The Intensity of Emotional Facial Expressions and Decoding Accuracy

The influence of the physical intensity of emotional facial expressions on perceived intensity and emotion category decoding accuracy was assessed for expressions of anger, disgust, sadness, and happiness. The facial expressions of two men and two women posing each of the four emotions were used as stimuli. Six different levels of intensity of expression were created for each pose using a graphics morphing program. Twelve men and 12 women rated each of the 96 stimuli for perceived intensity of the underlying emotion and for the qualitative nature of the emotion expressed. The results revealed that perceived intensity varied linearly with the manipulated physical intensity of the expression. Emotion category decoding accuracy varied largely linearly with the manipulated physical intensity of the expression for expressions of anger, disgust, and sadness. For the happiness expressions only, the findings were consistent with a categorical judgment process. Sex of encoder produced significant effects for both dependent measures. These effects remained even after possible gender differences in encoding were controlled for, suggesting a perceptual bias on the part of the decoders.     

Posthypnotic suggestion: A method for the study of nonverbal communication

A method for studying emotional expression using posthypnotic suggestion to induce emotional states is presented. Subjects were videotaped while roleplaying happiness, sadness or anger or after hypnotic induction of one of these three emotions. Judges then rated these videotapes for emotional tone. Results indicated a main effect for emotion expressed, with happiness and sadness more easily identified by judges than anger. Accuracy was also greater for happiness and sadness in the hypnotically induced condition. However, role-played anger was more easily identified than hypnotically induced anger. An interaction of channel (body/face) and emotion indicated that identification of sadness and anger was easier for judges when the body alone was shown. Findings are discussed in terms of display rules for the expression of emotion.We gratefully acknowledge Irving Kirsch, Ross Buck, and Paul Ekman for their helpful comments on a draft of this article. Special thanks to Reuben Baron, without whose support neither this article nor our careers in psychology would have been possible.A preliminary report of this study was presented at the meeting of the American Psychological Association in Toronto, August 1984.     

Gender Differences in Emotion Expression in Low-Income Adolescents Under Stress

Gender roles in mainstream US culture suggest that girls express more happiness, sadness, anxiety, and shame/embarrassment than boys, while boys express more anger and externalizing emotions, such as contempt. However, gender roles and emotion expression may be different in low-income and ethnically diverse families, as children and parents are often faced with greater environmental stressors and may have different gender expectations. This study examined gender differences in emotion expression in low-income adolescents, an understudied population. One hundred and seventy nine adolescents (aged 14–17) participated in the Trier Social Stress Test (TSST). Trained coders rated adolescents’ expressions of happiness, sadness, anxiety, shame/embarrassment, anger, and contempt during the TSST using a micro-analytic coding system. Analyses showed that, consistent with gender roles, girls expressed higher levels of happiness and shame than boys; however, contrary to traditional gender roles, girls showed higher levels of contempt than boys. Also, in contrast to cultural stereotypes, there were no differences in anger between boys and girls. Findings suggest gender-role inconsistent displays of externalizing emotions in low-income adolescents under acute stress, and may reflect different emotion socialization experiences in this group.     

Gender,race, and the use of prayer to manage anger

ABSTRACT

Women and blacks are more likely than men and whites to use prayer to manage negative emotions such as anger. However, the pathways explaining these associations are not fully understood. Using data from the 1996 General Social Survey’s emotion module, we evaluate four potential mechanisms that might account for these associations: women’s and blacks’ relatively high levels of religious participation, relatively low socioeconomic status, extended duration of their negative emotional experiences, and relatively lower perceived control. Women’s and blacks’ higher likelihood of using prayer to manage anger is partially accounted for by their higher levels of religious participation, lower socioeconomic status, and duration of anger. Lower levels of perceived control contribute only to blacks’ use of prayer to manage anger. Our findings highlight the importance of identifying pathways that explain why particular social groups use particular emotion management strategies.     

Communication of specific emotions: Gender differences in sending accuracy and communication measures

Men and women were videotaped while they silently viewed emotionally toned slides (view period) and then described their feelings (talk period). They then rated their feelings on scales of pleasantness, strength, and 10 specific emotions. Videotapes of the two sending periods separately were shown to receivers who tried to identify the type of slide that the sender was viewing or describing (categorization measure) and rated the senders' expressions on the same scales (emotion correlation measure). Results indicated that communication accuracy, and gender differences in sending, varied with sending period, type of slide, communication measure, and specific emotion. On the categorization measure, women were generally better senders. On the emotion correlation measures, women were better senders of pleasantness, disgust, distress, fear, and anger while men were slightly better senders of guilt. Accuracy was generally better in the view period than in the talk period, and the view period produced more pronounced gender differences. It is argued that categorization and correlation measures are sensitive to different aspects of emotion communication. Used in conjunction with modifications of the slide viewing paradigm, the two types of measure provide versatile means of investigating social aspects of emotional expression.The sending phase of this study was conducted while the first author was visiting the University of Connecticut, Storrs. The receiving phase was conducted by the third author at the University of Manchester, England. The authors wish to thank Rachel Calam for her help in the conduct of the sending phase.     

