Natalie Rinfret

Policewomen Acting in Self-Defense: Can Psychological Disengagement Protect Self-Esteem From the Negative Outcomes of Relative Deprivation?

The role of 2 components of psychological disengagement (discounting and devaluing) in the relation between personal relative deprivation and self-esteem was explored in 3 samples of policewomen. Path analyses conducted with the 3 samples revealed that stronger feelings of personal relative deprivation resulted in stronger discounting of work evaluations, which in turn led to devaluing the importance of police work. A negative relation between discounting and self-esteem was observed in all samples. Other related outcomes of disengagement, professional withdrawal and stress, were also evaluated.

Strength in Numbers? Women and Mathematics.

Two studies were conducted to test the link between numerical distinctiveness, stereotype threat and mathematical performance among women. In the first study, stereotype threat was measured with a stereotype activation task. Women in a solo, non-solo or control condition completed word fragments and a mathematical activity. Solo women, rather than their non-solo counterparts showed mathematical performance deficits. Evidence did not support the mediating role of stereotype activation. In the second study, stereotype anxiety was assessed. According to analyses, solo women reported greater stereotype-related anxiety than non-solo women. A link between stereotype anxiety and mathematical performance deficits was also uncovered. Finally, mathematical underperformance was associated with greater interest in feminine activities. Strategies to buffer the effects of stereotype threat are discussed.RésuméDeux études ont été menées dans le but d’évaluer le lien entre la force numérique, la menace du stéréotype et le rendement à une tâche de mathématiques chez les femmes. Dans la première étude, la menace du stéréotype a été mesurée en fonction d’une tâche d’activation des stéréotypes. Les femmes dans les conditions “solo”, “non-solo” et contrôle ont complété des mots et une tâche de mathématiques. En comparaison aux femmes des autres groupes, celles dans la condition “solo” ont moins bien réussi la tâche en mathématiques. L’hypothèse de l’effet médiateur de la menace du stéréotype n’a pas été appuyée. Dans la deuxième étude, l’anxiété associée au stéréotype a été évaluée. Selon les analyses, les femmes dans la condition “solo” ont éprouvé davantage d’anxiété associée au stéréotype que celles assignées à la condition “non-solo”. Un lien a été obtenu entre l’anxiété associée au stéréotype et la contre-performance à la tâche de mathématiques. Enfin, la contre-performance en mathématiques est associée à l’intérêt dirigé vers des activités féminines. Les stratégies visant à réduire les effets de la menace du stéréotype sont discutées.

Determinants of objective and subjective success of men and women

The objective of the study reported here was to determine whether a set of individual variables predicted both the objective and subjective career success of 156 women and 218 men managers in the Quebec public service. Hierarchical regressions performed separately for each gender revealed that few variables predicted both dimensions of success. Human capital was found to be the most important predictor of objective success, salary and position level, regardless of gender. Men’s advancement to senior management positions was facilitated by age, family situation and mentoring, while that of women was facilitated by selfrated interpersonal skills. Age and self-rated interpersonal skills were the only predictors of subjective success, career satisfaction and job satisfaction, for both genders. Ambition negatively predicted career satisfaction for both genders. Findings are discussed from the perspective of current notions of career success in organizations.

transformational Leadership and Change: How Leaders Influence Their Followers’ Motivation Through Organizational Justice

EXECUTIVE SUMMARY In the past decade, the reform of Québecs healthcare establishments has resulted in a reduction in the number of institutions through mergers and closures. In this report, we investigate the consequences of reform by looking at managers’ motivations and related mitigating factors. We examine the influence that transformational leaders have on their employees’ motivation through organizational justice. Using a survey of 253 healthcare managers, we describe how the positive impact of transformational leadership on motivation is fully mediated via different aspects of organizational justice. The results indicate that while transformational leaders influence each type of organizational justice, followers’ motivation is affected primarily by procedural and interpersonal justice and little by distributive justice.