Gender solidarity in hierarchical organizations

Area of Science:

• Social Psychology
• Organizational Behavior
• Gender Studies

Background:

• Prior research suggests sex influences promotion decisions, with women potentially favoring same-sex candidates due to higher gender identification.
• This study investigates the link between gender identification and promotion strategies in hypothetical organizational contexts.

Purpose of the Study:

• To examine whether gender identification affects promotion decisions in university students and public servants.
• To explore the influence of personal and in-group status on these decisions.

Main Methods:

• Two experiments were conducted with university students (N=116) and public servants (N=136).
• Participants evaluated hypothetical promotion candidates under conditions manipulating personal and in-group status.
• Gender identification and promotion preferences were measured.

Main Results:

• Women in the university sample showed stronger gender identification than men.
• In the public service sample, gender identification varied, with high-status women showing more identification than comparable men.
• Little evidence supported gender identification influencing preferential treatment in promotion decisions; fairness and personal status were key factors.

Conclusions:

• Gender identification does not appear to be a primary driver of promotion decisions, contrary to some theories.
• Fairness norms and individual status significantly shape promotion choices, with implications for self-categorization theory.
• Findings suggest organizational context and personal standing outweigh gender-based in-group favoritism in promotion evaluations.