sex-based harassment from work to home: Supervisor gender harassment affects romantic relationship functioning via targets' anger

Summary We investigate how gender harassment affects the romantic relationships (i.e., romantic relationship adjustment and romantic relationship efficacy) of female targets (spillover effects) and their romantic partners (crossover effects), and what role targets’ anger in response to their gender harassment plays in these relationships. We explored these questions using two US samples. Sample 1 comprised 206 females, all of whom provided data on their gender harassment experiences, feelings of anger, and romantic relationship functioning. Sample 2 consisted of 60 romantic dyads. Females once again provided data on their gender harassment experiences and feelings of anger; their romantic partners reported on their own romantic relationship functioning. Full support emerged for hypothesized spillover effects: supervisor gender harassment indirectly and negatively influenced targets’ romantic relationship adjustment and romantic relationship efficacy through target anger (Sample 1). Full support also emerged for hypothesized crossover effects: supervisor gender harassment indirectly and negatively influenced the romantic relationship adjustment and romantic relationship efficacy of targets’ romantic partners through target anger (Sample 2). Implications for theory, research, and practice are considered. Copyright © 2014 John Wiley & Sons, Ltd.

Does the Gender of Quick-Service Franchisees and Corporate Supervisors and Managers Affect Restaurant Appearance and Food Safety Performance?

The purpose of this study was to examine whether restaurant customer ratings for store appearance and food safety performance are associated with manager gender. Data were collected over a 1-year period utilizing two samples: (1) franchise owners and corporate supervisors and (2) corporate managers. The results of this study showed that female franchise owners and corporate supervisors had higher scores on store appearance than those units owned or supervised by males. Similarly, by utilizing a sample of corporate restaurant managers, and controlling for the leader-member exchange with employees, the results found that female managers had higher store appearance and food safety scores than their male counterparts. This study suggests that hospitality researchers and practitioners should utilize gender differences when identifying ways to improve restaurant cleanliness and food safety dimensions.

Are Female Supervisors More Female-Friendly?

We introduce the idea that easily inferable demographic characteristics such as gender may not be sufficient to define type in the supervisor-employee mentoring relationship. We use longitudinal data on athletic directors at NCAA Division I programs to identify through observed mobility the propensity of top-level administrators to hire and retain female head coaches, above and beyond an organization's culture. We show that supervisor gender appears to be unrelated to female friendliness in this setting. Overall, our findings indicate that more focus should be placed on the more complex manager type defined by attitudes in addition to attributes.

Associations between employee and manager gender: impacts on gender-specific risk of acute occupational injury in metal manufacturing

BackgroundPrior research has shown increased risk of injury for female employees compared to male employees after controlling for job and tasks, but have not explored whether this increased risk might be moderated by manager gender. The gender of one’s manager could in theory affect injury rates among male and female employees through their managers’ response to an employee’s psychosocial stress or through how employees differentially report injuries. Other explanations for the gender disparity in injury experience, such as ergonomic factors or differential training, are unlikely to be impacted by supervisor gender. This study seeks to explore whether an employee’s manager’s gender modifies the effect of employee gender with regards to risk of acute injury.MethodsA cohort of employees and managers were identified using human resources and injury management data between January 1, 2002 and December 31, 2007 for six facilities of a large US aluminum manufacturing company. Cox proportional hazards models were employed to examine the interaction between employee gender and whether the employee had female only manager(s), male only manager(s), or both male and female managers on injury risk. Manager gender category was included as a time varying covariate and reassessed for each employee at the midpoint of each year.ResultsThe percentage of departments with both female and male managers increased dramatically during the study period due to corporate efforts to increase female representation in management. After adjustment for fixed effects at the facility level and shared frailty by department, manager gender category does not appear to moderate the effect of employee gender (p = 0.717). Manager category was not a significant predictor (p = 0.093) of time to first acute injury. Similarly, having at least one female manager did not modify the hazard of injury for female employees compared to males (p = 0.899) and was not a significant predictor of time to first acute injury (p = 0.601).ConclusionsPrior findings suggest that female manufacturing employees are at higher risk for acute injury compared to males; this analysis suggests that this relationship is not affected by the gender of the employee’s manager(s).

Employee Gender vs. Supervisor Gender: Gender Interaction Effects in Employees’ Upward Influence Behavior in Hotels

This study examined gender interaction effects in employees’ use of upward influence tactics. Employee and supervisor genders were paired up in a 2 × 2 design containing four cells. Data were collected from 108 employees in a Dutch hotel. Hypotheses were tested using both the traditional ANOVAs and the more robust Orthogonal Contrasts Approach. Results showed gender interaction effects existed in hard influence tactics. Specifically, assertiveness was used the least by female employees on male supervisors, and coalition was used the most by male employees on female supervisors. Theoretical and practical implications of the findings were discussed.

