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Interaction Patterns and Themes of Male, Female, and Mixed Groups
Abstract
All-male, all-female, and mixed groups were observed for possible differences in interactional style. The groups met for 5 11/2-hr unstructured meetings. Portions of the tape-recorded sessions were analyzed by the General Inquirer computer-aided content analysis system. Leadership, defined as rank order of Ss initiating interaction, showed greater variation along sessions in the female than in the male group, whereas in the mixed group the males initiated and received more interaction than the females. Exercise of power, defined as amount of talking to the group as a whole rather than to individuals, occurred more often in the male groups than in the female. In the mixed groups, the female pattern did not change, but the males addressed the group as a whole less often in mixed groups. A 3rd difference was found on the variable of intimacy and openness. Female group members revealed more information about themselves and their feelings than the male group members. In the mixed group, males shared more about themselves than in the all-male group. Sex role pressures are considered to be a contributing factor to the results. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
... The data above suggests different perspectives from various scholars. Klein(1971), Aries(1976Aries( ,1982, Myerhoff(1980), Wardhaugh(1986), Wardhaugh(1998), Zhao Ronghui(2003) and other scholars has assumed that men prefer to discuss about politics, laws, sports and economic related topics in daily chats. Zhao Ronghui(2003)used a tendency chart to conclude the gender-related d ifferences in the choice of topics. ...
... By means of investigating middle-class. Aries (1976Aries ( ,1982 assumed that wo men main ly talk about their personal situation, reveal their feelings when they are with friends (especially with the same gender), while men rarely do so, they talk a lot * Project supported by the National Social Science Fund (No. 12CYY030) about sports, politics, various co mpetition and their o wn perspective. Myerhoff(1980) investigated American-Jewish community, and found out that men love to talk something more abstract or conceptually, such as politics, economy, religion and so on in daily co mmunicat ion, Conversely , wo men tend to discuss something directly relate to personal life , such as children, food, health, neighbors, and family. ...
... The foreign scholars had an earlier discovery that there exist some d ifferences in the topics selection among genders. For example: Klein (1971), Kramer(1974), Aries(1976Aries( ,1982, Myerhoff(1980), Wardhaugh(1998) and other scholars have been researching on the middle and o ld aged working or middle class folks in A merican-Jewish community, By and large, that men usually do not involve personal emotions in the conversation between the people with their own gender. Subject s of their conversations main ly focus on politics, economic, co mpetition, sports, commerce and so on. ...
