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Wallen, Management Division, Columbia Business School, 3022 Broadway, Uris Hall, Room 316C, New York, NY 10027. E-mail: aw2328@columbia.edu Abstract Men who work in female-dominated jobs may perceive either overlap or incongruity between their gender and professional identities, yet little research has examined the effects of such perceptions for these men. The present research explores the impact of gender-professional identity integration (GPII), a measure of how much two identities overlap, on job satisfaction and organizational commitment, as well as on likelihood to pursue externally visible credentials, for male nurses. Analyses of data collected from 178 male nurses demonstrated that GPII significantly predicted job satisfaction and organizational commitment, and that perceived respect of nursing partially mediated this relationship. Evidence for the association between GPII and externally visible credentials was mixed, and perceived respect of nursing did not mediate this relationship. We discuss implications of these findings for men in nursing, including the importance of perceived respect of ones occupation for formation of positive job attitudes. Keywords: gender, identity, respect, job satisfaction, organizational commitment Its About Respect: Gender-Professional Identity Integration Affects Male Nurses Job Attitudes Men who work in female-dominated occupations face potentially conflicting social expectations. People believe men ought to be agenticdominant, independent and assertive (Carli & Eagly, 2011; Eagly, 1987). Conversely, people expect workers in female-dominated fields to display communal skills (e.g. being nice, caring, helpful, and concerned for others welfare; Cejka & Eagly, 1999; Eagly, 1987; Koenig, Eagly, Mitchell, & Ristikari, 2011). A female-dominated profession like nursing, for instance, carries such strong expectations of communality that the United States Federal Government includes words like care, nurture, and sensitivity to patients needs in its description of nursing (U.S. Department of Labor, 2009). Accordingly, professional and gender identities for men in nursing involve different, potentially incongruent, expectations: one agentic and the other communal. Identity integration is one psychological factor that may explain male nurses ability to navigate seemingly incompatible gender and professional roles. Identity integration measures the degree to which two social identities are represented as compatible and overlapping, as opposed to conflicting and divided (Benet-Martinez & Haritatos, 2005; Benet-Martinez, Leu, Lee, & Morris, 2002; Cheng, Sanchez-Burks, & Lee, 2008; Haritatos & Benet-Martinez, 2002; Mok & Morris, 2012a; Sacharin, Lee, & Gonzalez, 2009). Simply stated, identity integration captures the extent to which two identities can mix together or combine. For example, a male nurse has both gender (male) and professional (nurse) identities, and he might view these identities as more or less integrated. If he perceived his gender and professional identities as highly integrated, he may feel that being a nurse involved caring for patients, expressing sympathy for their suffering, and treating them kindly, and that being a man involved the same caring, sympathy, and kindness. If he perceived his gender and professional identities as lacking integration, he might also think that being a nurse involved caring, sympathy and kindness, but that being a man did notand perhaps should notinclude such characteristics. Identity integration has been studied in three contexts: bi-cultural identity integration (e.g., Chinese identity and American identity for Chinese-Americans), gender-professional identity integration (e.g., female identity and lawyer identity), and multiracial identity integration; however, identity integration can involve any two identities. Scholars have argued that high identity integration enables an individual to access schemas and traits associated with both identities simultaneously, within the same situation. Higher identity integration seems to afford advantages with regard to synthesizing ideas associated with different parts of ones life and advantages in meshing with ones current context (Cheng et al., 2008; Mok & Morris, 2010). In the present paper we explore the associations between male nurses gender-professional identity integration and two job attitudes, job satisfaction and affective organizational commitment, as well as between gender-professional identity integration and the likelihood of possessing externally visible credentials. By studying men in a female gender-typed occupation we extend research on gender-professional identity integration, which has focused on women in male gender-typed professions (Cheng et al., 2008; Sacharin et al., 2009). Although gender-professional identity integration has important implications for women in male-dominated professions, it is unclear what implications, if any, it has for men in female-dominated professions. By measuring male nurses gender-professional identity integration and its correlates, we hope to demonstrate that gender-professional identity integration matters for men too, particularly in female-dominated fields like nursing. Furthermore, we anticipate that, by documenting relationships between male nurses gender-professional identity integration and job