Benevolent sexism is an invisible form of gender-based prejudice/discrimination that involves superficially positive attitudes toward women, and appears to have the intention of benefiting and favoring women, when it fact it does the opposite. While gaining destructive momentum by being concealed in plain sight, benevolent sexism has been demonstrated to have detrimental effects on women’s affective, cognitive, and behavioral states, yet it is often romanticized and revered. The workplace is, arguably, one of the most important social contexts to emphasize when asking questions about benevolent sexism, especially considering the currently hazy understanding of the mechanisms behind the so-called glass ceiling. However, the extant literature on benevolent sexism has largely ignored the workplace context. Thus, the purpose of this research is to further the literature on workplace benevolent sexism by conducting an experiment to determine the impact of benevolent sexism on affective, behavioral, cognitive, and performance outcomes. Results indicated that benevolent sexism in the workplace negatively impacts participants’ affect and behavior. Particularly, benevolent sexism was shown to negatively impact participants’ self-esteem when the sexist communication came from a supervisor, and this effect was strengthened when the communicator was female. Furthermore, the interaction between target gender and benevolent sexism negatively impacted collective action intentions.
|Commitee:||Galvez, Gino, Whitney, Dave|
|School:||California State University, Long Beach|
|School Location:||United States -- California|
|Source:||MAI 81/3(E), Masters Abstracts International|
|Subjects:||Occupational psychology, Cognitive psychology, Social psychology, Behavioral psychology|
|Keywords:||Ambivalent sexism, Benevolent sexism, Discrimination, Workplace|
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