The relationship of supervisor and trainee gender match and gender attitude match to supervisory style and the supervisory working alliance

AbstractBackground: Gender‐related events have the potential to impact the supervisory relationship. Gender events might be related to the match between supervisors and supervisees on variables such as gender or gender attitudes. Method: In this study, we sought to determine whether gender match and gender attitude match were related to supervisory style and the supervisory working alliance in 94 supervisory dyads using four instruments: the Gender Attitude Inventory; Operationalisation of Gender Match; Supervisory Styles Inventory; and the Working Alliance Inventory/Supervision. Results: Progressive dyads (in which supervisors have more liberal attitudes about societal issues and culturally defined roles for women than their supervisees) were perceived by supervisors as more task‐oriented than parallel‐high dyads (in which supervisors and supervisees both had liberal attitudes). Implications for counselling supervision are discussed.

Does supervisor gender affect wages?

This paper uses data from the National Longitudinal Survey of Youth, 1979 (NLSY79) and the Current Population Survey to estimate the wage effects of having a female supervisor. Existing studies, using OLS to estimate the supervisor gender effect, find wage penalties for both men and women associated with working for a female supervisor. We extend this research in two important ways. First, we control for gender segregation at job level as opposed to the broader occupation level. This is important because of the concern that supervisor gender is simply a proxy for the gender-type of the job. Second, we apply fixed effects estimation to control for selection effects of supervisor gender. When using OLS we find estimates of the supervisor gender effect similar to those in the existing literature. However, when using fixed effects we find no evidence of a supervisor gender effect for women and only a small, marginally significant effect for men. We conclude that existing OLS estimates overstate the importance of the impact of supervisor gender on wages.

Dips and Floors in Workplace Training: Using Personnel Records to Estimate Gender Differences

Using personnel records from a single large German firm in the financial industry, this paper provides detailed evidence on the effect of age and the supervisor's gender on gender differences in workplace training, holding constant various workplace characteristics. We implement an age-specific decomposition of the incidence and the duration of training into three terms: an age-specific coefficients effect, an age-specific characteristics effect, and an age composition effect. Our results show that the gender training gap changes with age. Females obtain less training during the early career, and their training occurs at higher age. The timing of the gender training gap seems to be driven by diverging career paths associated with employment interruptions. However, we find no evidence for catching-up effects after parental leave. A decomposition of the training gap including supervisor fixed effects reveals that supervisors do not treat male and female employees differently. Supervisors assign more training to all employees if they themselves participate more in training.

El género en las tesis doctorales en otorrinolaringología en España

Introduction and objective In last decades women in Spain have a greater access to postgraduate education. The objective of this study was to perform a gender analysis on the Otolaryngology doctoral theses presented in a 25 year-period. Methods The TESEO data base on doctoral theses was searched for theses on Otorhinolaryngology written between 1981 and 2005. As strategy for the research we employed the terms: 1) Otorrinolaringología (Otorhinolaryngology); 2) Cirugía de garganta, nariz y oídos (Ear, nose and throat surgery); 3) Fisiología de la audición (Physiology of hearing); 4) Fisiología del equilibrio (Physiology of balance); 5) Física de la audición (Physics of hearing); and 6) Bioacústica (Bioacoustics). Results A total of 450 theses (18.0±8.3 theses/year) were found, of which 129 were written by females (28.6%). There was a gender imbalance among authors, with 5.2±3.4 theses/year for women vs. 12.9±6.6 theses/year for men ( p=0.0002). Nevertheless, there was a tendency toward equality in the last 10 years ( p=0.001). On the other hand, the PhD student's gender was clearly related to the supervisor's gender ( p=0.0001). With respect to the main topics in our area (otology, audiology/vestibular diseases, rhinology and pathology of paranasal sinuses and neck diseases), there were no significant differences between males and females ( p=0.231). Conclusions These results indicate a tendency towards equality in the number of men and women successfully completing doctoral studies in Otolaryngology. However, the PhD student's gender is clearly related to the supervisor's gender.