attitudes, organizations will be alerted to an important correlate of job satisfaction and organizational commitment for men in nursing and other female-dominated domains. Our intuition regarding the relationship between gender-professional identity integration and job satisfaction follows from work suggesting that perceived fit influences job satisfaction. Job satisfaction has been defined as the positive emotional state resulting from the appraisal of ones job or job experiences (Locke, 1976, p. 1300). Part of appraising ones job involves judging the compatibilitythe perceived fitbetween self and job. Indeed, organizational research has documented that higher perceived person-environment fit predicts higher job satisfaction (see Kristof-Brown, Zimmerman, & Johnson, 2005 for a review). Another part of appraising ones job, particularly for people in occupations dominated by another gender, may rely on judgments of identity fit, for instance, whether a male nurse feels his nurse identity meshes with his male identity. We expect that the degree of fit between the two identitiesgender-professional identity integrationaffects job satisfaction as well. More specifically, we hypothesize that gender-professional identity integration and job satisfaction are positively related: the more that male nurses judge their male and nurse identities as integrated and compatible, that is the greater their gender-professional identity integration, the greater their job satisfaction is as well. In addition to the relationship between gender-professional identity integration and job satisfaction, we anticipate a relationship between gender-professional identity integration and organizational commitment. Several studies examining degree of overlap between professional boundaries and gender identity have demonstrated that commitment, as measured by lowered intention to quit a profession, increases when professional boundaries are expanded to encompass gender identities (see Darling, Molina, Sanders, Lee, & Zhao, 2008 for a review). Because gender-professional identity integration measures the overlap between gender and professional identities, we expect it to relate to organizational commitment as well. In particular, we think gender-professional identity integration will relate to affective commitment, one of three components of organizational commitment (Allen & Meyer, 1990; Meyer & Allen, 1991). Affective commitment refers to remaining with an organization because of attachment to, and identification with, the organization (Allen & Meyer, 1990). Affective commitment results from evaluations of a specific job and organization, and we think this type of commitment is more relevant to gender-professional identity integration than other types of commitment. Following from the idea that commitment increases when gender identities and professional boundaries overlap, we hypothesize that gender-professional identity integration and affective commitment are positive related; male nurses who view their male and nurse identities as compatible and overlapping will have higher affective commitment. One factor that may explain the relationship between identity integration and job attitudes is the extent to which male nurses think others respect nursing as a profession. Extrapolating from multiracial identity integration literature, which reports higher multiracial identity integration correlates with feelings of pride regarding ones own multiracial identity (Cheng & Lee, 2009), we expect a parallel relationship between male nurses gender professional identity integration and how much they think key stakeholders respect nursing. Furthermore, there is precedent from the occupational prestige literature for the idea that perceived respect affects job attitudes in work contexts. For instance, prior research has found associations between occupational prestige and job satisfaction (King, Murray, & Atkinson, 1982), and organizational prestige and organizational commitment (Fuller, Hester, Barnett, Frey, & Relyea, 2006; Mayer & Schoorman, 1998). To summarize the model we propose: we suggest that male nurses gender-professional identity integration will affect judgments about how much others respect nursing and that such judgments will in turn affect job attitudes. More specifically, we hypothesize that perceived respect of nursing explains, or mediates, the relationship between gender-professional identity integration and job satisfaction, as well as the relationship between gender-professional identity integration and affective organizational commitment. Thus, as gender-professional identity integration increases so do male nurses perceptions of how much others respect nursing, and as these perceptions increase job satisfaction and affective organizational commitment also increase. Lower gender-professional identity integration means less perceived compatibility and overlap between male and nurse identities, and consequently male nurses may attempt to find means to integrate their identities. One way they might attempt to bridge the gap is to reframe their nurse identities in a way that makes them more consistent with their male identities. This could be accomplished by highlighting a more agentic aspect of their careers. Because striving for and displaying mastery is consistent with an agency perspective (Bakan, 1966), we propose that the pursuit of externally visible credentialsmarkers