Framing Advantageous Inequity with a Focus on Others: A Catalyst for Equity Restoration (Rosette)
Although fairness and self-interest are frequently touted as dueling responses to experiences of advantageous inequity, existing equity research generally does not specify the conditions under which a self-interest-based response that maintains the inequitable relationship or a fairness-based response that seeks to redistribute resources will be evoked by those who benefit. The current study investigates if the manner in which advantageous inequity is framed influences the beneficiary’s response. Experimental results showed that when advantageous inequity was framed with an other-focus (i.e., “another person’s unfair disadvantage”) as opposed to a self-focus (i.e., “my unfair advantage”), those who benefitted were more likely to redistribute resources, less likely to engage in self-serving biases, and less likely to derogate others. These findings highlight the importance of considering how advantageous inequity is framed when considering remedies for social inequity.
The Detrimental Effects of Men’s Apprehension About Appearing Positively Prejudiced Toward Physically Attractive Women (Duguid & Rosette)
Based on self-regulation research and the physical attractiveness paradigm, we investigated whether men rather than women would be motivated to regulate and suppress their positive prejudice toward physically attractive opposite-sex individuals when concern about appearing biased was high. A survey of working professionals, Study 1, found that men experienced more apprehension than women about appearing positively biased toward opposite-sex individuals. A subsequent series of experimental studies showed that this heightened apprehension experienced by men may be detrimental for physically attractive women. When concern about how they would be evaluated by others was high (rather than low), men were more likely to engage in avoidance (Study 2), negative prejudice (Study 3), and discrimination (Study 4) toward physically attractive women. Evaluative concerns did not influence decisions made by women toward physically attractive men. Study 5 showed that apprehension about appearing positively prejudiced by other people mediated the relationship between gender and preference for physically attractive opposite-sex individuals.
Are Male Leaders Penalized For Seeking Help? The Influence of Gender and Asking Behaviors on Competence Perceptions (Rosette, Mueller, & Lebel)
We integrate research on help seeking, leadership, and gender differences to explore the potential costs for leaders who seek help. In three studies using field methodology and laboratory experiments, we test hypotheses derived from role congruity theory to suggest that male leaders are more susceptible to negative perceptions of their competence when they seek help as compared to female leaders. Studies 1 and 2 demonstrate that male leaders suffer greater competence costs than female leaders when seeking help. Study 3 shows that leader typicality mediates the relationship between help seeking, leader gender, and perceptions of competence. We conclude the paper with a discussion on the implications and future directions for research on leadership and help seeking.
The Friendly Deviant: Examining Gender Differences in Performance Valuations when OCBs and CWBs Co-occur (Rotundo & Rosette)
The purpose of this research was to investigate whether men and women are evaluated differently when positive discretionary behaviors, also known as organizational citizenship behaviors (OCBs), and negative discretionary behaviors, also known as counterproductive work behaviors (CWBs), occur together. Given the substantial overlap between the communality of the female gender role and OCBs and the similarities between the agency of the male gender role and CWB it was predicted that when OCBs and CWBs jointly occur, women are evaluated more favorably than men. Study 1 found that women were evaluated more favorably than men when they engaged in OCBs and CWBs in tandem. Study 2 showed that this female advantage occurred when interpersonally-targeted OCBs were coupled with organizationally-targeted CWBs. The third study replicated Study 2 findings and showed that the favorable perceptions extended to promotion potential for both junior and senior level job positions.