Jennifer Berdahl
Biographic Data
| ID | 4083255 |
|---|---|
| NAME | Jennifer Berdahl |
| GIVEN NAMES | Jennifer |
| FAMILY NAME | Berdahl |
| SIGNATURE | BERDAHL J |
| AFFILIATIONS | University of British Columbia |
| ORCID | 0000-0001-8928-4780 |
| VERIFIED | Yes |
| TOTAL WORKS | 23 |
| TOTAL CITATIONS | 486 |
| WORKS AS AUTHOR | 23 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1996 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 8 |
Do White Women Gain Status for Engaging in Anti-black Racism at Work? An Experimental Examination of Status Conferral
Businesses often attempt to demonstrate their commitment to diversity, equity, and inclusion (DEI) by showcasing women in their leadership ranks, most of whom are white. Yet research has shown that organizations confer status and power to women who engage in sexist behavior, which undermines DEI efforts. We sought to examine whether women who engage in racist behavior are also conferred relative status at work. Drawing on theory and research on o…
Wrestling With Jello
Despite being formally all-gender, children’s baseball in Canada and the United States remains highly male dominated. We draw on the autoethnographic fieldwork of Travers as a queer/trans volunteer coach to demonstrate the social processes that reproduce male domination among coaches in children’s baseball. We employ the theoretical lens of doing/redoing/undoing gender to demonstrate the enactment of a hybrid form of masculinity we term “Good Dad…
Four ways forward in studying sex-based harassment
Purpose The purpose of this paper is to identify promising themes of the papers in the special issues of Equality, Diversity and Inclusion dedicated to advancing scholarship on sex-based harassment. Design/methodology/approach A conceptual overview of the research pertaining to these themes and an analysis of the special issues papers' contributions to these themes. Findings Four themes that represent important but relatively neglected lines of i…
Guest editorial
From me too to what now
Work as a Masculinity Contest
We propose that a key reason why the workplace gender revolution has stalled (England, 2010) is that work remains the site of masculinity contests among men. In this article, we outline a theoretical framework for thinking about work as a masculinity contest, beginning with a brief review of scholarship on masculinity and exploring how the workplace is a context in which men feel particular pressure to prove themselves as “real men.” We identify …
Development and Validation of the Masculinity Contest Culture Scale
We developed and validated a 20‐item Masculinity Contest Culture (MCC) scale as a workplace culture assessment. Participants indicated agreement or disagreement with workplace norm statements beginning with a common stem (“In my work environment...”). Exploratory (Study 1) and confirmatory (Study 2) factor analyses yielded four MCC subfactors: Show No Weakness , Strength and Stamina , Put Work First , and Dog Eat Dog . CFA and reliability analyse…
Beyond Work-Life “Integration”
Research on the work-family interface began in the 1960s and has grown exponentially ever since. This vast amount of research, however, has had relatively little impact on workplace practice, and work-family conflict is at an all-time high. We review the work-family research to date and propose that a shift of attention is required, away from the individual experience of work and family and toward understanding how identity and status are defined…
Is Negative Attention Better Than No Attention? The Comparative Effects of Ostracism and Harassment at Work
Ostracism has been recognized as conceptually and empirically distinct from harassment. Drawing from theory and research that suggests that employees have a strong need to belong in their organizations, we examine the comparative frequency and impact of ostracism and harassment in organizations across three field studies. Study 1 finds that a wide range of employees perceive ostracism, compared with harassment, to be more socially acceptable, les…
The robustness of the win–win effect
We demonstrate that positive relationships between measures of national gender equality and Olympic medal wins are robust across a variety of appropriate statistical approaches to analyzing cross-national data. First demonstrated by Berdahl, Uhlmann, and Bai (2015), who controlled for GDP, population, latitude, and income inequality, we show that relationships between gender equality and medal wins remain positive when controlling for GDP per cap…
Win–win
Workplace Mistreatment of Middle Class Workers Based on Sex, Parenthood, and Caregiving
Research suggests that women, but not men suffer negative professional consequences if they have children. These unequal consequences can be attributed to stereotypes about women's and men's roles as caregivers and breadwinners for their families, respectively. Two field studies of workplace mistreatment among middle‐class employees examined whether fathers who violate these gender stereotypes by actively caregiving for their families suffer nega…
Cultural Schemas, Social Class, and the Flexibility Stigma
Prescriptive stereotypes and workplace consequences for East Asians in North America
We pursue the idea that racial stereotypes are not only descriptive, reflecting beliefs about how racial groups actually differ, but are prescriptive as well, reflecting beliefs about how racial groups should differ. Drawing on an analysis of the historic and current status of East Asians in North America, we study descriptive and prescriptive stereotypes of East Asians along the dimensions of competence, warmth, and dominance and examine workpla…
