| Extending research on gendered organizational culture into the affective realm, the current research introduces a typology of emotional norms to identify what I will refer to as "masculine organizational cultures." Although qualitative researchers, legal experts, managers, and the popular press have been discussing masculine organizational cultures for decades, the construct is rarely, if ever, subject to quantitative investigation. I examine how conceptualizing organizational culture as a function of emotional norms enhances our understanding of the link between organizational culture and a number of organizational practices and processes. I argue that norms specifying the acceptability of expressing interpersonally disengaged emotions (e.g., anger and pride) and the unacceptability of expressing interpersonally engaged emotions (e.g., nurturing and guilt) represent a defining characteristic of masculine organizational cultures. I propose a theoretical typology of emotional norms based on the underlying value dimensions of independence (i.e., competitiveness and dominance) and interdependence (i.e., cooperativeness and relationality). In three field studies conducted among random samples of full-time working adults, I validate the theoretical typology and test the effect of masculine emotional norms---as distinct from constrained, feminine, and unconstrained emotional norms---on derogation of emotional norm violators, bias in personnel selection, turnover, and escalation of commitment. Results provide support for the validity of the theoretical typology. In addition, results suggest that masculine emotional norms lead to increased derogation of emotional norm violators and increased escalation of commitment. |
