Dataset Information

Workplace Anger Costs Women Irrespective of Race.

ABSTRACT: The current research investigated the role that a person's race, gender, and emotional expressions play in workplace evaluations of their competence and status. Previous research demonstrates that women who express anger in the workplace are penalized, whereas men are not, and may even be rewarded. Workplace sanctions against angry women are often attributed to a backlash resulting from the violation of gender stereotypes. However, gender stereotypes may differ by race. The present study addressed this question using a between-subjects experimental design where participants (N = 630) read a vignette describing a new employee, which varied with respect to the employee's race (White, Black, Asian, and Latino/a/x), gender (male and female), and a prior emotional response (anger and sadness). Participants then evaluated the employee's competence and status. Findings revealed that men and women were both viewed as more competent when expressing anger relative to sadness, and this pattern did not differ across employee race. However, despite anger being associated with greater competence, women who violated stereotypes (i.e., expressed anger) were accorded lower status than stereotype-inconsistent (sad) men. Furthermore, exploratory analyses revealed that this pattern was consistent regardless of target and participant race. The current study replicates and extends previous research by employing an intersectional perspective and using a large, ethnically diverse sample to explore the interaction between gender and emotional expression on workplace evaluations across races.

SUBMITTER: Marshburn CK

PROVIDER: S-EPMC7677348 | biostudies-literature | 2020

REPOSITORIES: biostudies-literature

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Workplace Anger Costs Women Irrespective of Race.

Marshburn Christopher K CK Cochran Kevin J KJ Flynn Elinor E Levine Linda J LJ

Frontiers in psychology 20201106

The current research investigated the role that a person's race, gender, and emotional expressions play in workplace evaluations of their competence and status. Previous research demonstrates that women who express anger in the workplace are penalized, whereas men are not, and may even be rewarded. Workplace sanctions against angry women are often attributed to a backlash resulting from the violation of gender stereotypes. However, gender stereotypes may differ by race. The present study address ...[more]

PMID: 33240169

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Project description:ImportanceGender differences in interprofessional conflict may exist and precipitate differential achievement, wellness, and attrition in medicine.ObjectiveAlthough substantial attention and research has been directed toward improving gender equity in surgery and addressing overall physician wellness, research on the role of interprofessional conflict has been limited. The objective of this study was to understand scenarios driving interprofessional conflict involving women surgeons, the implications of the conflict on personal, professional, and patient outcomes, and how women surgeons navigate conflict adjudication.Design, setting, and participantsA qualitative approach was used to explore the nature, implications, and ways of navigating interprofessional workplace conflict experienced by women surgeons. The setting was a national sample of US women surgeons. Purposive and snowball sampling were used to recruit women surgeons in training or practice from annual surgical society meetings. Participants were eligible if they were currently in a surgical training program or surgical practice. Nearly all participants had experienced at least 1 workplace conflict with a nonphysician staff member resulting in a formal write-up.ExposuresA workplace conflict was defined as any conflict resulting in the nonphysician staff member taking action such as confronting the woman surgeon, reporting the event to supervisors, or filing a formal report.Main outcomes and measuresInterviews were conducted between February 19, 2019, and June 21, 2019. Recordings were transcribed and deidentified. Inductive thematic analysis was used to examine data in relation to the research questions.ResultsThirty US women surgeons (8 [27%] age 25-34 years, 16 [53%] age 35-44 years, 5 [17%] age 45-54 years, and 1 [3%] age 55-64 years) of varying surgical specialties were interviewed. Conflicts were often reported as due to a breakdown in communication or from performance-related disputes. Participants perceived personal and professional implications including self-doubt, depression, frustration, anxiety, loss of sleep, reputational harms, and delays to advancement. Participants also described potential patient safety implications primarily due to decreased communication resulting from some surgeons being hesitant to engage in subsequent interactions. Participants described a variety of navigation strategies including relationship management, rapport building, and social capital. The success of these processes tended to vary by individual circumstances, including the details of the conflict, practice setting, level of support of leadership, and individual personality of the surgeon.Conclusions and relevanceThis qualitative study highlights women surgeons' experiences with interprofessional workplace conflict. Interprofessional culture building, broader dissemination of implicit bias training, and transparent and equitable adjudication systems are potential strategies for avoiding or mitigating the implications of these conflicts.