Stereotypes of Latinos and Whites
We examined whether stereotypes of Latinos as less warm and less competent than Whites guided perceptions of individuals in interacting work groups. Both Whites and Latinos rated Latino group members as lower in competence and warmth than White group members. This occurred in work groups with a majority of White members as well as in work groups with a majority of Latino members. The most favorable ratings were received by solo Whites in majority…
Introduction
Effects of power on emotion and expression during a controversial group discussion
The approach/inhibition theory of power proposes that elevated social power increases the experience and expression of positive emotions and that reduced social power increases the experience and expression of negative emotions (Keltner, Gruenfeld, & Anderson, 2003 ). The evidence to date for these proposed relationships is correlational. Studies that have attempted to find a causal link between power and emotions have failed to do so. The curren…
The experience of power
Two studies of task-focused dyads tested the approach/inhibition theory of power (D. Keltner, D. H. Gruenfeld, & C. Anderson, in press), which posits that having power increases the tendency to approach and decreases the tendency to inhibit. Results provided preliminary support for the theory: Participants higher in personality dominance or assigned control over resources expressed their true attitudes, experienced more positive and less negative…
Small Groups as Complex Systems
PART ONE: ORIENTATION, HISTORY AND OVERVIEW OF THE THEORY Introduction Small Group Research The Past and Some Needs for the Future Groups as Complex Systems Overview of the Theory PART TWO: THE THEORY IN DETAIL Group Formation Assembly and Emergence Local Dynamics Coordinating Members, Tasks and Tools Global Dynamics Stability and Change within the Group System Contextual Dynamics Adaptation of the Group to Multiple Embedding Contexts Metamorphos…
Are men sexually harassed? If so, by whom?
Research on sexual harassment has recently expanded to include examination of men's experiences. Such research, however, has ignored the power dynamics involved in sexual harassment and typically assumed exclusively heterosexual situations. We examine legal cases illustrating the many forms that male-male harassment may take and the complex array of situations in which such harassment occurs. We then report the frequencies of experiences of haras…
Time, technology and groups
Equality of participation and influence in groups
The Sexual Harassment of Men
Recently the focus of sexual harassment research on the harassment of women by men has been challenged. Treatments of sexual harassment of men, however, have generally ignored power differentials between the genders. Our analysis predicts that behaviors identified as harassing by men stem from negotiations of gender in the workplace that challenge male dominance, whereas behaviors experienced by women as sexually harassing reinforce female subord…
Cultural Schemas, Social Class, and the Flexibility Stigma
The experience of power
Two studies of task-focused dyads tested the approach/inhibition theory of power (D. Keltner, D. H. Gruenfeld, & C. Anderson, in press), which posits that having power increases the tendency to approach and decreases the tendency to inhibit. Results provided preliminary support for the theory: Participants higher in personality dominance or assigned control over resources expressed their true attitudes, experienced more positive and less negative…
The Sexual Harassment of Men
Recently the focus of sexual harassment research on the harassment of women by men has been challenged. Treatments of sexual harassment of men, however, have generally ignored power differentials between the genders. Our analysis predicts that behaviors identified as harassing by men stem from negotiations of gender in the workplace that challenge male dominance, whereas behaviors experienced by women as sexually harassing reinforce female subord…
Work as a Masculinity Contest
We propose that a key reason why the workplace gender revolution has stalled (England, 2010) is that work remains the site of masculinity contests among men. In this article, we outline a theoretical framework for thinking about work as a masculinity contest, beginning with a brief review of scholarship on masculinity and exploring how the workplace is a context in which men feel particular pressure to prove themselves as “real men.” We identify …
Workplace Mistreatment of Middle Class Workers Based on Sex, Parenthood, and Caregiving
Research suggests that women, but not men suffer negative professional consequences if they have children. These unequal consequences can be attributed to stereotypes about women's and men's roles as caregivers and breadwinners for their families, respectively. Two field studies of workplace mistreatment among middle‐class employees examined whether fathers who violate these gender stereotypes by actively caregiving for their families suffer nega…
Prescriptive stereotypes and workplace consequences for East Asians in North America