Issues of Anger in the Workplace: Do Gender and Gender Role Matter?

To examine the influence of gender and gender role on anger experiences in the workplace, 257 adult students completed narratives describing their anger‐provoking issues and anger expression. Seven issues were identified: work performance of coworkers, work performance of supervisors, relationships with coworkers, relationships with supervisors, dealing with the public, work performance of subordinates, and work context issues. Analyses revealed that gender did not influence the types of issues cited or workers' anger expressions. Although gender role did not influence anger expression, androgynous and feminine persons were more likely to cite relationships with coworkers as anger provoking than were undifferentiated persons.     

Emotional Experience as a Function of Social Context: The Role of the Other

Inconsistencies in previous findings concerning the relationship between emotion and social context are likely to reflect the multi-dimensionality of the sociality construct. In the present study we focused on the role of the other person by manipulating two aspects of this role: co-experience of the event and expression of emotion. We predicted that another's co-experience and expression would affect emotional responses and that the direction of these effects would depend upon the manipulated emotion and how the role of the other person is appraised. Participants read vignettes eliciting four different emotions: happiness, sadness, anxiety, and anger. As well as an alone condition, there were four conditions in which a friend was present, either co-experiencing the event or merely observing it, and either expressing emotions consistent with the event or not showing any emotion. There were significant effects of co-experience in the case of anger situations, and of expression in the case of happiness and sadness situations. Social appraisal also appeared to influence emotional response. We discuss different processes that might be responsible for these results.     

The Effects of Gender Role Congruence and Statistical Discrimination on Managerial Advancement

This paper makes the argument that themanagerial advancement process is different for womenand men. Men in management who choose to participatemore fully in family labor experience gender rolecongruence pressures and are penalized in the workplace.Women in management experience statisticaldiscrimination, meaning that they are viewed withsuspicion and that their commitment and competence isover-tested. Findings from data collected in two large firmssupported the gender role congruence and statisticaldiscrimination perspectives. Specifically, effortexpended on paid work was more strongly positively associated with advancement for men than forwomen. Participating in household labor hurt men sadvancement more than it did women s. Demonstratingcompetence in a series of internal organizationalexperiences was more strongly associated with advancementfor women than for men. Implications for theory,management, and future research are discussed.     

Time to care: socioeconomic,family, and workplace factors in men and women’s parental leave use

ABSTRACT

Parental leave has important benefits for women, men, and families. This study examines how individual, family, and workplace factors are associated with the length of parental leaves taken by workers in diverse jobs and work contexts, but with the same employer, focusing on gender differences in the factors associated with longer parental leaves. The data are the result of a collaboration between university researchers and a municipal employer. We find that gender was a major driver of the duration of parental leaves for these workers, who must use their accumulated paid time off or take unpaid leave for parental leave; women’s leaves were almost three times longer than men’s. We also find gender differences in the factors associated with leave duration. For women, socioeconomic status seemed to matter most, while for men, family and workplace context influenced leave length. The results indicate the centrality of financial considerations in parents’ leave decisions, reinforcing the importance of having a dedicated paid parental leave policy. We argue that paid parental leaves would help reduce disparities between and within genders at work and in the family.     

‘Workaholics’ and ‘whingeing women’: Theorising intimacy and emotion work — the last frontier of gender inequality?

In a variety of discourses and empirical studies it has been argued that compared with women, men show more reluctance to express intimate emotion in heterosexual couple relationships. Our paper attempts to theorise this gender asymmetry in intimate emotional behaviour as a sort of ‘emotional power’, within the wider context of continuing gender inequalities of resources and power in society. To the extent that men's role as breadwinner becomes their central life interest (they become ‘workaholics’), women are left with emotional responsibility for the private sphere, including the performance of the ‘emotion work’ necessary to maintain the couple relationship itself. Increasingly women's dissatisfaction in relationships (which men dismiss as unjustified ‘whingeing’) stems mainly from this unequal division. Yet many women still collude with male power by living the family ‘myth’ and ‘playing the couple game’; they perform emotion work on themselves to convince themselves that they are ‘ever so happy really’, thereby helping to reproduce their own false consciousness. This suggests that gender asymmetry in relation to intimacy and emotion work may be the last and most obstinate manifestation and frontier of gender inequality.     

