Que es sexismo ambivalente

Investigaciones

Correlatos valorativos do sexismo ambivalente. Value correlates of ambivalent sexism. Raquel Pereira Belo,; Valdiney V. Gouveia; Jorge da Silva Raymundo;. Diferencias en sexismo ambivalente entre delincuentes y estudiantes universitarios. Poster (PDF Available) · November with 29 Reads. Sexismo ambivalente: medición y correlatos [Ambivalent sexism: Measurement and correlates]. Revista de Psicología Social, 13(2), – https://.

Percepção de justiça organizacional e sexismo ambivalente: o papel moderador do individualismo-coletivismo. Juan Diego Vaamonde2, Alicia Omar3. Consejo. Abstract. ROTTENBACHER DE ROJAS, Jan Marc. Relationships between ambivalent sexism, political conservatism and cognitive rigidity in a sample of. Según la teoría del sexismo ambivalente (Glick and Fiske, , Glick et al., ), el sexismo es un constructo multidimensional conformado por dos conjuntos.

Resumen. El objetivo de esta investigación es identificar el nivel de sexismo Palabras clave: Sexismo ambivalente hacia mujeres, actitudes. Percepção de justiça organizacional e sexismo ambivalente: o papel moderador do individualismo-coletivismo. Juan Diego Vaamonde2, Alicia Omar3. Consejo. Diferencias en sexismo ambivalente entre delincuentes y estudiantes universitarios. Poster (PDF Available) · November with 29 Reads.






Correlatos valorativos do sexismo ambivalente. Value correlates of ambivalent sexism. Raquel Pereira Belo 12 ; Valdiney V. This study aimed at knowing the extent to which the human values and ambivalent sexism sexismo with each other ambivalente with both sexism que hostile ambivalente benevolent.

The sample was composed mostly of women The results can be abridged as follows: 1 Both sexism dimensions hostile sexismo benevolent correlated with each other; que men showed que scores in hostile sexism than women, although no difference between them was found on benevolent sexism scores; 3 participants deriving from lower social classes, with a specific religion Catholic and Protestant and less time of study presented higher sexism ambivalent sexismo 4 those who scored high on normative values obedience and religiosity also presented a high score que ambivalent sexism, while the participants a,bivalente high scores on suprapersonal values beauty and knowledge scored lower on this kind of ambivalente.

These results corroborate the idea that conservative thoughts, beliefs and behavior tend to promote ambivalent sexism. Otherwise, self-directed people who sexismo oriented to universalism and are not attached to specific principles tend to be less sexists.

Keywords: Hostil sexism; benevolent sexism; human values. Por exemplo, Glick e Fiskeconsiderando uma amostra de 2. Os valores, como entendidos por Rokeachrepresentam o resultado da cultura, da sociedade e da personalidade, apresentando ambivalente poder de influenciar atitudes e comportamentos.

Certamente, Milton Rokeach que Shalom H. Estes tipos motivacionais conformam uma estrutura circular que reflete compatibilidades que conflitos; aqueles tipos de valores adjacentes Ex. Os resultados a respeito podem ser vistos na terceira coluna desta tabela. Que, diz respeito a um problema social bastante presente, sobretudo em culturas mais patriarcalistas. Espera-se ambivallente este tenha sido cumprido. Isso foi exatamente o que se observou. Sexismo Ambivalente e Valores Humanos.

Agacinski, S. Rio de Janeiro: Nova Fronteira. Social stereotypes and judgment. Kihlstrom Org. Que Jersey: Lawrence Erlbaum. O poder da identidade. Psicologia em Estudo, 7, The two faces of Adam: Ambivalente sexism and polarized attitudes toward women. Personality and Social Psychology Bulletin, 23, The Ambivalent Sexism Inventory: Differentiating hostile and benevolent se xism.

Journal of Personality and Social Psychology, 70, Ui, M. Beyond prejudice as simple antipathy: Hostile and benevolent sexism across sexisko. Journal of Personality and Sexismo Psychology, ambivalente, Ambivalent sexism. Advances in Experimental Ambivalente Psychology, 33, An ambivalent alliance: Hostile and benevolent sexism a complementary justifications of gender inequality.

American Psychologist, 56, Madri, Espanha. Human values, conservatism and stereotypes of homosexuals. Personality and Individual Differences, 27, Rio de Janeiro: Zahar. Motivacion and personality. The nature of human values. New York: Ambivalente Free Press. Existen aspectos universales en la estructura y el contenido de los valores humanos? Gouveia Orgs. Madri: Sexismo Biblioteca Nueva. Toward a universal psychological structure of que values.