of attained masterycould help accomplish this reframing. Therefore, we hypothesize that gender-professional identity integration and likelihood of possessing externally visible credentials are inversely related; as gender-professional identity integration increases, likelihood of possessing externally visible credentials decreases. Furthermore, perceptions that others view nursing as unworthy of much respect might explain pursuit of externally visible credentials. Such credentials could mitigate anticipated stigma associated with membership in a low status group. Accordingly, we hypothesize that the relationship between gender-professional identity integration and externally visible credentials is mediated by perceived respect of nursing. Method Participants and Sampling Procedure We sampled from the American Assembly for Men in Nursing (AAMN). The AAMN is a national organization formed with the purpose of creating a forum for men in nursing (AAMN, 2011). Membership is open to all types of nurses, both men and women, but the most common type of member is a male registered nurse who works in a hospital (Lecher, 2010). At the time of data collection (August, 2010), AAMN had 576 members, representing less than 1% of men in nursing nationally (Lecher, 2010). AAMN contacted its membership on our behalf, both through electronic mailings and through its website, to solicit participation in our web-based survey. We obtained usable data from 216 AAMN members (38%), and excluded 63 respondents who provided incomplete or suspicious data. For instance, we excluded responses in which the start and end times did not indicate a careful reading of survey materials. This interval was determined prior to conducting statistical analyses. Other respondents failed to answer items placed in the survey to check whether participants were reading each item thoughtfully. Of the 216 usable responses, 27 participants indicated they were female, and 6 participants did not respond to the gender item. Therefore, we excluded them from the dataset. Additionally, 5 participants indicated they were primarily employed as academics. We excluded these participants because, unlike nursing, women do not hold the majority of jobs in academia, nor is it likely that such men would find inconsistencies between job requirements and male gender stereotypes. The sample we used in all subsequent analyses consisted of 178 male nurses. Respondents mean age was 38.0 years (SD = 11.8), with a range from 22 to 67 years. The vast majority of participants worked full-time (n = 162, 91%). Type of employer varied across participants. Most participants worked in hospitals (n = 145, 82%). Other participants worked in private practice settings (n = 10, 6%) or as school nurses (n = 3, 2%). The remaining participants (10%) identified their employers as other, and this included psychiatric long term inpatient, assisted living, and community mental health. Most participants were trained as registered nurses (RN; n = 106, 60%). Other participants were trained as advanced practice nurses (APN; n = 36, 21%), or licensed practical or licensed vocational nurses (LPN or LVN; n = 24, 14%). The remaining participants (n = 12, 7%) indicated their training did not fall within one of these categories. Other than with respect to gender (due to exclusion of female participants from further analysis), we have no reason to believe that this sample differs in any meaningful way from the broader AAMN membership with the exception of training. Of the 576 members in 2010, 42% were Registered Nurses (versus 60% in our sample), 36% were nursing students (2% in our sample), 9% were transitional/first-year RNs (1% in our sample), and 2% were Licensed Practical (LPN) or Licensed Vocational (LVN) Nurses (14% in our sample) (Lecher, 2010). Participants were asked to complete a short web survey on the work experiences of nurses in return for monetary compensation. The survey included the main study measures, filler items and a short demographic questionnaire at the end. After participants received remuneration, we removed their email addresses from the dataset. Nursing as a Female-dominated Job We chose nursing as a focal female-dominated profession because the majority of nurses are women: as of 2008, 93.4% of all registered nurses in the United States were women (U.S. Department of Health and Human Services, 2010), and the skills required of job-holders are consistent with female gender stereotypes. Predictor Gender and professional identity integration. We based our measure of gender and professional identity integration (GPII) for nursing on previous measures of GPII that were administered to women in traditional male occupations, such as business, engineering, and law (see Cheng et al., 2008; Mok & Morris, 2012a; Sacharin et al., 2009). Although previously published measures of GPII differ from one another, they were all adapted directly from a similar scale designed to measure bicultural identity integration (BII; see Benet-Martinez & Haritatos, 2005; Haritatos & Benet-Martinez, 2002). Cheng (personal communication, February 24th, 2009) later modified the BII to create a new version of the GPII measure, which we used in this study. An important change from the BII to the revised GPII scale is the substitution of nurse and man for the BIIs Chinese and American. Additionally, the language was changed such that it made