Gender and Organizational Justice Preferences

Despite evidence that women and men possess similar workplace values, debate continues regarding gendered preferences for justice in the workplace. In particular, some have argued that women and men have fundamentally different justice orientations, which lead men to value fair outcomes and women to value fair procedures. Recent research finds that such beliefs may influence managers to reward men with greater monetary rewards than those provided to women. Here, we review this literature and argue that men and women do not have fundamentally different justice orientations. Instead, the few findings of gender difference in preferences for procedural vs. distributive justice in the workplace are a function of status differences between men and women.     

Beyond the cool pose: Black men and emotion management strategies

This review presents an overview of research on qualitative work that has documented emotion management strategies among Black men. I emphasize qualitative work here as it gives us insight into the processes that account for particular strategies. Research on Black men and emotions has focused on their class‐based experiences, as either lower SES working‐class or poor Black men in settings concentrated by people of color or higher SES middle‐class Black men in White‐dominated spaces. Within these two class positions, Black men adopt emotion management strategies for both the frontstage and backstage meant to best navigate their surroundings. This research emphasizes that Black men's emotional strategies are often a reaction to larger systems that oppress and discriminate against their race and gender status.     

Emotional labour: skill and work in the social regulation of feelings

I define emotional labour as the labour involved in dealing with other peoples’feelings, a core component of which is the regulation of emotions. The aims of the paper are firstly to suggest that the expression of feelings is a central problem of capital and paid work and secondly to highlight the contradictions of emotions at work. To begin with I argue that ‘emotion’is a subject area fitting for inclusion in academic discussion, and that the expression of emotions is regulated by a form of labour. In the section ‘Emotion at home’I suggest that emotional labour is used to lay the foundations of a social expression of emotion in the privacy of the domestic domain. However the forms emotional labour takes and the skills it involves leave women subordinated as unskilled and stigmatised as emotional. In the section ‘Emotion at work’I argue that emotional labour is also a commodity. Though it may remain invisible or poorly paid, emotional labour facilitates and regulates the expression of emotion in the public domain. Studies of home and the workplace are used to begin the process of recording the work carried out in managing emotions and drawing attention to its significance in the social reproduction of labour power and social relations of production.     

Boundaried Caring and Gendered Emotion Management in Hospice Work

Caring work, which is premised on caring for and caring about recipients, involves a great deal of emotion management. Feeling rules shape expectations about emotion management and are informally shared through workers’ narratives about quality work. Using qualitative data from hospice workers in the southwestern US, I find that narratives of quality within hospice include emotion‐management skills such as listening, truly caring, keeping calm and maintaining boundaries. Through an analysis of how workers discuss and map skills onto individual women and men co‐workers, this article highlights two gendered patterns. First, even when women and men are thought to share high‐quality skills, the ways these skills are described reinforce naturalistic understandings of gender. Second, men are seen to hold a broad range of emotion‐management skills, but women are not described as holding the most important emotion‐management skill: keeping boundaries. Understanding this differential application of emotion‐management skills helps us to understand how gender and gender inequality are reproduced within caring work.     

‘It's People's Whole Lives’: Gender,Class and the Emotion Work of User Involvement in Mental Health Services

The concept of emotion work has been widely applied to the study of service work. Yet its use in understanding the social dynamics of user involvement in public services remains under explored. Drawing on a study of user involvement in mental health service development, I show its utility for understanding this social and political realm. The article discusses findings from a critical discursive and contextual emotional labour perspective, taking into account organizational and institutional factors as well as social structural dimensions of gender and social class. It shows how discourses on emotion, constructed through articulation of personal experiences of service usage both reflected and constructed the ideological and structural positionings of women service users, while emotional discourse — displays of anger in user involvement forums — worked to constitute traditionally male and ideologically masculine elements of the field, as well as the working‐class identities of some participants. These forms of emotion work, and the ways in which they elicited further emotion management from service users and workers alike, are located in relation to the rules of engagement of user involvement and the bureaucratic institutional forms within which this took place. The article concludes that the emotion work of user involvement ultimately helped to reproduce the dominant institutional and social order, including its gender and class dimensions. Implications for policies and practices of user involvement in mental health services are provided.     