... ѳÕáñ¹³Ïó³ÛÇÝ ï³ñµ»ñáõÃÛáõÝÝ»ñ, ï³ñµ»ñ É»½í³Ï³Ý ÙÇçáóÝ»ñ, ÁݹѳïáõÙ, ûñ³ëáõÃÛáõÝÝ»ñ, ³ñ³Ï³Ý ¨ Ç·³Ï³Ý ë»é, ïÕ³Ù³ñ¹ÇÏ ¨ ϳݳÛù, ·»Ý¹»ñ γݳÝó ¨ ïÕ³Ù³ñ¹Ï³Ýó ѳÕáñ¹³Ïó³ÛÇÝ ï³ñµ»ñáõÃÛáõÝÝ»ñÁ »ñϳñ Å³Ù³Ý³Ï ·ïÝí»É »Ý ·ÇïݳϳÝÝ»ñÇ áõëáõÙݳëÇñáõÃÛ³Ý Ï»ÝïñáÝáõÙ / Lakoff, 1975;Coates, 1986; Aries, 1976/: ÐÇÙÝí»Éáí »ñÏáõ ë»é»ñÇ Ëáëù³ÛÇÝ ³é³ÝÓݳ-ѳïÏáõÃÛáõÝÝ»ñÇ í»ñ³µ»ñÛ³É Çñ»Ýó ϳï³ñ³Í ѻﳽáïáõÃÛáõÝÝ»ñÇ íñ³` ·ÇïݳϳÝÝ»ñÁ åݹáõÙ »Ý, áñ É»½íÇ ÙÇçáóáí Ù³ïݳÝßíáõÙ ¿ ïÕ³Ù³ñ¹Ï³Ýó ËáëùÇ ·»ñ³Ï³ÛáõÃÛáõÝÁ ϳݳÝó ËáëùÇ Ýϳïٳٵ, ¨ ïÕ³Ù³ñ¹Ï³Ýó É»½áõÝ Ñ³Ù³ñíáõÙ ¿ ÝáñÙ³, ÇëÏ Ï³Ý³Ýó É»½áõÝ ¹Çï³ñÏíáõÙ ¿ áñå»ë ÝáñÙ³ÛÇó ß»Õ-í³Í` ѳٳñí»Éáí ëïáñ³¹ñÛ³É (inferior): îÕ³Ù³ñ¹ÇÏ Ý³ËÁÝïñáõÙ »Ý ѳÕáñ-¹³ÏóÙ³Ý §Ùñó³Ïó³ÛÇݦ á×Á (competitive style of discourse). Ýñ³Ýù ѳÏí³Í »Ý ѳϳé³Ïí»Éáõ Ëáë³ÏóÇ Ï³ñÍÇùÇÝ ¨ ³é³ç ù³ß»Éáõ Çñ»Ýó ë»÷³Ï³Ý Ùïù»ñÁ: γݳÛù ݳ˳å³ïíáõÃÛáõÝ »Ý ï³ÉÇë ¹ÇëÏáõñëÇ ³Ûëå»ë ÏáãíáÕ §Ñ³Ù³·áñ-ͳÏó³Ï³Ý¦ á×ÇÝ (cooperative style of discourse)` Ëáë³ÏóÇ Ñ»ï ÏÇë»Éáí ÙǨ-ÝáõÛÝ Ï³ñÍÇùÁ ¨ ³Û¹åÇëáí ½ñáõó³ÏÇóÝ»ñÇ ÙÇç¨ Ñ³ëï³ï»Éáí ѳٻñ³ßËáõ-ÃÛáõÝ / Aries, 1976;Coates, 1996;Coates, 1998/: êÏë³Í Ù³ÝÏáõÃÛáõÝÇó` ³ñ³Ï³Ý ¨ Ç·³Ï³Ý ë»é»ñÇ »ñ»Ë³Ý»ñÇÝ í»ñ³µ»ñáõÙ »Ý ï³ñµ»ñ Ï»ñå, Ýñ³Ýó Ñ»ï ½ñáõóáõÙ »Ý ï³ñµ»ñ É»½í³Ï³Ý ÙÇçáó-Ý»ñÇ ÏÇñ³éáõÃÛ³Ùµ: ¸³ ѳݷ»óÝáõÙ ¿ Ýñ³Ý, áñ ïÕ³ ¨ ³ÕçÇÏ »ñ»Ë³Ý»ñÁ Ó¨³íáñáõÙ »Ý Çñ»Ýó ËáëùÁ ï³ñµ»ñ É»½í³Ï³Ý ÙÇçáóÝ»ñáí: γñ»ÉÇ ¿ ³ë»É, áñ Ýñ³Ýù ٻͳÝáõÙ »Ý ï³ñµ»ñ ³ß˳ñÑÝ»ñáõÙ, ÝáõÛÝÇëÏ »Ã» ³åñáõÙ »Ý ÙǨ-ÝáõÛÝ ÁÝï³ÝÇùáõÙ: î³ñµ»ñ ë»éÇ »ñ»Ë³Ý»ñÇ Ñ³Ù³ñ ݳ˳ï»ëí³Í ˳ջñÁ Çñ»Ýó Ñ»ñÃÇÝ ³é³çÝáñ¹áõÙ »Ý ïճݻñÇÝ ¨ ³ÕçÇÏÝ»ñÇÝ ÏÇñ³é»Éáõ Ëáëù³ÛÇÝ ï³ñµ»ñ ϳÝáÝÝ»ñ. ïճݻñÇ Ùáï ½³ñ·³ÝáõÙ ¿ Ùñó³Ïó³ÛÇÝ (competitive) ËáëùÁ, ÇëÏ ³ÕçÇÏÝ»ñÇ ËáëùÁ ³é³ÝÓݳÝáõÙ ¿ Ëáë³ÏóÇ Ñ»ï ѳٳ·áñͳÏó»Éáõ Ó·ïáõÙáí /Maltz and Borker, 1982/: Н. АРУТЮНЯН -Хеджирования в речи женщин и мужчин. ...
Գենդերի և լեզվի վերաբերյալ ուսումնասիրությունները ցույց են տալիս, որ տղամարդիկ և կանայք խոսում են տարբեր կերպ, այսինքն նրանք նախընտրում են լեզվական տարբեր միջոցներ և ոճեր իրենց միտքն արտահայտելու համար: Սույն հոդվածի նպատակն է ուսումնասիրել տղամարդկանց և կանանց խոսքը, բացահայտել երկու սեռերի ներկայացուցիչների խոսքային առանձնահատկությունները: Հոդվածում ուսումնասիրվում են թերասությունները տղամարդկանց և կանանց խոսքում, պարզաբանվում, թե որ սեռին է ավելի μնորոշ կիրառելու այդ լեզվական ռազմավարությունը:
... Hence, gender differences in communication are present for both mixed-and same-sex interactions. However, most studies report "stronger differences in same-sex interactions, with higher levels of positive social behavior and lower levels of task behavior directed at female partners" (Carli, 2016, p. 72) (Aries, 1976;Carli, 1989;Johnson et al., 1996;Piliavin and Martin, 1978;Wheelan and Verdi, 1992). This pattern was also evident in a meta-analysis by (Dindia and Allen, 1992) who found that "both men and women self-disclosed more to women than to men" (Carli, 2016, p. 72). ...
