Heavier Lies Her Crown: Gendered Patterns of Leader Emotional Labor and Their Downstream Effects.

Women use power in more prosocial ways than men and they also engage in more emotional labor (i.e., self-regulate their emotions to respond and attend to the needs and emotions of other people in a way that advances organizational goals).

An Emphasis on Brilliance Fosters Masculinity-Contest Cultures.

Women are underrepresented in fields in which success is believed to require brilliance, but the reasons for this pattern are poorly understood. We investigated perceptions of a "masculinity-contest culture," an organizational environment of ruthless competition, as a key mechanism whereby a perceived emphasis on brilliance discourages female participation. Across three preregistered correlational and experimental studies involving adult lay participants online ( = 870) and academics from more than 30 disciplines ( = 1,347), we found a positive association between the perception that a field or an organization values brilliance and the perception that this field or organization is characterized by a masculinity-contest culture.

Individual variation in role construal predicts responses to third-party biases in hiring contexts.

We theorize that individuals' pre-existing beliefs about the hiring manager role (role construal) are associated with their tendency to condone bias accommodation in hiring contexts, in which a person aligns hiring decisions with the perceived biases of others. In two studies, we focus on human resources (HR) professionals' endorsement of the role demand to prioritize candidate fit with others (e.g.

Unnecessary Frills: Communality as a Nice (But Expendable) Trait in Leaders.

Although leader role expectations appear to have become relatively more compatible with stereotypically feminine attributes like empathy, women continue to be highly underrepresented in leadership roles. We posit that one reason for this disparity is that, whereas stereotypically feminine traits are appreciated as nice "add-ons" for leaders, it is stereotypically masculine attributes that are valued as the defining qualities of the leader role, especially by men (who are often the gatekeepers to these roles). We assessed men's and women's idea of a great leader with a focus on gendered attributes in two studies using different methodologies.

Third-party prejudice accommodation increases gender discrimination.

We investigated how gatekeepers sometimes arrive at discriminatory hiring selections to accommodate prejudiced third parties due to role demands (i.e., the "third-party prejudice effect").

Differential support for female supervisors among men and women.

Two studies evaluated the lay belief that women feel particularly negatively about other women in the workplace and particularly in supervisory roles. The authors tested the general proposition, derived from social identity theory (Tajfel & Turner, 1979, 2004), that women, compared to men, may be more supportive of other women in positions of authority, whereas men would respond more favorably to other men than to women in positions of authority. Consistent with predictions, data from an online experiment (n = 259), in which the authors randomly assigned men and women to evaluate identical female (vs.

Relative Efficiency of Field and Online Strategies in the Recruitment of HIV-Positive Men Who Have Sex With Men.

Efforts to reach HIV-positive men who have sex with men (MSM) and link them to care must be expanded; however, finding and recruiting them remains a challenge. We compared the efficiency of three recruitment sources in reaching self-identified HIV-positive MSM with various characteristics. Relative to recruitment online and at clubs and bars, AIDS Service Organizations (ASOs) were significantly more efficient in reaching HIV-positive MSM in general.

Recruiting drug using men who have sex with men in behavioral intervention trials: a comparison of internet and field-based strategies.

Although online and field-based samples of men who have sex with men (MSM) have been compared on a variety of markers, differences in drug use have not been well examined. In addition, generalization from studies comparing recruitment methods is often limited by a focus on either HIV seropositive or seronegative MSM. We compared two New York City-based samples of MSM recruited simultaneously between July 2009 and January 2010-one sample recruited in the field (n = 2,402) and one sample recruited via the Internet (n = 694).