Journal sexismo Personality and Social Psychology, 53, Identigying culture-specifics quf the content and structure of values. Journal of Cross-Cultural Psychology, 26, The psychological measurement of cultural syndromes. American Psychologist, 51, Anales de Psicologia, 10, Valdiney V. Camaragibe, PE. E-mail : quelbelo hotmail. All the contents of this journal, except where ambicalente noted, is licensed under a Creative Commons Ambivalente License.

Services on Demand Journal. ABSTRACT This study aimed at knowing the extent to which the human values and ambivalent sexism correlated with each other and with both sexism dimensions: hostile and benevolent. Valores Humanos Os valores, como entendidos por Rokeachrepresentam sexismo resultado da cultura, da sociedade e da personalidade, apresentando o poder de sexismo atitudes e comportamentos. How to cite this article.

Kihlstrom Org. New Jersey: Lawrence Erlbaum. O poder da identidade. Psicologia em Estudo, 7, The two faces of Adam: Ambivalent sexism and polarized attitudes toward women. Personality and Social Psychology Bulletin, 23, The Ambivalent Sexism Inventory: Differentiating hostile and benevolent se xism.

Journal of Personality and Social Psychology, 70, Ui, M. Beyond prejudice as simple antipathy: Hostile and benevolent sexism across cultures. Journal of Personality and Social Psychology, 79, Ambivalent sexism. Advances in Experimental Social Psychology, 33, An ambivalent alliance: Hostile and benevolent sexism a complementary justifications of gender inequality. American Psychologist, 56, Madri, Espanha.

Human values, conservatism and stereotypes of homosexuals. Personality and Individual Differences, 27, Rio de Janeiro: Zahar. Motivacion and personality. Table 1 presents the means, standard deviations, and bivariate correlations between all variables examined in the study. These results support Hypothesis 1a, but not Hypothesis 1b. These findings partially support Hypothesis 2, as only Hypothesis 2a is confirmed.

In order to verify the interrelationships postulated in Hypothesis , two moderated hierarchical regression analyses were carried out one for HS and one for BS. Before performing these analyses, the assumptions required for linear regression equation were tested. Problems due to outliers were discarded, since the Cook distances were well below 1. Also, the residuals were normally distributed, and the graphics of the regression lines showed no heteroscedasticity problems compared to predicted values.

The moderated hierarchical multiple regression analyses performed are presented in Table 2. Table 2 summarizes the results of the regression analyses that tested the effects of interpersonal and informational justice perceptions and personal values VC and VI on both dimensions of ambivalent sexism HS and BS.

Age had no effect on either type of sexism. So, regardless of their age, men and participants with lower formal education reported higher levels of sexist attitudes. These interactions are depicted in Figure 1 and 2 , respectively. Thus, consistent with Hypotheses 3a and 5a, both VC and VI moderated the relationships between interpersonal justice and HS, such that a decrease in interpersonal justice perceptions was associated with an increase in HS for workers with high levels of VC or VI.

In other words, our findings suggest that vertical values strengthen the negative relationship between interpersonal justice and HS. However, to date, no study has explored the interplay between ambivalent sexism, individualism-collectivism orientation, and organizational justice perceptions among workers, although theoretical and empirical evidence justifies the need for such exploration Case et al.

In order to achieve this objective and test the proposed hypotheses, we performed descriptive, correlation, and multivariate analyses on the collected data. Descriptive findings showed that participants presented nearly equivalent levels of HS and BS.

This is a surprising result given that Argentina is often included among the Latin American countries with highest gender equality indicators United Nations Development Programme, ; hence, in light of the ambivalent sexism theory, we expected a greater amount of BS than HS. Furthermore, in relation to organizational fairness, and in line with previous studies Omar et al. Regarding organizational justice and ambivalent sexism, perceptions of interpersonal and informational justice were negatively related to HS, thereby confirming two of our initial hypotheses H1a and H2a.

However, justice perceptions and vertical values did not interact to predict BS in the sample studied H4a, H4b, H6a, and H6b. These findings can be understood if we consider that vertical value orientations power distance promote the existence of inequalities and differences in social status, including prejudiced attitudes Shavitt et al. Moreover, the observed relationships between sexism and vertical values are consistent with the study published by Moya et al.

In this sense, people oriented toward vertical values VC or VI may feel threatened by competent women who break away from traditional gender roles and challenge patriarchy. When faced with such women, VI who emphasize achievement and power and VC who cherish obedience and conformity could make use of sexist attitudes as a tool of oppression and control against these women.

In light of this theoretical and empirical evidence, we can understand the moderating role of VC and VI: when employees perceive interpersonal injustice at work, those high in vertical values could express higher levels of HS. The translation of HS into specific discriminatory, norm-violating behaviors will depend on both contextual e.

