Alle Publikationen
2018
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(2018): A reinforcement sensitivity theory explanation of antisocial behaviour. In: Personality and Individual Differences 123, S. 87-93. DOI: 10.1016/j.paid.2017.11.008
Abstract: A comprehensive explanation of antisocial behaviour (ASB) needs to focus on both individual differences in personality and life events as potentially predisposing factors. The current studies investigated the relative influence of both of these in males and females. We used the Reinforcement Sensitivity Theory (RST) of personality to investigate the extent to which dispositional approach and avoidance tendencies relate to ASB. In the first study, 287 participants reported their engagement in ASB and completed the RST Personality Questionnaire (RST-PQ). In the second study, a new sample of 282 participants completed the same measures as well as reporting the extent to which they had experienced life strains. Results from both studies showed a positive association between goal-drive persistence and ASB in males; while in females, a positive association was found between impulsivity and ASB. In Study 2, life strains explained further variance in ASB and this also show a gender differentiation: in males, there was a stronger relationship between financial strains and ASB while females showed an association between relational strains and ASB. Overall, results suggested that ASB is more pronounced in the male sample with an instrumental purpose while in the female sample personal life events are of more relevance. zitiert von 1
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(2018) : Gender stereotyping, prejudice, and shifting standards In: Travis, Cheryl B.; White, Jacquelyn W.; Rutherford, Alexandra; Williams, Wendi S.; Cook, Sarah L.; Wyche, Karen Fraser (Hg.): APA handbook of the psychology of women: History, theory, and battlegrounds (Vol. 1): Washington: American Psychological Association, S. 343-361
DOI: https://doi.org/10.1037/0000059-017 Abstract: Gender is a salient social category, and no one reading this book will be surprised to learn that gender matters in everyday social perception and interaction. People readily notice others’ (apparent) gender, and they hold gender-based expectations regarding traits, roles, behaviors, and skills. These cognitive proclivities contribute to the tendency for gender to color people’s perceptions and judgments of individual girls and boys, women and men. In academic and work settings, for example, gendered beliefs may lead perceivers to view women as less suitable than men for managerial positions (Koenig, Eagly, Mitchell, & Ristikari, 2011), to notice poor performance in women more quickly than in men (Biernat, Fuegen, & Kobrynowicz, 2010), and to give women less credit than men for successful team performance (Heilman & Haynes, 2005). These examples may not rise to the level of blatant sex discrimination captured in the TV series Mad Men or in Supreme Court cases such as Price Wa terhouse v. Hopkins (1989; failure to promote a qualified woman) or Meritor Savings Bank v. Vinson (1986; sexual harassment), but even subtle biases can accrue over time, affecting women’s advancement and pay (see Martell, Lane, & Emrich, 1996). As I write this chapter, five women from the World Cup–winning U.S. women’s national soccer team have filed a wage discrimination suit against the U.S. Soccer Federation, claiming they are paid 4 times less than their male counterparts (Das, 2016). One does not need to look far to see evidence that gender continues to affect workplace outcomes. In this chapter, I will consider the research literature on how gendered beliefs affect the way individuals are perceived, evaluated, and treated, particularly in work and academic settings. I will also point to the complexity of these judgmental patterns, noting that counterstereotypical effects may occur under some conditions. (PsycINFO Database Record (c) 2017 APA, all rights reserved )
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(2018): The Academic Conference as a Chilly Climate for Women. Effects of Gender Representation on Experiences of Sexism, Coping Responses, and Career Intentions. In: Sex Roles 78 (5-6), S. 394-408. DOI: 10.1007/s11199-017-0800-9
DOI: https://doi.org/10.1007/s11199-017-0800-9 Abstract: Across many disciplines, women are underrepresented in faculty positions relative to men. The present research focuses on the academic conference as a setting because it is a gateway to an academic career and a context in which women might experience sexism. We surveyed 329 presenters (63% women) from three U.S. national academic conferences, which differed in women-to-men ratios, about their perceptions of the conference climate, their coping tactics (e.g., gender performance, silence, or voice), and their intentions to exit the conference or academia. The greater the representation of women at the conference relative to men, the less likely were women to perceive sexism and to feel they had