Gender patterns in Spanish otolaryngologic doctoral theses

Introduction and objectiveIn last decades women in Spain have a greater access to postgraduate education. The objective of this study was to perform a gender analysis on the Otolaryngology doctoral theses presented in a 25 year-period. MethodsThe TESEO data base on doctoral theses was searched for theses on Otorhinolaryngology written between 1981 and 2005. As strategy for the research we employed the terms: 1) Otorrinolaringología (Otorhinolaryngology); 2) Cirugía de garganta, nariz y oídos (Ear, nose and throat surgery); 3) Fisiología de la audición (Physiology of hearing); 4) Fisiología del equilibrio (Physiology of balance); 5) Física de la audición (Physics of hearing); and 6) Bioacústica (Bioacoustics). ResultsA total of 450 theses (18.0±8.3 theses/year) were found, of which 129 were written by females (28.6%). There was a gender imbalance among authors, with 5.2±3.4 theses/year for women vs 12.9±6.6 theses/year for men (P=.0002). Nevertheless, there was a tendency toward equality in the last 10 years (P=.001). On the other hand, the PhD student's gender was clearly related to the supervisor's gender (P=.0001). With respect to the main topics in our area (otology, audiology/vestibular diseases, rhinology and pathology of paranasal sinuses and neck diseases), there were no significant differences between males and females (P=.231). ConclusionsThese results indicate a tendency towards equality in the number of men and women successfully completing doctoral studies in Otolaryngology. However, the PhD student's gender is clearly related to the supervisor's gender.

Does Gender Combination Matter? Differentiated Perceptions towards Managerial Effectiveness of Women

The main objective of this study is to explore differentiated perceptions of female supervisors in comparison with their male counterparts in Korea. Women are increasingly entering managerial positions and special attention was given to the ‘gender combinations’ of male/female supervisors and female/male subordinates respectively. In doing so, this study addresses the following questions: are the attributes of female supervisors viewed in the same way as their male counterparts? Does the gender of supervisors make a difference in perceptions about their effectiveness as managers? Do gender combinations influence the evaluation of managerial effectiveness from the subordinates' point of view? What are the implications for gender equality in organizations? The overall findings showed that male supervisors received more positive evaluations than female supervisors regarding managerial effectiveness. Also, the findings indicated a belief in the ‘instrumentality’ of men as managers. However, the study indicated that the perceptual gap regarding managerial effectiveness between male and female supervisors may be narrowing. Implications of these outcomes for gender equality in organizations are discussed.

Differences On The Job for Female And Male Sport Management Interns

Internships are essential parts of quality sport management education, enabling students to link the classroom - professional environments through observation, exploration, and participation. Given the significance of the internship experience, it is important to determine if all students have the same opportunities for learning. The purpose of this study was to describe working (i.e., learning conditions) for female and male sport management interns working in college sport. Participants were collegiate athletics administrators (N = 257) who provided information on seven aspects of students’ (N = 379) internship experiences. A Chi Square model found differences (p = <.05) favoring males in intern selection, employment status, and salary, as well as job assignments in sports information, corporate sales, and compliance. In addition, female interns performed more clerical duties than males. Supervisor gender was a significant factor in some cases. It was concluded that biases favoring males exist in many facets of collegiate internships.

Gender Differences in the Supervisory Relationship

It is rare to address gender issues in counseling supervision and little research has been devoted to these. This review describes supervisor and supervisee gender expectations, role disparities, supervisory relationship differences, and variations in communication styles of males and females. Specific suggestions are offered to remove gender bias from the supervision process.

Gender and the Quality of the Leader-Member Exchange: Findings from a South African Organisation

Traditional leadership approaches have tended to examine leadership solely from the leaders' perspective. Past research has also assumed the existence of a ‘general leadership style’, which a leader displays toward all subordinates. However, there are more modern, alternative approaches to leadership that emphasise the importance of the exchanges between leader and follower. One conceptualisation central to the understanding of leadership practices is the leader–member exchange model. This model was adopted in the present study as a theoretical framework from which to start developing an understanding of gender and leadership within a South African context. Leader–member exchange focuses on the individual dyadic relationship between supervisors or managers and each of their subordinates, and emphasises the differences in the manner in which a supervisor behaves toward different subordinates. The purpose of this study was to examine the impact of gender on the quality of leader–member exchange relationships. The research was conducted on a sample of 29 individuals comprising two mixed gender groups, each supervised by a different supervisor (a male-supervised group and a female-supervised group). The findings revealed that males experienced a more positive leader–member exchange relationship under male supervision and females experienced a more positive leader–member exchange relationship under female supervision. Also, a significant interaction was found between gender of supervisor and gender of subordinate, thus emphasising different patterns of exchange between the two groups.

