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Workplace Climate Can Impact Gender-Based Job Stress

Workplace Climate Can Impact Gender-Based Job Stress

While transformation of the work force has led to more women working in numerically male-dominated occupations like physics, firefighting, and medicine, scientists have been puzzled by increased complaints of work-related stress.

The issue is complicated by the fact that as men move into numerically female-dominated occupations like nursing and child care, complaints of work-related stress have not increased.

New research by an Indiana University sociologist implicates workplace culture, rather than workforce demands, as the root cause for gender dissimilarities.

Dr. Cate Taylor, assistant professor of sociology and gender studies at Indiana University Bloomington, designed and carried out an experiment that subjected both men and women to the negative social conditions that many women report experiencing in male-dominated occupations.

The result: Men showed the same physiological stress response to the conditions as did women.

“Women are not especially sensitive to negative workplace social conditions,” Taylor said. “Rather, both women and men exhibit similar responses to the same types of stressful workplace conditions.”

The study focuses on what Taylor calls “gendered social exclusion,” behavior that would tend to make “token” women or men feel excluded from a group of mostly opposite-sex coworkers.

For example, men might exclude female co-workers by talking constantly about sports or other stereotypically male interests.

The investigation addresses the question of whether, as some observers have suggested, women are simply more sensitive to such exclusion: if they are “relational by nature” and respond more strongly than men to being shut out of social interaction in the workplace.

Taylor recruited undergraduate research assistants, called “confederates,” and trained them extensively to manage peer-to-peer conversations in a laboratory setting. Study participants were also undergraduates recruited on a university campus.

To determine the effect of gendered social exclusion, Taylor placed female study participants in experimental groups with three male confederates and male study participants in groups with three female confederates.

The confederates were trained to make the study participants feel excluded. They did this by talking about stereotypically masculine topics (sports, video games, and a class in business statistics) or stereotypically feminine topics (shopping, yoga and Pilates, and a class in child development), and by subtly excluding the participants from the conversations.

Taylor compared the stress response of these participants with the stress response of participants in groups made up of members of the same sex that did not use conversation to make the participants feel excluded.

In order to measure stress response, at several points during the experiment, Taylor measured levels of the hormone cortisol in the participants’ saliva, a known indicator of physiological stress response. Cortisol levels rose markedly in participants subjected to gendered exclusion but not in the other participants.

“The cortisol response was robust, and it was statistically significant,” Taylor said. And it was just as strong in men who were subjected to gendered exclusion as in women who were subjected to gendered social exclusion.

The results suggest that conditions associated with male-dominated professions are what cause token women to report experiencing high levels of stress in the workplace, Taylor said.

The answer isn’t to “fix” the women by teaching them to be less sensitive, because when women and men are exposed to the exact same social conditions, they actually have the same stress response. A better answer might be to address the workplace social exclusion faced by minorities in their occupations.

And the findings matter, Taylor said. For one thing, exposure to chronic physiological stress response, indicated by cortisol response, has been found to be associated with negative health effects, including heart disease, digestive problems, weight gain, and depression.

For another, both stress and exclusion from important workplace social networks and mentorship may be significant factors in preventing women from getting or keeping jobs in male-dominated occupations.

Male-dominated occupations, on average, have higher pay and prestige and better working conditions than mixed-sex or female-dominated occupations. Taylor said the under-representation of women in male-dominated occupations is a significant factor behind the gender wage gap.

On average, women earn only 78 cents for every dollar earned by men.

“If the workplace climate were less unfriendly, we might see more women in these male-dominated occupations, and we might see more parity in pay,” she said. “That would be good for women and good for families.”

The article appears online in the American Journal of Sociology.

Source: Indiana University

Workplace Climate Can Impact Gender-Based Job Stress

Rick Nauert PhD

Rick Nauert, PhDDr. Rick Nauert has over 25 years experience in clinical, administrative and academic healthcare. He is currently an associate professor for Rocky Mountain University of Health Professionals doctoral program in health promotion and wellness. Dr. Nauert began his career as a clinical physical therapist and served as a regional manager for a publicly traded multidisciplinary rehabilitation agency for 12 years. He has masters degrees in health-fitness management and healthcare administration and a doctoral degree from The University of Texas at Austin focused on health care informatics, health administration, health education and health policy. His research efforts included the area of telehealth with a specialty in disease management.

APA Reference
Nauert PhD, R. (2016). Workplace Climate Can Impact Gender-Based Job Stress. Psych Central. Retrieved on December 14, 2018, from https://psychcentral.com/news/2016/07/13/workplace-climate-influences-gender-based-job-stress/107087.html

 

Scientifically Reviewed
Last updated: 13 Jul 2016
Last reviewed: By John M. Grohol, Psy.D. on 13 Jul 2016
Published on PsychCentral.com. All rights reserved.