to behave in a masculine manner in that setting. In contrast, women who perceived the conference as sexist and felt silenced also expressed increased intentions to exit from academic careers. Men’s perceptions of sexism predicted increased intentions to exit from that particular co nference , but not from academia. Because conferences signal the norms of a discipline, it is important to explore their climates as they relate to gender. Perhaps especially for new and aspiring female academics, they may signal devalued status and lack of fit and as such play an inadvertent role in the 'leaky pipeline.' We discuss strategies that conference organizers could implement to mitigate sexist climates, including broader inclusion of women in speaking and leadership roles and explicit attention to cues that women belong. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2018): What's (not) underpinning ambivalent sexism?. Revisiting the roles of ideology, religiosity, personality, demographics, and men's facial hair in explaining hostile and benevolent sexism. In: Personality and Individual Differences 122, S. 29-37. DOI: 10.1016/j.paid.2017.10.001
Abstract: Ambivalent sexism is a two-dimensional framework that assesses sexist and misogynous attitudes. The current corpus of research on such attitudes suggest that they are predicted by numerous variables, including religious beliefs, ideological variables, and men's facial hair. Most studies, however, have treated such predictors as if they are independent – inferring that zero-order correlations between sexism and its predictors are not confounded by omitted third variables. In the current work, we address ambivalent sexism using a large array of known correlates of sexist attitudes in two large and demographically diverse samples. We show that low empathic concern is the primary driver of hostile-, but not benevolent sexism (Study 1); that social dominance orientation, right-wing authoritarianism, religiosity, and low Openness and Agreeableness differentially predict ambivalent sexism (Study 2); along with male gender and low education level (Study 1 and 2). Contradicting an earlier finding, men's facial hair was not correlated with hostile sexism in either studies and a short full beard predicted lower scores on benevolent sexism in Study 2. Thus, we replicated the main findings from most previous research except for men's facial hair, and we also show the paths through which predictors of sexist attitudes exert their effects.
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(2018) : From modern sexism to gender microaggressions. Understanding contemporary forms of sexism and their influence on diverse women In: Travis, Cheryl B.; White, Jacquelyn W.; Rutherford, Alexandra; Williams, Wendi S.; Cook, Sarah L.; Wyche, Karen Fraser (Hg.): APA handbook of the psychology of women: History, theory, and battlegrounds (Vol. 1): Washington: American Psychological Association, S. 381-397
DOI: https://doi.org/10.1037/0000059-019 Abstract: Sexism can operate on both an overt, conscious level and a subtle, unconscious level (Sue, 2010). Swim and Hyers (2009) defined sexism as 'individuals’ attitudes, beliefs, and behaviors, and organizational, institutional, and cultural practices that either reflect negative evaluations of individuals based on their gender or support unequal status of women and men' (p. 407). Some examples of overt manifestations of sexism include sexual harassment, domestic violence, and discriminatory hiring practices. Similar to other overt forms of discrimination, overt sexism is often less accepted in contemporary society. Thus, many well-intentioned men may hold sexist views about women that are outside their conscious awareness. These subtle forms of sexism can often have a negative effect on women (Sue, 2010). For example, research has indicated that women’s experiences with subtle, everyday forms of sexist discrimination are related to negative mental health outcomes, such as p sycholog ical distress, depression, and anxiety (Moradi & Subich, 2002, 2003). To contextualize the literature on sexism, I introduce a psychosocial model of sexism, which illustrates the ways in which patriarchy is the foundation for various expressions of sexism that have a negative impact on women. Then, I highlight five primary areas of theory and research on contemporary sexism: (a) modern sexism, (b) ambivalent sexism, (c) perceived sexist discrimination, (d) everyday sexism, and (e) gender microaggressions. Given the growing body of research on the deleterious impact of sexism on a range of physical and mental health outcomes for women, this selected literature review focuses on research that highlights the impact of subtle sexism on women’s mental and physical health. This chapter also highlights intersectionality theory and research on contemporary forms of sexism that have focused on intersections of race, sexual orientation, and social class. This chapter ends with direc tions fo r future research on subtle forms of sexism and gender microaggressions, with a particular focus on moving the field of feminist psychology forward in centering an intersectional analysis in the psychological study of women to better understand the experiences of diverse women on the basis of race, ethnicity, sexual orientation, and social class. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2018): Social context reveals gender differences in cooperative behavior. In: Journal of Bioeconomics 20 (2), S. 213-225. DOI: 10.1007/s10818-018-9271-5