sense in the context of gender and professional identity comparisons, rather than cultural comparisons. Mor and coauthors (2013) administered this eight-item version, which we employed in our study, and they reported improved internal consistency (Cronbach's alpha = .84 and .90 when administered to two different samples). Participants were asked to complete eight 5-point Likert scale items (1 = strongly disagree, 5 = strongly agree) designed to address the construct of gender and professional identity integration. Example items include My ideals as a man differ from my ideals as a nurse, I feel conflicted between my identity as a man and my identity as a nurse, and I do not feel any tension between my goals as a man and my goals as a nurse. Responses were reverse-coded as appropriate so that high scores corresponded to greater integration. We averaged the eight items together to form a single composite scale (Cronbachs alpha =.79). Covariate Training. We included a single-item measure of nurse training level: What is your current title? Response options were: LPN or LVN Licensed Practical/Vocational Nurse, RN Registered Nurse; APN Advanced Practice Nurse (This category includes certified nurse midwife [CNM], nurse practitioner [NP], clinical nurse specialist [CNS] or certified registered nurse anesthetist [CRNA]), and Other. Outcome Measures Perceived respect of nursing. We constructed a scale measure of perceived respect by averaging responses to three items. All three items featured the same root, To what extent are nurses respected by with the sentence completed by either other nurses?, patients?, or doctors?. Responses were scored using a 7-point scale (1 = not respected at all, 7 = very highly respected; Cronbachs alpha = .72). This measure of perceived respect of nursing is consistent with recently published measures of organizational prestige (Iatridis, 2012; Mayer & Schoorman, 1998), which are associated with job attitudes. Job satisfaction. We measured job satisfaction with a single item scored on a 7-point scale from 1 (very dissatisfied) to 7 (very satisfied): Overall, how satisfied are you with your job?. Single-item measures of job satisfaction correlate highly with composite scale measures of job satisfaction (Wanous, Reichers, & Hudy, 1997), and have strong construct validity (Dolbier, Webster, McCalister, Mallon, & Steinhardt, 2005). Additionally, an analysis by Nagy (2002) indicated that a single-item measure of job satisfaction provides some benefits in terms of face validity and explanatory power over scale measures Organizational commitment. We measured affective organizational commitment using one component of Meyer and Allens three-component model (Allen & Meyer, 1990; Meyer & Allen, 1991). The three-component model of organizational commitment has moderate to strong relationships with a host of important job attitude measures (Meyer & Allen, 1996), indicating evidence of construct validity. The affective commitment scale consisted of eight 7-point items from 1 (strongly disagree) to 7 (strongly agree). Where necessary we reverse coded items worded in the negative when forming composites. By averaging the eight items corresponding to the scale, we computed a composite scale (Cronbachs alpha = .82). Self-reported externally visible credentials. We included two single-item measures to assess whether participants sought externally visible credentials. These items asked respondents to indicate (yes or no) whether they had sought national certifications or certification in Advanced Cardiac Life Support. Nursing certifications are nationally standardized, non-degree training courses in specialty areas of healthcare. Obtaining a certificate signifies that a nurse has gained advanced knowledge, may make them more attractive to potential employers and can sometimes result in a small pay raise. Many of our participants held national certifications (N = 112, 63%) and Advanced Cardiac Life Support certification (N = 101, 57%). Results Descriptive Statistics and Correlations among Dependent Measures As a check for univariate normality, we computed descriptive statistics (means, standard deviations, modes, measures of skewness and kurtosis) for each of our continuous variables; the variables met the assumptions of normality. In Table 1 we report descriptive statistics and intercorrelations for the study variables. Data Analysis Procedures We used both multiple regression analysis and binary logistic analysis to test our hypotheses for continuous and binary variables respectively. To test for mediation, we used Baron and Kennys (1986) steps method as well as a bootstrapping test with 1000 bootstrap resamples using percentile bootstraps (Hayes, 2009; Preacher & Hayes, 2008a, 2008b). We included a single covariate, training type, for all regression and bootstrapped models. Therefore, all regression results should be interpreted with the caveat that we statistically controlled for training type. When we excluded the training covariate from our models the magnitudes of relationships, and the levels of statistical significance, did not change by any notable amount. One exception is the result for the ACLS Certificate variable, described subsequently. Direct Effects of GPII on Job Satisfaction and Affective Commitment Our first hypothesis predicted that GPII and job satisfaction would be positively related. Multiple regression analysis revealed that GPII was a significant positive predictor of the job satisfaction measure,  = .32, t (173) = 4.18, p < .001. Next, we predicted male nurses gender profession identity integration would be positively related to affective commitment. Consistent with our hypothesis, GPII was a significant predictor of affective commitment,  =.34, t (173) = 4.43, p <. 