This study examines the link between leader motivating language and follower performance feedback perceptions It also explores whether follower/leader gender compositions moderate this relationship. Results show that a follower’s performance feedback perceptions benefit from a leader’s use of motivating language. This relationship is further positively moderated by the presence of certain follower/leader gender matches and mismatches. The results provide support for a stronger use of motivating language in diverse workforces. This characteristic gives motivating language the potential to support diversity in organizations. Implications of the study’s findings and future avenues for research are discussed. Considering the increasing need for more effective performance reviews, motivating language might be one of the future tools to increase their positive perceptions and ultimate success, especially in a diverse workforce.
... This format also helped capitalise on the presence of commonalities to strengthen group dynamics and improve depth of discussion. 21 While one-to-one interviews may have provided greater depth and insight into each individual's journey, 22 23 we adopted a group approach to tap into a dynamic of mutual support. Creating this environment of mutual support and honest sharing was an important element of our chosen approach to this study. ...
Objectives
To identify factors that influenced women who chose to leave academic medicine.
Design and main outcome measures
Independent consultants led a focus group of women in medicine who had left academia after completion of their postgraduate research degree at Imperial College London Faculty of Medicine. Thematic analysis was performed on the transcribed conversations.
Participants and setting
Nine women physicians who completed a postgraduate degree (MD or PhD) at a large London Medical School and Academic Health Sciences Centre, Imperial College London, but did not go on to pursue a career in academic medicine.
Results
Influences to leave clinical academia were summarised under eight themes—career intentions, supervisor support, institutional human resources support, inclusivity, work–life balance, expectations, mentors and role models, and pregnancy and maternity leave.
Conclusion
The women in our focus group reported several factors contributing to their decision to leave clinical academia, which included lack of mentoring tailored to specific needs, low levels of acceptance for flexible working to help meet parental responsibilities and perceived explicit gender biases. We summarise the multiple targeted strategies that Imperial College London has implemented to promote retention of women in academic medicine, although more research needs to be done to ascertain the most effective interventions.
... An abundance of previous work has uncovered gendered patterns in political communication across a range of settings. Much of this work has found that women tend to speak less than men in mixed-gender groups, are more likely than men to be interrupted (e.g., Aries 1976;Coates 2015;Holmes 2013), or both. At the same time, women in legislatures are strong proponents of women's issues (Gerrity, Osborn, and Mendez 2007;Thomas and Welch 1991). ...
Women in Congress are highly effective legislators. Yet, if women are more likely than men to be interrupted during committee work, they may face a gender-related impediment. We examine speech patterns during more than 24,000 congressional committee hearings from 1994 to 2018 to determine whether women Members are more likely to be interrupted than men. We find that they are. This is especially true in Senate committees—where women are about 10% more likely to be interrupted. Furthermore, in hearings that discuss women’s issues, women are more than twice as likely to be interrupted than while discussing other issues. We see a similar pattern for rapid-fire “interruption clusters,” an aggressive form of interruption. We further consider a range of moderating factors, which yields little evidence that women change their communication strategy as they gain experience in Congress. We also find suggestive evidence that interruptions are driven by mixed-gender interactions.
The current study examines the use of five different dimensions of language in popular music based on the sex of the performer. Theoretically grounded in both social cognitive theory and cultivation theory, the study analyzes popular music as a vehicle for enculturating gender norms within society. Sampling and analyzing over 700 popular songs, the lyrical construction of songs performed by females and males is compared. Similarities are found in many key areas, while differences are identified in the specific areas of power language and social language. Additional differences are identified and discussed when artists perform in mixed-sex groups. Based on the results, a discussion of the prominence of male writers and lack of female representation in the music industry is included.
When the members of a team work together in pursuit of a collective goal, who stands out? We analyze this question by focusing on how managers allocate credit among a team’s members when employee performance is difficult to observe. We argue that under conditions of incomplete information, managers use whatever information they have readily at hand—even if it is only crudely reflective of individual performance—to make inferences about team members’ contributions to team success. We further argue that these inferences will tend to disadvantage women and persons of color relative to white men. Our information-based perspective points to additional propositions that are theoretically novel: Imperfect information will be more severe when a team member works remotely; consequently, team members who are colocated with their manager will be more likely than non-colocated team members to receive recognition for their contributions to team success. Moreover, we argue that any informational disadvantages attaching to remoteness will vary by team members’ race/sex. We use micro-data on 121,809 federal employees who are nested in 31,188 group award instances, and employ a fixed effects approach to test these and related propositions. Our findings’ key implications for theory are that managers allocating credit among a group’s members will tend to do so suboptimally in demographically diverse, geographically dispersed groups. These managers will tend to overlook the contributions of women and persons of color, and will also tend to overlook the contributions of remote team members.