DOI: https://doi.org/10.1007/s10818-018-9271-5 Abstract: A number of previous researches indicate that men prefer competition over cooperation, and it is sometimes suggested that women show the opposite behavioral preference. In the current study the effects of social context on gender differences in cooperation are investigated. For the purpose, we compared men and women behavior under two social conditions: in groups of strangers and in groups with long-term socialization—groups of friends. The differences were found in changes in the level of cooperation, taking into account the effects of mixing social and gender variables. Social interaction and communication made cooperation of group members strength and sustainable. However, men’s and women’s cooperative behavior in groups differed. Women were initially more inclined to cooperate in interaction with strangers. Men showed greater sensitivity to sociality effects. They tended to make cooperative decisions more often if there were friends in the group. Furthermore, me n cooper ated with previously unknown people after socialization with them significantly more than women. (PsycINFO Database Record (c) 2018 APA, all rights reserved)
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(2018) : Gender and peer relationships. In: Bukowski, William Michael; Laursen, Brett; Rubin, Kenneth H. (Hg.): Handbook of peer interactions, relationships, and groups.: New York: Guilford Press, S. 571-589
Abstract: In this chapter, we provide contemporary theoretical and empirical information about the role of gender in the peer relations of children and adolescents. We begin by reviewing theoretical perspectives. These theories consider the development of sex-linked peer relationship processes and the impact of girls’ and boys’ peer relationships on their psychological adjustment. In regard to empirical research, research methods used to examine the role of gender in peer relationships are described. In addition, studies are reviewed that describe the nature of girls’ and boys’ peer relationships, including the tendency to segregate by sex and to engage in different activities. Finally, we consider the implications of girls’ and boys’ peer relationships, and their experiences in mixed-sex networks and friendships, on their emotional and behavioral adjustment. (PsycINFO Database Record (c) 2018 APA, all rights reserved)
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(2018): Styles of humor and social skills in students. Gender differences. In: Current Psychology 14 (2). DOI: 10.1007/s12144-017-9770-x
DOI: https://doi.org/10.1007/s12144-017-9770-x Abstract: Styles of humor and social skills could significantly determine a person’s functioning. This study aimed to analyze whether styles of humor and social skills correlate, and also the relation that links these variables according to gender. We employed the Humor Styles Questionnaire (HSQ) and the Social Skills Scale (EHS, in Spanish) to assess 643 participants. The results showed that males used styles of humor (Affiliative, Self-enhancing, Aggressive and Self-defeating) more than females. We found gender differences for social skills only in the factors Expression of disapproval (higher scores for females) and Say no and interrupt interactions (higher scores for males). The data indicate correlations among the factors styles of humor and social skills, but not in them all. When we formed groups that allowed the classification of participants according to styles of humor and social skills, females showed a more even distribution, while three of every four males obtained h igh leve ls for styles of humor (except for Self-defeating humor) and social skills (except for Making requests). The model created with styles of humor and social skills indicated an optimum fit: χ2(25) = 56.921 p < 0.001; χ2/gl =2.27; CFI = 0.97; NFI = 0.94; TLI = 0.94; RMSEA = 0.044, 95%CI (0.029–0.060), with minor gender differences in the relation between styles of humor and social skills. In conclusion, this research shows how males scored higher than females for all four humor styles and dimensions, and not only for negative humor styles as in previous research works. We found that gender differences for social skills revealed only two factors, which may be related to the use of negative humor styles (Expression of disapproval and Say no and interrupt interactions). Finally, one in every three males and two in every three females had problems in some, or several, sections to manage styles of humor and social skills. Hence we should work on this matter in classrooms. Furthe r resear ch on the interpersonal context of humor and the role of gender in humor styles and social skills is warranted. (PsycINFO Database Record (c) 2018 APA, all rights reserved)