We pursue the idea that racial stereotypes are not only descriptive, reflecting beliefs about how racial groups actually differ, but are prescriptive as well, reflecting beliefs about how racial groups should differ. Drawing on an analysis of the historic and current status of East Asians in North America, we study descriptive and prescriptive stereotypes of East Asians along the dimensions of competence, warmth, and dominance and examine workpla…
Effects of power on emotion and expression during a controversial group discussion
The approach/inhibition theory of power proposes that elevated social power increases the experience and expression of positive emotions and that reduced social power increases the experience and expression of negative emotions (Keltner, Gruenfeld, & Anderson, 2003 ). The evidence to date for these proposed relationships is correlational. Studies that have attempted to find a causal link between power and emotions have failed to do so. The curren…
Development and Validation of the Masculinity Contest Culture Scale
We developed and validated a 20‐item Masculinity Contest Culture (MCC) scale as a workplace culture assessment. Participants indicated agreement or disagreement with workplace norm statements beginning with a common stem (“In my work environment...”). Exploratory (Study 1) and confirmatory (Study 2) factor analyses yielded four MCC subfactors: Show No Weakness , Strength and Stamina , Put Work First , and Dog Eat Dog . CFA and reliability analyse…
Win–win
Stereotypes of Latinos and Whites
We examined whether stereotypes of Latinos as less warm and less competent than Whites guided perceptions of individuals in interacting work groups. Both Whites and Latinos rated Latino group members as lower in competence and warmth than White group members. This occurred in work groups with a majority of White members as well as in work groups with a majority of Latino members. The most favorable ratings were received by solo Whites in majority…
Four ways forward in studying sex-based harassment
Purpose The purpose of this paper is to identify promising themes of the papers in the special issues of Equality, Diversity and Inclusion dedicated to advancing scholarship on sex-based harassment. Design/methodology/approach A conceptual overview of the research pertaining to these themes and an analysis of the special issues papers' contributions to these themes. Findings Four themes that represent important but relatively neglected lines of i…
Guest editorial
From me too to what now
Time, technology and groups
Equality of participation and influence in groups
The Sexual Harassment of Men
Recently the focus of sexual harassment research on the harassment of women by men has been challenged. Treatments of sexual harassment of men, however, have generally ignored power differentials between the genders. Our analysis predicts that behaviors identified as harassing by men stem from negotiations of gender in the workplace that challenge male dominance, whereas behaviors experienced by women as sexually harassing reinforce female subord…
Are men sexually harassed? If so, by whom?
Research on sexual harassment has recently expanded to include examination of men's experiences. Such research, however, has ignored the power dynamics involved in sexual harassment and typically assumed exclusively heterosexual situations. We examine legal cases illustrating the many forms that male-male harassment may take and the complex array of situations in which such harassment occurs. We then report the frequencies of experiences of haras…
Small Groups as Complex Systems
PART ONE: ORIENTATION, HISTORY AND OVERVIEW OF THE THEORY Introduction Small Group Research The Past and Some Needs for the Future Groups as Complex Systems Overview of the Theory PART TWO: THE THEORY IN DETAIL Group Formation Assembly and Emergence Local Dynamics Coordinating Members, Tasks and Tools Global Dynamics Stability and Change within the Group System Contextual Dynamics Adaptation of the Group to Multiple Embedding Contexts Metamorphos…
The experience of power
Two studies of task-focused dyads tested the approach/inhibition theory of power (D. Keltner, D. H. Gruenfeld, & C. Anderson, in press), which posits that having power increases the tendency to approach and decreases the tendency to inhibit. Results provided preliminary support for the theory: Participants higher in personality dominance or assigned control over resources expressed their true attitudes, experienced more positive and less negative…
Effects of power on emotion and expression during a controversial group discussion
The approach/inhibition theory of power proposes that elevated social power increases the experience and expression of positive emotions and that reduced social power increases the experience and expression of negative emotions (Keltner, Gruenfeld, & Anderson, 2003 ). The evidence to date for these proposed relationships is correlational. Studies that have attempted to find a causal link between power and emotions have failed to do so. The curren…
Introduction
Stereotypes of Latinos and Whites
We examined whether stereotypes of Latinos as less warm and less competent than Whites guided perceptions of individuals in interacting work groups. Both Whites and Latinos rated Latino group members as lower in competence and warmth than White group members. This occurred in work groups with a majority of White members as well as in work groups with a majority of Latino members. The most favorable ratings were received by solo Whites in majority…
Prescriptive stereotypes and workplace consequences for East Asians in North America