Remedy‐seeking responses to wrongful dismissal

PurposeThis study's purpose is to investigate the antecedents of an employee's remedy‐seeking behavioral intentions in response to wrongful dismissal.Design/methodology/approachHypotheses generated by two paradigms are tested, the similarity‐attraction and the similarity‐betrayal paradigms, using Tobit regression and data from a scenario‐based survey of employees.FindingsConsistent with the similarity‐attraction paradigm, the management team's racial and deep‐level similarity to the employee both were negatively related to the employee's propensity to consult a lawyer. Consistent with the similarity‐betrayal paradigm, the employee's propensity to consult a lawyer increased with the supervisor's deep‐level similarity to the employee; among men, the propensity to complain to regulatory agencies increased with the management team's gender similarity and the propensity to not seek a remedy declined with the supervisor's gender similarity.Research limitations/implicationsLimitations of the study include the use a single‐source, cross‐sectional, convenience sample; the small size and heterogeneity of the non‐white sub‐sample; and the limited number of control variables. Future research should explore whether the findings are robust when tested using alternative types of data; alternative wrongful dismissal scenarios; a more extensive set of controls for organizational, job, and personal characteristics; and larger, more diverse sub‐samples of non‐whites.Practical implicationsOrganizations should manage dismissals in a manner that encourages employees to favor internal remedy‐seeking over external remedy‐seeking options.Originality/valueThis study is the first to investigate the antecedents of a wrongfully dismissed employee's propensity to engage in internal as well as external remedy‐seeking and to explore the effects of management's similarity to the employee on the employee's remedy‐seeking actions.

Sexual Harassment and Demographic Diversity: Implications for Organizational Punishment

Sexual harassment has come to the forefront in the past two decades as an issue that warrants greater attention both in terms of social policy reform and academic research. Although sexual harassment has been found to negatively impact job satisfaction, somatic complaints, and supervisor satisfaction, little is known about the specific way in which changing demography in managerial ranks impacts the way in which harassment is perceived. As women continue to advance into managerial ranks, a closer examination of both supervisor and subordinate gender with regard to harassment consequences is warranted. In this research, we examine with a sample of 130 municipal court clerks whether gender impacts harasser punishment, the degree to which harassers are considered responsible for harassment, and the degree to which the harassment is perceived as serious. The design is a 2×2×2 factorial, with independent variables of harasser (male/female), harassee (male/female), and harassment type (quid pro quo, hostile environment). Contrary to what was hypothesized, men who harassed women were viewed more responsible for the harassment than men who harassed men, while a corresponding difference did not occur for women. Similarly, sexual harassment was viewed most seriously when men harassed women. When it came to administering punishment, however, women who harassed men were given more stringent punishment, providing support for views held by society regarding the appropriateness of men's and women's sexual behavior. Results are discussed with regard to status incongruency theory, societal views, and media attention.

Are female supervisors good for employee job experiences, health, and wellbeing?

PurposeAims to investigate managers’ reports of their job experiences, wellbeing, and health outcomes as a function of whether they had either a male or a female supervisor.Design/methodology/approachSelf‐report survey data were collected from male (n =328) and female (n =222) managers; these managers, in turn, had either a male or a female supervisor.FindingsConsistent with the hypothesis, two (gender of participant) by two (gender of supervisor) analyses of covariance revealed that all managers with female supervisors reported significantly higher levels of mastery and social support at work, and lower levels of work to family conflict and depression. Women with female supervisors also reported significantly higher levels of job autonomy and work absences than did women with male supervisors or men with either male or female supervisors. In an effort to explain these outcomes, the mediational role of work‐based social support was explored as well as the gender ratio of the subordinate's work environment. Findings suggest that, for both men and women, there are some modest benefits associated with having a female supervisor and with working in a more female‐dominated environment.Originality/valueThe study is one of the few to focus on possible work‐related outcomes associated with the gender of the supervisor and the first to examine if there are any associated health and well‐being effects for their subordinates.

Gender in the boss–subordinate relationship: a Nigerian study

AbstractThe present study examines the interaction effect of gender of both subordinates and supervisors on subordinates' perception of differentiation of boss–subordinate relationship in an African setting. Data was collected from a total of 60 boss–subordinate dyads in four‐sex combinations obtained through a survey of a large five‐star hotel in Abuja, Nigeria. Results revealed that subordinates in opposite‐sex dyads perceived better quality of exchange than those in same‐sex dyads. The strongest quality of exchange was perceived in male boss–female subordinate dyad, while the weakest was perceived in female boss–female subordinate dyad. This emphasizes the importance of gender in the differentiation of boss–subordinate relationships in an African setting. Copyright © 2004 John Wiley & Sons, Ltd.

Influence Strategies in the Supervisory Dyad: An Investigation Into the Effects of Gender and Age

A content analysis of audiotapes from 42 counseling supervisory dyads examined the effects of supervisor and supervisee gender on the influence strategies used in the session. Gender of the supervisor was not related to influence strategy. Supervisors of both genders were significantly more likely to accept or build upon the ideas generated by female supervisees and asked for more opinions from male supervisees. Male supervisees gave significantly more suggestions than did female supervisees, and female supervisees praised their supervisors more often than did male supervisees. Also, age differences between supervisor and supervisee interacted with gender to affect influence strategies used in the supervisory dyad.

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.