Project description:BackgroundMigraine is the leading cause of days lost due to disability in the world among people less than 50 years of age. There is a paucity of evidence on the impact of migraine and other headache disorders and the cost and productivity losses in the workplace.MethodsEmployee population survey assessed prevalence, characteristics, and disability of headache disorders at a Japanese information technology company. This study was supported by the World Health Organization Western Pacific Region Office and International Headache Society.Results2458 (1963men, 495 women) out of 2494 responded to the survey that utilized ICHD-3 beta criteria. Among these, 13% (205 male/123 female) had migraine (M), 53% (1093 male/207 female) had tension-type headache (TTH) and 4% (61 male/27 female) had migraine and TTH (M/TTH). The number of days when productivity at work was reduced by half or more because of headache was significantly higher in migraine compared to TTH. The norm-based scoring of SF-12v2 was significantly lower in M/TTH and M than TTH. The economic loss due to absenteeism for migraine was calculated to be $ 238.3US$/year/person for day-off and 90.2US$/year/person for half-day off using migraine disability assessment score (MIDAS). The economic loss due to presenteeism for migraine was calculated to be $ 375.4US$/year/person using MIDAS and 2217US$/year/person using work productivity and activity impairment questionnaire (WPAI). Furthermore, estimated cost of productivity loss associated with presenteeism using WPAI was calculated at 21.3 billion US$/year in Japan as a whole.ConclusionsThis study revealed a high prevalence and disease burden among employees with migraine that is associated with substantial losses in productivity and employer cost. These results support the development and implementation of workplace programs to improve migraine management in the workplace and reduce the burden and costs associated with lost workplace productivity.

Project description:OBJECTIVE:To clarify how race is associated with adverse maternal outcomes and risk for women aged 40 years or older. METHODS:This retrospective cohort study used the Nationwide Inpatient Sample for the years 1998-2014. Women aged 40-54 years were included. Race and ethnicity were categorized as non-Hispanic white, non-Hispanic black, Hispanic, Asian or Pacific Islander, Native American, other, and unknown. Temporal trends in severe maternal morbidity and overall comorbid risk by race in women aged 40 years or older were evaluated as were common pregnancy complications including preeclampsia, gestational diabetes, and cesarean delivery. Adjusted models were created to assess factors associated with severe morbidity. RESULTS:A total of 1,724,694 deliveries were included in this analysis. Severe maternal morbidity increased over the study period from 1.6% in 1998-2000 to 3.0% from 2013 to 2014. Black women had the highest rates of severe morbidity at both the beginning (2.4% in 1998-2000) and the end (4.9% in 2013-2014) of the study period. During this same period, comorbid risk based on medical conditions and other factors increased overall and individually by race. Black women also experienced the absolute largest increase from 1998-2003 to 2010-2014 in risk for acute renal failure, disseminated intravascular coagulation, transfusion, and hysterectomy. Pregnancy complications including preeclampsia, cesarean delivery, and gestational diabetes were more common at the end compared with the beginning of the study for black, white, and Hispanic women. The adjusted risk ratio for overall severe morbidity for black compared with white race was 1.81 (95% CI 1.76-1.87). Black women had a substantially higher risk of death than white women (risk ratio 4.71, 95% CI 3.36-6.61), and Hispanic women had more than twice the risk of death (risk ratio 2.13, 95% CI 1.48-3.07) as white women. CONCLUSION:Although black women older than 40 years were at increased risk for adverse outcomes and severe morbidity, this differential was of smaller magnitude than reported mortality risk.

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Workplace Anger Costs Women Irrespective of Race.

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Workplace Anger Costs Women Irrespective of Race.

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