This chapter deals with the three methods used in empirical social research for data collection. In addition to the survey, these are observation and content analysis. In addition to the theoretical foundations of these methods and the diversity of their variants, the presentation also endeavours to show their application by way of example.
Does having more women on a committee matter? Interestingly, answers to this question are unknown, despite a significant push toward greater gender diversity on committees and boards. This paper uncovers the mechanism of if and how committees’ gender diversity impacts its deliberations and decisions. We utilize a unique dataset that matches detailed meeting transcripts of the Federal Reserve’s Federal Open Market Committee (FOMC) spanning over 30 years, with member characteristics and economy-wide conditions, allowing us to effectively compare committees with the same member resources and economy-wide conditions but different gender diversity. We find that deliberations are more thorough and engaged in more gender-balanced committees, wherein both men and women talk more about wider topics in depth. Unlike findings from other studies, women in the FOMC participate as active members, whereby they are more likely to voice formal disagreement and less likely to be dismissed by an interruption. Finally, we find that member resources and the economy-wide conditions explain the committee's decision, where gender diversity exhibits no explanatory power by and in itself. With the high correlation between gender diversity and member resources, we demonstrate that gender composition affects committees via two channels; deliberation qualities and member resources.
The abstract for this document is available on CSA Illumina.To view the Abstract, click the Abstract button above the document title.
Reports the results of 4 experiments with 80, 90, and 60 undergraduates, respectively, in Exp. I, II, and IV, and 40 high school students in Exp. III. Ss performed a 65-item conformity measure constructed to control for sex relatedness of the judgmental task. Data led to the conclusion that the simple explanation of sex differences in conformity as a function of cultural role prescriptions is inadequate, and that a disregard for the nature of the experimental tasks has contributed to artificially inflated observations of sex differences in conformity. (31 ref.) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Investigated situational factors influencing the manifestation of dominance (Do) by pairing 80 undergraduates high and low on the CPI Do scale and having them interact in tasks in which 1 had to lead and the other follow. In experiments using a masculine industrial task and a sexually neutral clerical task, the following S pairs were studied: high and low Do men (Group 1), high Do men and low Do women (Group 2), high Do women and low Do men (Group 3), high and low Do women (Group 4). Assumption of leadership by the high Do women in Group 3 was significantly lower in both studies. This was attributed to sex role conflict inhibiting the manifestation of Do. Analyses of the decision-making process support this interpretation.
Men make significantly higher scores than women on a scale of attitudes toward problem solving. Attitude scores "have some positive relationship to performance scores." From Psyc Abstracts 36:01:1GD56C.
Interpersonal behavior and preferences for exploration in adolescent boys: a small group study Unpublished Ph.D. Dissertation, University of MichiganSex variable in conforming behavior
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NEWMAN, B. M. (1971) "Interpersonal behavior and preferences for exploration in adolescent boys: a small group study." Unpublished Ph.D. Dissertation, University of Michigan. PARSONS, T. and R. F. BALES (1955) Family, Socialization and Interaction Processes. Glencoe, I11.: Free Press. SISTRUND, F. and J. McDAVID (1971) "Sex variable in conforming behavior." J. of Per. Social Psych. 17, 2: 200-207.
Personality and Interpersonal BehaviorSex differences in problem-solving performance as a' function of attitude differences
- Qualify Overstate
- R F References Bales
- Holt
- Rinehart
- Winston
- G L Carey
The technical names of the categories are: overstate, understate, and qualify. REFERENCES BALES, R. F. (1970) Personality and Interpersonal Behavior. New York: Holt, Rinehart & Winston. CAREY, G. L. (1958) "Sex differences in problem-solving performance as a' function of attitude differences." J. of Abnorm. Social Psych. 56: 256-260.
The Adolescent ExperienceSocial change in self-analytic groups The General Inquirer: A Computer Approach to Content AnalysisInfluence of sex roles on the manifestation of leadership
- E Douvan
- J Adelson
DOUVAN, E. and J. ADELSON (1966) The Adolescent Experience. New York: John Wiley. DUNPHY, D. C. (1966) "Social change in self-analytic groups," pp. 287-341 in P. J. Stone, D. Dunphy, M. Smith and D. Ogilvie, The General Inquirer: A Computer Approach to Content Analysis. Cambridge, Mass.: MIT Press. MEGAREE, E. I. (1969) "Influence of sex roles on the manifestation of leadership." J. of Applied Psych. 53, 5: 377-382.