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(2018): Incorporating a gender approach in the hospitality industry. Female executives’ perceptions. In: International Journal of Hospitality Management, S. 184-193. DOI: 10.1016/j.ijhm.2018.05.008
Abstract: Despite the increasing presence of women in the hospitality labour market, empirical evidence shows persistent horizontal and vertical segregation, as well as a pay gap - a situation that perpetuates lost opportunities for the industry. Based on Barbara Risman’s model “Gender as a Social Structure” as a leading reference, the paper provides a gender based approach for the hospitality industry. Risman’s three levels of analysis (Individual, Interactional and Institutional) are completed with an Intersectional level, conforming the “Gender as a Social Structure in the Hospitality Industry” model. This model aims at identifying factors that cause discrimination among female executives. The methodology is based on thirty semi-structured in-depth interviews with female executives in the Spanish hospitality industry. The results show that the influence of self-imposed barriers, gender roles, problems associated with work-life conciliation and issues related to gendered organizations are the main factors that hinder achieving gender equality.
2017
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(2017): On the cultural basis of gender differences in negotiation. In: Experimental Economics 98 (2). DOI: 10.1007/s10683-017-9547-y
DOI: https://doi.org/10.1007/s10683-017-9547-y Abstract: We study how culture and social structure influence bargaining behavior across gender, by exploring the negotiation culture in matrilineal and patriarchal societies using data from a laboratory experiment and a natural field experiment. One interesting result is that in both the actual marketplace and in the laboratory bargaining game, women in the matrilineal society earn more than men, at odds with years of evidence observed in the western world. We find that this result is critically driven by which side of the market the person is occupying: female (male) sellers in the matrilineal (patriarchal) society extract more of the bargaining surplus than male (female) sellers. In the buyer role, however, we observe no significant differences across societies. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017): As You Sow, So Shall You Reap. Gender-Role Attitudes and Late-Life Cognition. In: Psychological science 28 (9), S. 1201-1213. DOI: 10.1177/0956797617708634
DOI: http://www.ncbi.nlm.nih.gov/pubmed/28737096 Abstract: Some studies have found that women outperform men in episodic memory after midlife. But is this finding universal, and what are the reasons? Gender differences in cognition are the result of biopsychosocial interactions throughout the life course. Social-cognitive theory of gender development posits that gender roles may play an important mediating role in these interactions. We analyzed country differences in the gender differential in cognition after midlife using data from individuals age 50 and above ( N = 226,661) from 27 countries. As expected, older women performed relatively better in countries characterized by more equal gender-role attitudes. This result was robust to cohort differences as well as reverse causality. The effect was partially mediated by education and labor-force participation. Cognition in later life thus cannot be fully understood without reference to the opportunity structures that sociocultural environments do (or do not) provide. Global population aging raises the importance of understanding that gender roles affect old-age cognition and productivity. zitiert von 3
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(2017) : Gender socialization. In: Schwarz, Jill E.: Counseling women across the life span: Empowerment, advocacy, and intervention: New York City, USA: Springer Publishing Company, S. 21-38
Abstract: After reading this chapter, you will be able to: (1) Define key terms related to gender and gender socialization. (2) Understand agents and processes of gender socialization. (3) Gain awareness of one's own gender socialization experience. (4) Identify individual and societal consequences of gender norms and stereotypes. (PsycINFO Database Record (c) 2018 APA, all rights reserved)
Keywords: Gender, Geschlechterforschung, Gesellschaft, Sex Roles, Social Norms, Socialization, society -
(2017) : Sexism in Intimate Contexts. How Romantic Relationships Help Explain the Origins, Functions, and Consequences of Sexist Attitudes In: Sibley, Chris G.; Barlow, Fiona Kate (Hg.): The Cambridge handbook of the psychology of prejudice: Cambridge: Cambridge University Press, S. 321-343