We pursue the idea that racial stereotypes are not only descriptive, reflecting beliefs about how racial groups actually differ, but are prescriptive as well, reflecting beliefs about how racial groups should differ. Drawing on an analysis of the historic and current status of East Asians in North America, we study descriptive and prescriptive stereotypes of East Asians along the dimensions of competence, warmth, and dominance and examine workpla…
Workplace Mistreatment of Middle Class Workers Based on Sex, Parenthood, and Caregiving
Research suggests that women, but not men suffer negative professional consequences if they have children. These unequal consequences can be attributed to stereotypes about women's and men's roles as caregivers and breadwinners for their families, respectively. Two field studies of workplace mistreatment among middle‐class employees examined whether fathers who violate these gender stereotypes by actively caregiving for their families suffer nega…
Cultural Schemas, Social Class, and the Flexibility Stigma
Win–win
Is Negative Attention Better Than No Attention? The Comparative Effects of Ostracism and Harassment at Work
Ostracism has been recognized as conceptually and empirically distinct from harassment. Drawing from theory and research that suggests that employees have a strong need to belong in their organizations, we examine the comparative frequency and impact of ostracism and harassment in organizations across three field studies. Study 1 finds that a wide range of employees perceive ostracism, compared with harassment, to be more socially acceptable, les…
The robustness of the win–win effect
We demonstrate that positive relationships between measures of national gender equality and Olympic medal wins are robust across a variety of appropriate statistical approaches to analyzing cross-national data. First demonstrated by Berdahl, Uhlmann, and Bai (2015), who controlled for GDP, population, latitude, and income inequality, we show that relationships between gender equality and medal wins remain positive when controlling for GDP per cap…
Beyond Work-Life “Integration”
Research on the work-family interface began in the 1960s and has grown exponentially ever since. This vast amount of research, however, has had relatively little impact on workplace practice, and work-family conflict is at an all-time high. We review the work-family research to date and propose that a shift of attention is required, away from the individual experience of work and family and toward understanding how identity and status are defined…
Work as a Masculinity Contest
We propose that a key reason why the workplace gender revolution has stalled (England, 2010) is that work remains the site of masculinity contests among men. In this article, we outline a theoretical framework for thinking about work as a masculinity contest, beginning with a brief review of scholarship on masculinity and exploring how the workplace is a context in which men feel particular pressure to prove themselves as “real men.” We identify …
Development and Validation of the Masculinity Contest Culture Scale
We developed and validated a 20‐item Masculinity Contest Culture (MCC) scale as a workplace culture assessment. Participants indicated agreement or disagreement with workplace norm statements beginning with a common stem (“In my work environment...”). Exploratory (Study 1) and confirmatory (Study 2) factor analyses yielded four MCC subfactors: Show No Weakness , Strength and Stamina , Put Work First , and Dog Eat Dog . CFA and reliability analyse…
From me too to what now
Wrestling With Jello
Despite being formally all-gender, children’s baseball in Canada and the United States remains highly male dominated. We draw on the autoethnographic fieldwork of Travers as a queer/trans volunteer coach to demonstrate the social processes that reproduce male domination among coaches in children’s baseball. We employ the theoretical lens of doing/redoing/undoing gender to demonstrate the enactment of a hybrid form of masculinity we term “Good Dad…
Four ways forward in studying sex-based harassment
Purpose The purpose of this paper is to identify promising themes of the papers in the special issues of Equality, Diversity and Inclusion dedicated to advancing scholarship on sex-based harassment. Design/methodology/approach A conceptual overview of the research pertaining to these themes and an analysis of the special issues papers' contributions to these themes. Findings Four themes that represent important but relatively neglected lines of i…
Guest editorial
Do White Women Gain Status for Engaging in Anti-black Racism at Work? An Experimental Examination of Status Conferral
Businesses often attempt to demonstrate their commitment to diversity, equity, and inclusion (DEI) by showcasing women in their leadership ranks, most of whom are white. Yet research has shown that organizations confer status and power to women who engage in sexist behavior, which undermines DEI efforts. We sought to examine whether women who engage in racist behavior are also conferred relative status at work. Drawing on theory and research on o…
Psychology (18 works) · Social Psychology (16 works) · Sociology (13 works) · Social and Intergroup Psychology (10 works) · Gender Diversity and Inequality (9 works) · Political science (9 works) · Social Psychology (9 works) · Harassment (8 works) · Gender Studies (6 works) · Computer Science (5 works)