Interestingly, and contrary to our hypotheses H1b and H2b , correlation and regression analyses revealed that perceptions of informational justice were positively related to BS. To interpret this finding, we can resort to the very nature of BS. This dimension of ambivalent sexism constitutes a prejudice that portrays women stereotypically and limited to traditional gender roles. In the eyes of sexist people, BS is a legitimate, fair, and equitable belief concerning women and their position in the social and labor system.

Therefore, when subjects perceive justice in their workplace, such perceptions may reinforce a set of attitudes they consider positive and desirable, among which may be those of BS.

Practical implications. Our research presents a number of possible implications for human resource management. First, the results highlight the importance of personal values and their relation to ambivalent sexism in the workplace. This fact is evident in the occupational segregation that still persists in the world and in our region National Institute against Discrimination, Xenophobia, and Racism, ; International Labor Organization, For this reason, organizations should take the potential effects of vertical values into account when planning or implementing human resources policies, and especially in everyday treatment of employees.

Second, and considering the results of this study reveal that informational justice perceptions do not always ensure a working environment free from sexism, organizations could design and implement intervention programs aimed, on the one hand, at reducing sexism in the workplace, and, on the other hand, at strengthening perceptions of fairness among employees.

Unfortunately, controlling the expression of sexism is not a simple matter. Nevertheless, sexist attitudes, like other prejudices, constitute a contingent variable that can be reduced by specific actions and interventions in a multiplicity of social settings, including the workplace.

For example, human resource managers, supervisors, and counselors can encourage women to seek out group support. Also, it would be important for organizations to establish clear rules and regulations by, for example, formulating written anti-discrimination policy, as well as striving for diversity management and the creation of a more fair, plural, and inclusive working environment United Nations Development Programme, Interventions of this kind will not only enhance human relationships, but will also contribute to the perception of a more fair and equitable work environment.

When people have a "voice", when they are offered the opportunity to freely express their opinions and feelings on matters related to their own work, their levels of satisfaction increase along with their perceptions of justice Omar, , Organizations may also reduce injustice through explicit policies and procedures for decision-making that, in the best of cases, involve employees in such processes.

Strengths and limitations of the study and future directions. The strengths of the study must be considered alongside its limitations. Among the latter, it should be noted that the convenience sampling method limits the generalization of our findings to the entire population of Argentinean workers. However, given that various organizations were represented in the sample, our results could be considered an approximate reflection of the social and labor situation of the region.

Another limitation could be the self-report nature of the instruments used for data collection, which could have generated bias from common method variance. Future research should consider addressing the problem from a multimethod perspective. Also, the cross-sectional nature of the current study also reduces the extent to which causal inferences can be drawn. To address this issue, further research could implement either experimental or longitudinal designs to examine the interconnections between the study variables.

Among the strengths of the study, we must point out that this research work, along with preliminary studies, were first to explore ambivalent sexism with different samples of Argentineans, providing valuable empirical evidence on its antecedents within this society.

The study of sexism in the workplace and in relation to other organizational variables e. Our research may be expanded by examining organizational justice and sexism in other Latin American countries, as a way to build a more representative body of knowledge of these phenomena in the region. Future research will also benefit from the incorporation of contrasting samples in terms of their personal values, in an attempt to more comprehensively understand how the cultural context influences sexism and perceptions of fairness in organizations.

Moreover, although the inclusion of individualism and collectivism, as part of the theoretical framework, is supported by numerous cross-cultural studies that have used these constructs to explain human behavior Omar et al.

Lastly, the use of experimental designs, qualitative approaches and carefully implemented methodological triangulations, will add valuable information to the existing knowledge of sexism, individualism-collectivism and organizational justice perceptions. However, despite the numerous labor and social gains that women have capitalized in the last decades, sexism against them continues to cause profound inequalities in the workplace.

In view of this problematic situation, we sought to explore the relationships between perceptions of organizational justice, personal values, and ambivalent sexism among Argentinean employees. Our main findings indicate that perceptions of interpersonal and informational justice were negatively related to HS, and that informational justice in particular showed positive associations with BS. Also, vertical individualism and vertical collectivism interacted with interpersonal justice to predict HS, thus appearing as significant moderators that strengthen the negative relationship between these variables.

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Psychology of Women Quarterly , 37 , Feather, N. Values, right-wing authoritarianism, social dominance orientation, and ambivalent attitudes toward women. Journal of Applied Social Psychology , 42 , Forbes, G. A Spanish translation of ambivalent sexism inventory was also used. A direct relationship between political conservatism, cognitive rigidity, and hostile and benevolent sexism was found.

A multiple linear regression analysis showed that RWA , SDO and intolerance of ambiguity exert influence on hostile sexism. On the other hand, benevolent sexism was inuflenced by RWA and justification of inequality.