Presents a meta-analysis of 25 primary research studies of managerial gender communication issues. Addresses issues of behavioral differences and research methodologies. Concludes that communication differences between male and female managers are minimal and of little social importance. Suggests the use of an interactionist perspective in future…

Applies a model of impression management to explore the process whereby women in organizations present themselves to others and the impressions they create. Devotes particular attention to how these impressions influence women's experiences in organizations. Suggests future research direction for clarifying the impact of gender impression and…

Extends previous research on interpersonal construct system development and persuasive ability by using more sensitive indicators of individual achievement and exploring sex differences in the relationship between communication abilities and individual achievement. Finds positive, significant associations between communication abilities and…

Reviews research on differing communication strategies of men (instrumental/empowering) and women (affiliative/depowering) in professional settings. Examines important communication differences along these lines, offers theories that explain why those differences exist, and determines when differences are most likely to occur. (SR)

Examines undergraduate students' assessments of social-sexual messages in a fictitious newsletter that used suggestive remarks. Indicates: messages conveying sexual interest explicitly were perceived as more harassing than those conveying interest implicitly; explicit sexual messages were rated more harassing when initiated by supervisors or when…

Investigates the persuasive communication of male and female middle managers, focusing on the mediating influence of a manager's power on his or her selection of anticipated compliance-gaining message strategies. Finds no marked differences between the genders in the types of strategies and tactics used to influence subordinates. (KEH)

Tells a personal tale of a conflicted feminist self and how using such individual tensions can inform organizational communication. Explores the ongoing evolution of a reluctant feminist identity through organizational micropractices that spur and impede alignment with feminisms. Presents a particular standpoint on the strained connection between…

Introduces a model presented at the Linkage Leadership Conference in which 10 senior executive teams developed strategies to effectively implement organizational change. Demonstrates how style influences the ability to lead and relates, through the example of the U.S. Army's gender integration, how leader communication style can be used to…

Claims the emotional labors of the majority of service workers are neither fully recognized nor compensated. Uses A. Hochschild's surface, passive deep, and active deep acting notions to identify the emotional labors (effort and dissonance) employees experience communicating with customers when trying to feel and/or display emotions that are…

Explores superiors' evaluations of leadership skills of their managers to determine if sex differences exist. Rates middle and upper level male and female managers on "Benchmarks," a multirater feedback instrument. Detects no sex differences except that females rated higher in putting people at ease. (PA)

Surveys experienced managers regarding gender, psychological type, and conflict style preference. Finds that males are "thinkers," and females are "feelers." Cautions that while results indicated psychological type may be a better indicator of conflict style preference than is gender, neither factor accounted for a substantial…

Contributes to scholarship on sexual harassment. Finds that men's "power over" standpoint and the related fear of marginalization clash with women's "power with" standpoint and the related fear of physical harm. Argues that managers and researchers need to understand both standpoints to better understand the dynamics of sexual harassment and how…

Examines how masculine and feminine speech patterns affect the acceptance by superiors of decisions made by male and female subordinates. Indicates that proposals of subordinates with masculine speech patterns are more likely to be accepted by male listeners, whereas female listeners are not influenced by the speech patterns. (SR)