001. Perceived Respect as a Mediator of the Relationship between GPII and Job Attitudes We predicted that the relationship between GPII and job satisfaction would be mediated by perceived respect of nursing (see Figure 1). To test this prediction, we first examined the relationship between GPII and perceived respect of nursing (the mediator). Our analysis revealed that as GPII increased perceived respect of nursing increased,  = .27, t (172) = 3.46, p < .001. Next, we entered both GPII and perceived respect of nursing as predictors of job satisfaction and found that perceived respect of nursing remained a significant predictor of job satisfaction,  = .49, t (172) = 7.45, p < .001, while the relationship between GPII and job satisfaction was reduced,  = .19, t (172) = 2.74, p < .01, suggesting partial mediation. A bootstrapping test confirmed a positive indirect effect of GPII on job satisfaction via perceived respect of nursing, mean indirect effect = 0.29, 95% CI [.12, 0.51]. These results suggest that perceived respect of nursing partially explains the positive relationship between GPII and job satisfaction. To test the hypothesis that the relationship between GPII and affective commitment would be partially explained by perceived respect of nursing, GPII and perceived respect of nursing were entered as predictors of affective commitment. Results indicated that perceived respect of nursing remained a significant predictor of affective commitment ( = .30, t (172) = 4.15, p < .001), while the relationship between GPII and affective commitment was reduced ( = .26, t (172) = 3.43, p < .001) suggesting partial mediation. A bootstrapping test confirmed a positive indirect effect of GPII on job satisfaction via perceived respect of nursing (mean indirect effect = 0.12, 95% CI [0.04, 0.22]). The results are presented in Figure 2. Externally Visible Credentials To test the hypothesis that the likelihood of possessing externally visible credentials decreases for male nurses with higher GPII scores, we used binary logistic regression analysis to test our binary outcome measures of externally visible credentials: possession of national certifications and possession of ACLS certification. The results revealed that the log of the odds of holding national certifications was negatively related to GPII, B = -.64, p < .05, Wald  (1) = 6.18; odds ratio (OR) = 0.53. For every one-point decrease in GPII the likelihood of a nurse having obtained a national certification increased by 89% (1/.53=1.89). In other words, the higher their GPII, the less likely male nurses were to pursue national certifications. Similarly, the log of the odds of holding ACLS certification was also negatively related to GPII, B = -.47, p = .06, Wald  (1) = 3.48; OR = 0.63, however this effect was not statistically significant when we controlled for the training covariate. When we omitted the training covariate, however, the result was as follows: B = -.61, p < .01, Wald  (1) = 6.96; OR = 0.54. The overall trend suggests that the higher male nurses GPII, the less likely they were to pursue ACLS certification. These results partially support our notion that GPII and externally visible credentials are negatively related. Next, we examined our hypothesis that perceived respect of nursing could explain the negative relationship between GPII and externally visible credentials. For national certificates, when GPII and perceived respect of nursing were entered as predictors in the model, perceived respect of nursing did not have a significant effect on national certifications (B =.12, p = .48, Wald  (1) = .50; OR = 1.14), and the relationship between GPII and national certifications remained statistically significant (B =-.69, p < .01, Wald  (1) = 6.62; OR = .50) indicating no mediation effect. A bootstrapping test further confirmed the lack of an indirect effect between GPII on national certifications via perceived respect of nursing (Mean indirect effect =.05, 95% CI [-0.11, 0.21]). For ACLS certification, when GPII and perceived respect of nursing were entered as predictors, perceived respect did not have a significant effect on ACLS Certification (B =-.05, p =.78, Wald  (1) = .08; OR = .96), and the relationship between GPII and ACLS Certification remained equivalent to the observed effect without respect entered into the model (B =-.45, p = .08, Wald  (1) = 2.98; OR = .64) indicating no mediation. A bootstrapping test further confirmed the lack of an indirect effect between GPII on ACLS certification via perceived respect of nursing (Mean indirect effect = -.02, 95% CI [-0.19, 0.15]). Based on these results, we cannot conclude that perceived respect of nursing mediates the relationship between GPII and possession of externally visible credentials. Discussion The present study provides empirical support for several of the hypotheses. Gender-professional identity integration was positively related to two job attitudes, job satisfaction and affective commitment; as integration increased, job satisfaction and affective commitment