How women and men project their gender prototypes on leader prototypes.

Both role incongruency theory (Eagly & Karau, 2002) and the lack of fit model by Heilman (1983) suggest that the underrepresentation of women in leadership positions can be explained by the male-typedness of leader prototypes. We examine how women and men project their gender prototypes onto leader prototypes. We found initially that men more so than women projected their gender prototypes on leader prototypes. For men there is more of an overlap between a prototypical men and a prototypical leader than there is an overlap between a prototypical woman and a prototypical leader. Women, however, do not engage in so called relative ingroup projection. In the current study, we further decompose this finding asking whether the gender difference in relative ingroup projection on leadership prototypes is driven by female prototypes, male prototypes, and/or leader prototypes. We further examine to what extent this gender difference is more manifested on positively valenced or negatively valenced attributes of prototypes. Our findings show that, while women and men have similar prototypes of leaders and men on both positively and negatively valenced attributes, men relative to women have less favorable prototypes of women but only on positively valenced attributes. An interesting implication is that efforts to address gender differences in the projection of gender prototypes onto leader prototypes should focus less on leader prototypes and more on the female prototypes. Theoretically, our findings allude to the importance of distinguishing between more subtle (evaluating the outgroup less positively on positive properties) and less subtle forms (evaluating the outgroup more negatively on negative properties) of outgroup derogation.

A model of gender prejudice, power, and discrimination: How hierarchy-enhancing factors predominate over hierarchy-attenuating factors

Gender inequalities remain an issue in our society and particularly in the workplace. Several factors can explain this gender difference in top-level managerial positions such as career ambitions but also biases against women. In our chapter, we propose a model explaining why gender inequalities and particularly discrimination against women is still present in our societies despite social norms and existing legislation on gender equality. To this purpose, we review research on discrimination through two different approaches, (a) a prejudice approach through the justification-suppression model developed by Crandall and Eshleman (2003) and (b) a power approach through the social dominance theory (Pratto, Sidanius, Stallworth, & Malle, 1994; Sidanius & Pratto, 1999). In our work, we integrate these two approaches and propose a model of gender prejudice, power and discrimination. The integration of these two approaches contributes to a better understanding of how discrimination against women is formed and maintained over time.

Gender ingroup projection and the evaluative connotation of leader prototypes

The underrepresentation of women in top corporate ranks is a topic of ongoing discussion. Manager prototypes are proposed to be more male-typed than female-typed because historically men more often than women have held leadership roles. Why then is the maleness of manager prototypes even more pronounced among men than among women? Given that most personnel decision makers in organizations are men this phenomenon is problematic for women's advancement to top management positions. We address this question by investigating peoples' use of ingroup projection and their endorsement of evaluative attributes in constructing gender and leader prototypes.

Genre et disparités: l'exemple du tabagisme [Gender and disparities: the example of tobacco smoking].

La prévalence mondiale du tabagisme est environ cinq fois plus importante chez les hommes que chez les femmes, toutefois cet écart tend à s'égaliser. En ce qui concerne les conséquences sur la santé du tabagisme, les femmes semblent plus susceptibles que les hommes. Elles sont notamment plus à risque de présenter certains cancers pulmonaires ou de décéder de maladies cardiovasculaires. Si les hommes sont moins enclins à demander de l'aide pour arrêter de fumer, les femmes quant à elles ont moins de succès dans leurs tentatives d'arrêt et les traitements semblent moins efficaces chez ces dernières. Des interventions d'aide à l'arrêt et des mesures de prévention du tabagisme adaptées aux spécificités de genre ont le potentiel d'améliorer la prise en charge des fumeurs et de diminuer les disparités de genre en santé. Smoking prevalence is globally five times higher among men compared to women but this gap tends to decrease. Regarding health consequences of smoking, women tend to be more vulnerable than men. They are namely more at risk to present certain lung cancers and die of cardiovascular disease. While men are less prone to seek help for smoking cessation, women are less successful in their quit attempts and smoking cessation treatments are less effective among them. Interventions for smoking cessation and preventive measures tailored to gender specificities have the potential to improve management of smokers and decrease gender disparities in healthcare.

Accompagner la construction d'une nouvelle identité

La retraite est aujourd'hui considérée comme une nouvelle étape du développement de carrière. Elle implique, pour les seniors, des remaniements identitaires, que les psychologues conseillers en orientation peuvent accompagner grâce à des outils qui leur sont propres.

