Female superiors are more likely to face negative responses from subordinates
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If your boss calls you and says, “To be honest, I'm disappointed with your recent work attitudes and achievements,” some people try to avoid getting attention in the future. Some people start to look for a job change without being motivated. If the boss was a woman, it was found that subordinates who received attention and feedback were likely to react negatively regardless of gender.
Do Workers Discriminate against Female Bosses?-Dp12611.pdf
(PDF file) http://ftp.iza.org/dp12611.pdf
Bosses face more discrimination if they are women – from employees of any gender
https://theconversation.com/bosses-face-more-discrimination-if-they-are-women-from-employees-of-any-gender-125292
Martin Abel , associate professor of economics at the University of Middlebury , asked workers to find out how their subordinates responded differently when “the boss was a woman” and “when the boss was a man”. I hired and conducted an experiment.
Subjects were recruited on the Internet and a total of 2714 subjects were given the task of posting receipts at home. The breakdown of the subjects was 53% male, 47% female, and the average age was 35.6 years. The company that requested this work and the content of the work were fictitious, but Abel's research team told the subject that 'your work is being monitored remotely by the boss.' When about half of the work given to the subject was completed, the research team used the name “fictional boss” to give feedback on the subject's work. At this time, a male name and a female name were randomly assigned to the boss's name.
After giving feedback, the research team investigated subject satisfaction and found that subjects who received feedback from female supervisors were more satisfied with their work than those who received feedback from male superiors. Turned out to be significantly lower. We also found that subjects who received critical feedback from female supervisors were less interested in continuing work from the same client than other subjects.
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Abel says recent efforts are correcting gaps in employment opportunities for men and women, and 45% of employees are women in the large companies included in the S & P 500 . On the other hand, the percentage of middle managers is 37%, senior managers are 26%, and CEOs are 5%.
According to existing research , there is no evidence of gender discrimination in hiring managers, and the low percentage of women in managerial positions is due to the fact that there are few promotions from inside the company. Mr. thinks. Analyzing gender discrimination in promotion is not easy for researchers because it involves interactions such as work involved.
The fact that “subordinates show a negative response to female bosses regardless of their gender”, found in this study, may explain why women are difficult to succeed as managers. If her feedback is likely to have a negative impact on her subordinates, the female boss may be reluctant to manage as a manager or may not be interested in maintaining a managerial position.
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Abel says that the subjects hired by the research team never ignored the feedback of the female boss. The subjects tended to read the feedback received from the female boss slightly longer than the feedback received from the male boss.
The prejudice that “male should be able to work more than women” does not explain this discrimination. Although the test subjects found on average the tendency of linking men to “career” and women to “family”, the individual view of men and women had responses to feedback received from female bosses. It seems that did not affect.
Also, it seems not to say that “there was little negative feedback from female bosses because I had little experience with female bosses in my previous work”. Even if a subject replied, “I had a female boss at my past work and the boss was competent,” but negative if it received feedback from a female boss at the same rate as other subjects. Mr. Abel said he responded.
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So, on the question of what causes discrimination against female bosses, Abel argues that “the manager's expectation of management style based on gender” caused this discrimination. In past studies , workers are three times more likely to expect female bosses to “praise subordinates” than male bosses, and male bosses tend to be linked to “criticism of subordinates” more than female bosses. It was twice as expensive. In other words, Abel believes that the response has become negative because “subordinates and feedback from female bosses” were not what his subordinates expected.
It is not clear how many work environments the study results can be generalized, but online employment, which is the same as the experiment, is expanding rapidly, and it is highly likely that the same negative reaction to female bosses will occur It can be said. In some companies, in order to reduce bias toward female bosses, they are instructed to “concentrate on the content of feedback rather than on the gender of the boss”, and “to tell people about prejudice” There is also research to reduce it.
Mr. Abel points out that hope was found: “Discrimination against female bosses was low among young workers, and was rarely seen among workers in their twenties.” Although it cannot be denied that the tendency to discriminate increases with age, Abel said that this tendency is different by generation and that discrimination against female bosses may be eliminated in the future .
by Helena Lopes
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