TITLE

Assessing Gender Differences in Relationships Between Supervisory Behaviors and Job-Related Outcomes in the Industrial Sales Force

AUTHOR(S)
Schul, Patrick L.; Remington, Steven; Ben, Robert L.
PUB. DATE
June 1990
SOURCE
Journal of Personal Selling & Sales Management;Summer90, Vol. 10 Issue 3, p1
SOURCE TYPE
Academic Journal
DOC. TYPE
Article
ABSTRACT
The article focuses on the assessment of gender difference in job satisfaction, performance, work motivation and role stress in industrial sales force. The four dimensions of supervisory behavior are contingent reward, non-contingent reward, contingent punishment. and noncontingent punishment. Supervisory contingent reward behavior consists of praise, recognition, and acknowledgement to subordinates on the basis of their effective performance of the task. The article points out that women may make lower post-performance self-evaluations than men in situations in which performance feedback is ambiguous. Both male and female salespeople find satisfying their leaders' specification of performance in the administration of rewards. Contingent reward positively influence females' extrinsic work motivation, but had no effect on male salespeoples' extrinsic work motivation or either gender group's intrinsic work motivation. Contingent reward positively affect job satisfaction and organizational commitment, respectively.
ACCESSION #
6654648

 

Related Articles

  • Sex Effects on Evaluation. Nieva, Veronica F.; Gutek, Barbara A. // Academy of Management Review;Apr1980, Vol. 5 Issue 2, p267 

    Prejudicial evaluation is often cited as an explanation for the apparent failure of competent women to achieve as much success as men have. In this paper we review research on the evaluation of the qualifications and performance of men and women, and research on attributions about the causes of...

  • The Job Climate for Women in Traditionally Male Blue-Collar Occupations. Mansfield, Phyllis Kernoff; Koch, Patricia Barthalow; Henderson, Julie; Vicary, Judith R.; Cohn, Margaret; Young, Elaine W. // Sex Roles;Jul91, Vol. 25 Issue 1/2, p63 

    Rapid growth has been observed in recent years in the number of women entering traditionally male blue-collar occupations, yet researchers have paid little attention to this pioneering group. The present study undertook a comparison of the job conditions of two groups of nontraditional women...

  • Sex Roles and the Desirability of Job Rewards, Expectations and Aspirations of Male versus Female Salespeople. Gibson, C. Kendrick; Swan, John E. // Journal of Personal Selling & Sales Management;Fall/Winter81/82, Vol. 2 Issue 1, p39 

    The article focuses on the societal changes concerning occupational roles for women and the equal opportunity movement. It is based on the basic idea that societies expect different behavior for men and women and differential socialization by sex may be occupationally relevant. Thus, how men and...

  • Gender and the Relationship Between Perceived Fairness of Pay or Promotion and Job Satisfaction. Witt, L. Alan; Nye, Lendell G. // Journal of Applied Psychology;Dec92, Vol. 77 Issue 6, p910 

    Brockner and Adsit (1986) found that satisfaction with an exchange relationship was more strongly related to perceptions of equity among men than women. Kahn (1972) reported that men were more likely than women to distribute outcomes to individuals in direct proportion to their input. We...

  • Separate, not equal. H.C. // Parenting;Jun/Jul97, Vol. 11 Issue 5, p28 

    Cites a study at the University of Texas in Austin which focused on grouping children by sex. Group organized according to gender more likely to rate some occupations as being only for men or only for women; Ambiguous messages derived from dividing children by gender.

  • Beliefs About Gender Discrimination in the Workplace in the Context of Affirmative Action: Effects of Gender and Ambivalent Attitudes in an Australian Sample. Feather, N.; Boeckmann, Robert // Sex Roles; 

    This study investigated beliefs about gender discrimination in opportunities for promotion in organisations and their relation to gender and gender-focused ambivalent beliefs as measured, respectively, by the Ambivalent Sexism Inventory (ASI) and the Ambivalence toward Men Inventory (AMI) (Glick...

  • Job satisfaction: Is there a law against it? Gome, Amanda // BRW;7/31/95, Vol. 17 Issue 29, p92 

    Reports that Australian men and women rate values, communication and staff relationships ahead of salaries in determining job satisfaction. Australian lawyers' dissatisfaction with their jobs and corporate environment; Female principals' ability to achieve an ambition; Women's concern with...

  • Moderating Effects of Sex of Supervisor and Subordinate on Relationships Between Supervisory Behavior and Subordinate Satisfaction. Petty, M. M.; Lee Jr., Gordon K. // Journal of Applied Psychology;Oct75, Vol. 60 Issue 5, p624 

    Employees (N = 165) of an academic institution described their supervisors with the Supervisory Behavior Description and completed the Job Descriptive Index. Correlations between supervisory leadership and subordinate satisfaction were examined for four subgroups: female supervisor, male...

  • Sex Differences in Reporting Sensitive Behavior: A Comparison of Interview Methods. Johnson, Timothy P.; Hougland Jr., James G.; Moore, Robert W. // Sex Roles;Jun91, Vol. 24 Issue 11-12, p669 

    While telephone surveys generally are considered to be comparable to in-person interviews for the collection of survey data, their utility for the acquisition of sensitive information from respondents remains in question. This paper examines the effect of interview method upon self-reports of a...

Share

Read the Article

Courtesy of VIRGINIA BEACH PUBLIC LIBRARY AND SYSTEM

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics