The Effects of Gendered Occupational Roles on Men's and Women's Workplace Authority
Evidence from Microfinance
Bibliographic Data
| ID | 4750786 |
|---|---|
| Authors | Laura Doering (McGill University), Laura B Doering (0000-0002-2062-8562, McGill University, corresponding author), Thebaud (0000-0003-3262-7732, University of California, Santa Barbara), Sarah Thébaud (University of California, Santa Barbara) |
| Year | 2017 |
| Volume | 82 |
| Issue | 3 |
| Pages | 542-567 |
| Publication date | 2017-06-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | American Sociological Review (JOURNAL) |
| Journal identifiers | ISSN: 0003-1224 • E-ISSN: 1939-8271 |
| Publisher | SAGE Publications Inc (PUBLISHER) |
| DOI | 10.1177/0003122417703087 |
| OpenAlex | W2616930902 |
| Language | EN |
| Citations received | 22 |
| References cited | 73 |
The gendering of occupational roles affects a variety of outcomes for workers and organizations. We examine how the gender of an initial role occupant influences the authority enjoyed by individuals who subsequently fill that role. We use data from a microfinance bank in Central America to examine how working initially with a male or female loan manager shapes borrowers' compliance with future managers' directives. First, we show that borrowers originally paired with female managers continue to be less compliant with subsequent managers, regardless of subsequent managers' gender. Next, we demonstrate how compliance is shaped by the gender-typing of the role and the gender of the individual who fills that role. We find that men enjoy significantly greater compliance in male-typed roles, but male and female managers experience similar levels of compliance in female-typed roles. Further analyses reveal that these gendered patterns become especially pronounced after managers demonstrate their authority by disciplining borrowers. Overall, we show how quickly gendered expectations become inscribed into occupational roles, and we identify their lasting organizational consequences. More broadly, we suggest authority mechanisms that may contribute to the "stalled" gender revolution in the workplace
Business · Compliance (psychology · Demographic economics · Economics · Microfinance · Political science · Sociology · Variety (cybernetics · Corporate Finance and Governance · Gender Diversity and Inequality · Gender Studies · Microfinance and Financial Inclusion · Psychology · Social Psychology
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Reexamining the gender gap in microlending funding decisions
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Unequal Healing
Bridging the Gender Gap in Academic Engagement among Young Adults
The Gender Gap in Workplace Authority
Gender and Racial Discrimination in Hiring Before and During the Covid-19 Pandemic
Parents' Strategies in Dealing with Constructions of Gendered Responsibilities at Their Workplaces
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Women's non-traditional gender role attitudes and acceptance of men's color makeup in South Korea
Hiring the ideal remote worker
Discrimination, Sexual Harassment, and the Impact of Workplace Power
Taking a Pass
Risks, Returns, and Relational Lending
State-level contexts and sexual minority occupational segregation in the United States
Job Queues, Gender Queues
Men and women of the corporation
Gender and Racial Inequality at Work
Relationship Banking
Gender and perceptions of leadership effectiveness
Computing Interaction Effects and Standard Errors in Logit and Probit Models
Relationship Lending and Lines of Credit in Small Firm Finance
Does female representation in top management improve firm performance? A panel data investigation
Accounting for the Gap
Building Sustainable Hybrid Organizations
CEO gender, corporate risk-taking, and the efficiency of capital allocation
Role congruity theory of prejudice toward female leaders.
Interaction terms in logit and probit models
Description and Prescription
Focus on Women in Microfinance Institutions
A Continuum of Impression Formation, from Category-Based to Individuating Processes
Status, Power and Legitimacy
Framed by Gender
Child-Care Expenditures and Women' s Employment Turnover
Gender and Interpersonal Task Behaviors
What Women and Men Should Be, Shouldn't be, are Allowed to be, and don't Have to Be
Gender Differences in Leader Emergence Persist Even for Dominant Women
Instrumental and Expressive Traits, Trait Stereotypes, and Sexist Attitudes
Gender, Status, and Behavior in Task Situations
From Status Attainment to Segregation and Devaluation
Minimizing Workplace Gender and Racial Bias
Gender, Status, and Leadership
Gender and the emergence of leaders
Social comparisons and pay evaluations
Status incongruity and backlash effects
Power displays between women and men in discussions of gender-linked tasks
The Proximate Causes of Employment Discrimination
The social psychology of gender
Bad but Bold
Evidence for the social role theory of stereotype content
Beyond prejudice as simple antipathy
A model of (often mixed) stereotype content
For What It's Worth
Expectations, Legitimation, and Dominance Behavior in Task Groups
Interaction and the Conservation of Gender Inequality
Rage against the Iron Cage
Embeddedness in the Making of Financial Capital
Community Social Capital and Entrepreneurship
Leaving a Legacy
Gender and the effectiveness of leaders
La representacion social de la violencia en la trova popular mexicana (The Social Representation of Violence in the Mexican Popular Trova)
The Glass Escalator
Social Change and The Persistence of Sex Typing
Class, Gender, and Machismo
The Gender Revolution
Racializing the Glass Escalator
Unpacking the Gender System
The Lopsided Continent
Gendering the Job
Returns to Skill, Compensating Differentials, and Gender Bias
Selecting job applicants
| Unique citing works | 22 |
|---|---|
| Citations per year | 2,75 |
| Citation span | 2018 - 2026 (9) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 21 |