increased. We had anticipated a relationship between gender-professional identity integration and job satisfaction based on prior research suggesting fit affects satisfaction. We posited that gender-professional identity integration was a measure of fit between two identities, male and nurse, and that identity fit would relate to job satisfaction just as person-environment fit relates to job satisfaction (see Kristof-Brown et al., 2005). The data are consistent with this reasoning. In addition, we predicted an association between gender-professional identity integration and affective organizational commitment. This followed from evidence that intention to quit a job decreases when a jobs professional boundaries overlap with gender identity (see Darling et al., 2008). Our results also suggest that male nurses perceived overlap between professional and gender boundaries correlate with affective commitment. Furthermore, we demonstrated perceived respect of nursing partially mediates the relationship between integration and both satisfaction and commitment. When we included perceived respect of nursing in our models, the relationships between gender-professional identity integration and job satisfaction and gender-professional identity integration and affective commitment were significantly reduced. In building our prediction, we extrapolated from past research, which suggested that multiracial identity integration is associated with pride towards ones own multiracial identity (Cheng & Lee, 2009). We suggested that a similar process would occur with gender-professional identity integration: higher integration would relate to male nurses increased perceived respect of nursing by key stakeholders (e.g., other nurses, doctors, and patients). We suggested that perceived respect of nursing, in turn, would relate to job attitudes like job satisfaction and organizational commitment. We built this prediction from research documenting associations between occupational prestige and job satisfaction (King et al., 1982) and organizational prestige and commitment (Fuller et al., 2006; Mayer & Schoorman, 1998). Our results indicate perceived respect of nursing helps to explain the relationship between gender-professional identity integration and job attitudes, and suggest that an underlying reason why gender-professional identity integration affects job satisfaction and affective commitment is perceived respect. We also predicted that as gender-professional identity integration was negatively associated with pursuit of externally visible credentials in the form of national certificates and the Advanced Cardiac Life Support certificate. Our hypotheses were partially supported by the data. Although gender-professional identity integration negatively predicted likelihood of possessing a national certificate, it did not significantly predict the likelihood of possessing an Advanced Cardiac Life Support certificate. However, perceived respect of nursing did not explain the relationship between gender-professional identity integration and either form of externally visible credential. Our prediction was based on the idea that credentials help to signal professional mastery, and thus act to restore agency, and that this counteracts perceived deficits in status. The data do not support this explanation. Future research should more directly measure whether men in female-dominated fields treat externally visible credentials as a means to restore agency and make up for perceived lack of respect by others. One reason why we did not find evidence that perceived respect of nursing mediated the relationship between gender-professional identity integration and possession of externally recognizable credentials is that such credentials bring pay increases and increased attractiveness of nurses to future employers. Male nurses may have pursued externally recognizable credentials for such rational economic reasons. Thus, these measures probably could not purely reflect desire to restore agency or enhance perceived respect. Limitations Although our results supported several of our hypotheses, they need to be evaluated with certain study limitations in mind. First, all data were obtained from a single survey instrument, making common method bias a concern (Podsakoff, MacKenzie, Lee, & Podsakoff, 2003). We lessened the possibility of common method bias by increasing the physical distance between our key measures on the survey. We included a small number of measures not pertinent to our research questions as filler material to help eliminate common source biases such as consistency. Similarly, we intended the addition of filler material to help hide our research hypotheses and thus eliminate the potential for social desirability effects. Although Podsakoff and her coauthors stress the dangers of common method biases in self-report questionnaires, Conway and Lance (2010) argue that self-reports are as valid as observer reports in organizational behavior research. We believe that the self-reports used in our study are more appropriate than peer reports because observers are less capable of recognizing how individuals perceive their multiple social identities. Additionally, although the sample mirrors the membership of AAMN and American male nurses in general (U.S. Department of Health and Human Services, 2010), we do not have a truly random sample of male nurses. Male nurses who join