486 Chapter 12Quid pro quo—Type of sexual harassment
in which one person offers work benefits or
threatens work repercussions in exchange
for sexual favors.
Role—Position in society governed by a set
of norms.
Role conflict—Condition in which the
demands of one role are at odds with the
demands of another role.
Role expansion hypothesis—Idea that
benefits are to be gained from having diverse
roles.
Role overload—Condition that arises
when time limitations create difficulties in
fulfilling obligations for one’s roles.
Role scarcity hypothesis—Idea that
multiple roles will have a negative effect
on health because time and resources are
limited and additional roles tap resources.
Role spillover—The idea that the effects of
enacting one role spill over or affect how one
enacts another role.
Salary estimation effect—The assumption
that jobs inhabited by men pay more than
jobs inhabited by women.
Selection effect—Potential for healthier
people to choose certain roles, which then
leads to difficulties in determining whether
those roles influence health.
Sex-role spillover theory—Suggestion that
expectations about men’s and women’s roles
carry over to the workplace when they are
not appropriate or are irrelevant.
Supply-side theory—Explanation for the
wage gap that emphasizes the different
characteristics of male and female
workers.
Treatment discrimination—Situation
in which an individual receives a reduced
salary or reduced opportunities for
promotion compared to other individuals
having the same job.Comparable worth policy—States that men
and women in different jobs should be paid
the same wage for comparable work.
Demand-side theory—Explanation for the
wage gap that emphasizes the different ways
men and women are treated.
Denial of disadvantage—Condition in
which women perceive that discrimination
exists but deny that they personally are
victims of it.
Differential exposure hypothesis—
Proposition that men and women possess
different roles, which are associated with
different stressors and different resources.
Differential vulnerability hypothesis—
Proposition that a specific role has different
effects on men’s and women’s health.
Glass ceiling—Label applied to barriers to
the advancement of women and minorities
in organizations.
Glass escalator—Term referring to the ability
of men to be promoted quickly when they
take positions in traditionally female fields.
Hostile environment—Type of sexual
harassment in which one person is creating
a hostile, intimidating work environment for
another.
Human capital accumulation theory—A
job and the salary associated with the job are
functions of the person’s characteristics or
“human capital,” such as skills, experience,
and education (see supply-side theory).
Marital bonus—Increase in income granted
to men who are married and/or have
children compared to men who are single.
Maternal wall—Employer’s devaluation
and limitation of job opportunities of female
employees when they become parents.
Norms—Expectations for behavior.
Pay disparity—Type of treatment
discrimination in which women are paid less
than men for doing comparable work.M12_HELG0185_04_SE_C12.indd 486 6/21/11 9:16 AM