The his and hers of prosocial behavior: an examination of the social psychology of gender.

By A. Eagly. American Psychologist, 2009

710 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ceac2b8399d21a73acb191f0e198a7f3ba054e03

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In Experimental and Cognitive Psychology

In Sociology and Political Science

Citations in the corpus

Researching Rudeness: The Past, Present, and Future of the Science of Incivility (2017, background): “Research by Eagly (2009) details gender differences in pro-social behavior, both in the performance of and stereotypes about such actions.”
Gender Differences in the Impact of Leadership Styles on Subordinate Embeddedness and Job Satisfaction (2014, background): “The communal dimension is interpersonally oriented and broadly described as a concern for the welfare of others (e.g., nurturing, sympathetic, friendly), withwomen scoring higher on this dimension thanmen (Eagly, 1987, 2009; Spence& Buckner, 2000).”
Feminism and the Evolution of Sex Differences and Similarities (2011, background): “Sex differences can be absent or small in main effects averaged across other variables but emerge more strongly in interactions with other variables (e.g., Eagly 2009; Wood and Eagly 2010).”
Generativity at work: A meta-analysis (2019, methodology): “Moreover, based on findings that women tend to display more communal behavior at work than men (Eagly, 2009) and considering that most measures of generativity employed in the work context mainly cover the communal aspect of generativity, we expect that women report higher levels of generativity…”
Motivating millennials to engage in charitable causes through social media (2014, background): “Although much of pro-social behavior is about helping individuals, it can be directed at supporting groups or organizations (Eagly, 2009).”
Gender diversity and earnings management: the case of female directors with financial background (2021, background): “Finally, female directors tend to confer greater importance on ‘communal values’, such as altruism, benevolence, caring, communication, consensus building, empathy, generosity and trust, while maintaining good relationship with others in general (Kohlberg 1984; Eagly 2009).”
Transformational Leadership, Interactional Justice, and Organizational Citizenship Behavior (2014, background): “Women comprise 51% of persons in management, professional, and related occupations (Eagly, 2009). In a study involving more than 60,000 participants, Elsesser and Lever (2011) found evidence of expanding acceptance and reduced negative stereotyping of female leaders.”
How Does Leader Humility Influence Team Performance? Exploring the Mechanisms of Contagion and Collective Promotion Focus (2016, positive): “…team process and function (Cummings, Huber, & Arendt, 1974; Hackman & Vidmar, 1970; Menon & Phillips, 2011), and average team gender, because female team members may be more responsive to humble behaviors, which are more communal and more congruent tofemale social preferences (Eagly, 2009).”
The Strategic Helper: Narcissism and Prosocial Motives and Behaviors (2016, background): “Because gender is associated with narcissism, empathy, and prosocial behaviors (Eagly, 2009; Foster, Keith Campbell, & Twenge, 2003; Grühn, Rebucal, Diehl, Lumley, & Labouvie-Vief, 2008), in all studies we report analyses both with and without controlling for gender.”