Die Konstruktion einer medizinischen Disziplin und ihre Herausforderungen: die Orthopädie in der Schweiz im 19. und 20. Jahrhundert [The construction of a medical discipline and its challenges: Orthopedics in Switzerland during the 19th and 20th centuries].

(ENGLISH VERSION BELOW) Dieser Beitrag fügt sich in eine post-doktorale Forschung über die Geschichte der Orthopädie ein, die unter dem Mandat des Centre Hospitalier Universitaire Vaudois (CHUV) geleitet wird und teilerweise auf die Archiv der Schweizerischen Gesellschaft für Orthopädie (aktuelle Swiss Orthopaedics) beruht. Die Autorin untersucht die Herausforderungen, welche die Geschichte der Orthopädie in der Schweiz prägten und berücksichtigt dabei die Anpassungsstrategien einer medizinischen und technischen Disziplin in einer sich wandelnden Gesellschaft. Zusammenfassung der Beitrag und Informationen auf der Website der Zeitschrift: http://econtent.hogrefe.com/toc/tum/72/7 This article is inspired by a post-doctorale research about the history of orthopedics, mandated by the Centre Hospitalier Universitaire Vaudois (CHUV), and partly supported by the Archiv of the Swiss Society of Orthopedics (nowadays Swiss Orthopaedics). By examining the implications that have shaped the history of orthopedics in Switzerland, the author seeks to shed light on the strategies that were implemented in adopting a medical and technical discipline within a transforming society. Summary of the article and information on the journal's website: http://econtent.hogrefe.com/toc/tum/72/7

Gender differences in cancer patients with acute venous thromboembolism.

BACKGROUND: The outcome of cancer patients with acute venous thromboembolism (VTE) may differ according to gender. METHODS: We used the RIETE database to compare the rate of VTE (pulmonary embolism [PE] or deep vein thrombosis [DVT]) recurrences), major bleeding and mortality during the course of anticoagulation, according to gender. RESULTS: As of August 2014, 11,055 patients with active cancer were enrolled in RIETE, of whom 5,104 (46%) were women. During the course of anticoagulation (mean: 142 days), 505 patients developed recurrent VTE, 429 bled and 2730 died. Compared with men, women had a significantly lower rate of fatal bleeding (risk ratio [RR]: 0.69; 95% CI: 0.47-0.99) and death (RR: 0.90; 95% CI: 0.83-0.97), and a non-significantly lower rate of PE recurrences (RR 0.83; 95% CI: 0.65-1.06) and major bleeding (RR: 0.89; 95% CI: 0.74-1.08). CONCLUSIONS: During the course of anticoagulation, cancer women with VTE had a better outcome than men.

"Tu seras Psychologue, ma fille". La transmission intergénérationnelle du choix professionnel : Une co-construction entre parents et enfants.

The aim of the study is to understand how the family influences the choice of becoming a psychologist and how an occupational choice is repeated in the family, via intergenerational transmission. We interviewed seven female students in a Master of Science in Psychology : first, they filled in a genosociogramm including data about occupations of their ancestors on about four generations ; then, they took part into a semi-structured qualitative enquiry. Our results have shown that a little bit less than half of the subjects have a parent who have social or care jobs, but more than half if we add the grand-parents. In a conscious level, subjects tend to deny any kind of family influence, in the majority ; afterwards, they discover influences they didn't notice. Secondly, the content analysis reveals five categories of family influence : the educational path (doubts, choices), the choice of psychology via the development of self-efficacy (interest, personality and soft skills), the exploration of occupations and activities during childhood and adulthood (leisure activities, professional world, suggestions, advice, education), the transmission of values (immaterial and material) and the family relationships during childhood and teenage years (relationship issues and difficulties, confidences and secrets, relationships and role in the brotherhood and/or sisterhood). The importance for the career counselor to investigate the relational context of his/her consultant is discussed, as much as the need for him to think about his own motivations to help others, linked with his family background.

Labor Market Signaling and Self-Confidence: Wage Compression and the Gender Pay Gap

I extend Spence's signaling model by assuming that some workers are overconfident-they underestimate their marginal cost of acquiring education-and some are underconfident. Firms cannot observe workers' productive abilities and beliefs but know the fractions of high-ability, overconfident, and underconfident workers. I find that biased beliefs lower the wage spread and compress the wages of unbiased workers. I show that gender differences in self-confidence can contribute to the gender pay gap. If education raises productivity, men are overconfident, and women underconfident, then women will, on average, earn less than men. Finally, I show that biased beliefs can improve welfare.