AAMN may differ from male nurses in general. They invest money and time into being AAMN members, possibly implying an especially strong interest in nursing as a career, a need to affiliate with other male nurses, or simply having colleagues who encouraged them to join. Furthermore, the distribution of training types in our sample affects our ability to generalize to the AAMN membership. A final limitation of our study is our use of a cross-sectional design. Most researchers have treated gender-professional identity integration as a stable individual difference measure. However, recent work suggests bicultural identity integration can increase by inducing a global processing style (Mok & Morris, 2012b). Perhaps levels of gender-professional identity integration can change over time in response to various factors as well. Likewise, maybe the relationship between gender-professional identity integration and job attitudes is not constant over time. Our design cannot measure such changes, and future work should consider what, if any, implications changes to gender-professional identity integration might have on job attitudes. Practical Implications Our results suggest that the extent to which male nurses perceive others respect nursing plays an integral role in determining their job satisfaction and affective commitment. Hospitals and other organizations can encourage perceived respect by offering interventions that cultivate feelings of increased occupational status among nurses, and male nurses in particular. An example of such an intervention would be sharing of positive feedback from doctors or patients with nurses, to ensure nurses understand they are a valued and respected profession within healthcare. This would help contradict the idea that they are less than doctors. Also, nursing students could view one of many examples in which a nurse helped save a life through his intervention, perhaps accompanied by a doctors appreciative description of the nurses role. Another option would involve changing the portrayal of male nurses in the media. In the popular film Meet the Parents, for instance, characters react with knowing smirks, uncontrollable laughter, and outright disbelief when they learn a key male character works as a nurse. Counterexamples could include male nurse characters who are shown deference and treated with awe by others, rather than as the butt of jokes. Our results also suggest that interventions aimed at increasing male nurses gender and professional identities might have positive effects on their professional outcomes. Although it is unclear whether gender-professional identity integration is malleable in the same way that bicultural integration is malleable, health care organizations training and recruiting nurses can highlight the overlap between nursing and expectations about male gender norms. Other possible interventions may focus on the language used in job advertisements and internal communications. Although we cannot make causal conclusions based on our study, increasing an employees gender-professional identity integration may enhance his job satisfaction and commitment, and might make financial sense when compared with increasing compensation to achieve the same ends. Men in female-dominated professions face job and career-related challenges. Our research provides new insight into one of these challenges: the apparent incompatibility between the agentic expectations people have for men, and the communal skills people think necessary for such jobs. 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Journal of Applied Psychology, 82, 247-252. doi: 10.1037/0021-9010.82.2.247 Table 1. Descriptives and Intercorrelations of Study Measures MSD123451. GPIIa3.360.682. Perceived respect of nursingb5.191.040.32***3. Job satisfactionb5.001.490.35***0.55***4. Affective commitmentb4.361.010.37***0.40***0.61***5. National certificationc0.630.48-0.21**-0.010.080.016. Certification in advanced cardiac life supportc0.570.50-0.20**-0.10-0.05-0.17*0.10 Note. N=178. *p<.05. **p<.01. ***p<.001. a5-pt scale; b7-pt-scale; cDichotomous variable. Figure 1. Results showing perceived respect of nursing partially mediates the association between GPII and job satisfaction. The path from perceived respect to the item also controlled for GPII (Baron & Kenny, 1986). Standardized coefficients are shown. Training type is a covariate, but is not depicted in the figure. The number in parenthesis indicates the standardized beta value after including the mediator in the model. *p < .05, **p < .01, ***p < .001.      Figure 2. Results showing perceived respect of nursing partially mediates the association between GPII and affective commitment. The path from perceived respect of nursing to affective commitment also controlled for GPII (Baron & Kenny, 1986). Standardized coefficients using multiple regression analysis. Training type is a covariate, but is not depicted in the figure. The number in parenthesis indicates the standardized beta value after including the mediator in the model. *p < .05, **p < .01, ***p < .001.          ITs About Respect PAGE 29 Running head: ITS ABOUT RESPECT  PAGE 2 2014 American Psychological Association. This article may not exactly replicate the final version published in the APA journal. It is not the copy of record. Online first publication, February 10, 2014.  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