Working at Intimacy: Gay Men's Workplace Friendships

Despite scholarly efforts to challenge the dualistic stereotype of men as rational and women as emotion experts, academics have paid little attention to the issues that arise when gay and lesbian sexualities are introduced into such debates. This article highlights the heterosexist content of much of the research on gender, emotion and organization, and argues the relevancy of investigating the largely neglected topic of intimacy and friendship in the work lives of gay men. Engaging with feminist, queer and sociological research that examines friendship in the lives of individuals who belong to sexual minority groups, I explore in this study the diversity in the way gay men find and work out intimacy in the context of workplace friendships with other gay men and with heterosexual men and women. The data for this article are drawn from in‐depth interviews with ten gay men employed in one UK National Health Service Trust. Study findings problematize conceptualizations of friendships at work as being bereft of intimacy, of little value and clearly distinguishable from business relationships. Dichotomous modes of thinking about the impact of gender and sexuality on intimacy and friendship are also challenged.     

Long Working Hours and the Corporate Gender Divide in Japan

While the workplace custom of working long hours has been known to exacerbate gender inequality, few have investigated the organizational mechanisms by which long working hours translate into and reinforce the power and status differences between men and women in the workplace. Drawing on 64 in‐depth interviews with workers at financial and cosmetics companies in Japan, this article examines three circumstances in which a culture of long working hours is disadvantageous for women workers, and the consequences of those circumstances: (a) managers in Japanese firms, reinforcing gender stereotypes, prioritize work over personal and family lives; (b) non–career‐track women experience depressed aspirations in relation to long working hours and young women express a wish to opt out due to the incompatibility of work with family life; and (c) workers who are mothers deal with extra unpaid family work, stress such as guilt from leaving work early, salary reduction and concerns over their limited chances for promotion. The article argues that the norm of working long hours not only exacerbates the structural inequality of gender but also shapes employed women's career paths into the dichotomized patterns of either emulating workplace masculinity or opting out.     

Return to Gender: An Analysis of Women’s Disadvantage in Postal Work

The workplace is a crucial locale for understanding three important issues in contemporary debates on gender and organizations; the processes by which work becomes gendered, the origins and nature of gender segregation and the role of trade unions in delivering gender equality. This article presents data from a study of workplace transformations in Royal Mail, and demonstrates the dynamic interplay of factors over time, which have sustained postal work in the UK as a gendered occupation and continues to disadvantage women in the workforce. The article shows that the position of women in postal work has been historically and contemporaneously linked to the relations between the trade union, management, male and female workers. The data illustrate that the power relations between the main actors have sustained the dynamic of women’s disadvantage. Furthermore, the processes that have sustained postal work as a gendered job continue to segregate men and women’s work at the level of the workplace.     

Work satisfaction in a rapidly feminized profession: assessing the intersection of gender,parenting and support resources among veterinary doctors

Abstract

Women typically hold jobs in which they experience less pay and less favorable working conditions than men in comparable positions. Despite these differences, women report similar or even higher levels of work satisfaction. Most studies explaining work satisfaction and gender focus on workplace rewards as potential explanatory variables. Little is known about the relevance of support resources from the family domain in relation to women’s and men’s work satisfaction. Finally, the relevance of support resources has not been studied in high-status professions where women have quickly become more highly represented numerically. Using quantitative survey data from a sample of married veterinary doctors (N?=?311), we explore the influence of work and family-based support resources. Specifically, we examine the relationship between work satisfaction and three sources of support: coworkers, family, and spouses. We also explore whether parental status has moderating effects for women and men with these resources in association with work satisfaction. We find that mothers are more satisfied than fathers. Parenthood and supportive family engagement are strong predictors of women’s work satisfaction. Coworker support is a salient predictor of work satisfaction for all, especially for men who are fathers. Implications for men and women working in high-status professions are discussed.     

Safety segregation: The importance of gender, race, and ethnicity on workplace risk

Using micro data of the Bureau of Labor Statistics we examine the extent and the causes of workplace risk inequality in the United States. Far more men than women and far more blacks and Hispanics than whites are killed or injured at work. Occupational differences between men and women and among the races explain most, but not all, of the workplace risk inequality in the United States. After controlling for occupation, men experience twice as many workplace fatalities as women but fewer nonfatal injuries, while black and Hispanic males experience slightly more workplace fatalities than white males but fewer nonfatal workplace injuries. We find little evidence men choose higher risk jobs and women lower risk jobs because of differences in economic circumstances or risk preferences. But economic and taste factors explain large fractions of the fatal and the nonfatal injury rate differences by race/ethnicity. Workplace risk inequality among the races primarily reflects differences in educational attainment.