DOI: https://doi.org/10.1017/9781316161579.014 Abstract: In this chapter, we take a look at the central role that dynamics within romantic relationships play in the emergence, functions, and consequences of hostile and benevolent sexism toward women. We begin by examining men's endorsement of hostile and benevolent sexism. We first outline the difficulties that men's hostile sexism creates in romantic relationships and consider how these deficits necessitate benevolent sexism. We then consider the ways men's benevolent sexism functions within intimate relationships to facilitate men's intimacy needs while maintaining and promoting their power. In the second half of the chapter, we turn to women's endorsement of benevolent and hostile sexism. We review evidence showing that the relationship structure promised by benevolent sexism is appealing to women but has harmful personal and relationship consequences for them. We then offer a more speculative account of the role and impact of women's endorsement of hostile sexism. At the en d of the chapter, we consider other ways in which relationship processes can inform our understanding of sexist attitudes toward women and outline important future research directions. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017): Isms and schisms. A meta-analysis of the prejudice-discrimination relationship across racism, sexism, and ageism. In: Journal of Organizational Behavior 38 (7), S. 1076-1110. DOI: 10.1002/job.2187
DOI: https://doi.org/10.1002/job.2187 Abstract: Racism, sexism, and ageism persist in modern day organizations and may translate into workplace discrimination, which can undermine organizational effectiveness. We provide the first meta-analysis comparing the relationships between these three types of prejudice (racism, sexism, and ageism) and three types of workplace discrimination (selection, performance evaluation, and opposition to diversity-supportive policies). Across outcomes, racism was associated with workplace discrimination, whereas sexism was not. Ageism was associated with discriminatory selection and opposition to organizational policies supporting older workers; however, ageism was not related to discriminatory performance evaluation. Consistent with prior research and theory, Implicit Association Test measures were related to subtle discrimination (opposition to diversity-supportive policies) but not deliberate discrimination (selection and performance evaluation). Finally, prejudice was more strongly as sociated with discrimination against real as compared with hypothetical targets. Implications for organizational researchers and practitioners are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017) : Benevolent sexism and cross-gender helping: A subtle reinforcement of existing gender relations.: Intergroup Helping: Berlin, Germany: Axel Springer SE, S. 23-43, zuletzt geprüft am 03.06.2018
Abstract: Cross-gender helping interactions can perpetuate and consolidate the role of men as competent and agentic, and the role of women as passive, incompetent, and dependent. Our theorising integrates the logic of the Intergroup Helping as Status Relations model (IHSR) on the one hand, and research on benevolent sexism—the ideology that men should offer protection and affection to women in return for compliance with traditional gender roles—on the other. Specifically, we reasoned that because benevolent sexism maintains gender inequalities through paternalistic cooperation rather than through overt hostility and conflict, helping relations may play a crucial role in the process of translating this ideology into actual behavioural mechanisms that perpetuate traditional gender roles. In the following sections, we first present theorising and research on the IHSR, which puts forward the distinction between autonomy-oriented and dependency-oriented forms of intergroup helping, suggesti ng that the latter might serve as a subtle mechanism for maintaining intergroup inequality. We next present theorising and research on benevolent sexism, and explain how this ideology reinforces traditional gender roles through 'sweet persuasion' rather than coercion. We then discuss our own line of research, which demonstrates how the endorsement of benevolent sexism leads men and women to engage in dependency-oriented helping relations, which perpetuate traditional gender roles through seemingly cooperative interactions. Based on this research, we argue that helping relations between men and women can become an implicit, indirect mechanism for maintaining the gender hierarchy. We discuss this possibility in the light of related work on the psychological consequences of implicit—as opposed to explicit—forms of intergroup bias. We conclude by discussing the implications of our work for social change, and by outlining forms of cross-gender helping that may challenge rathe r than m aintain the existing gender hierarchy. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017): A social-cognitive approach to understanding gender differences in negotiator ethics. The role of moral identity. In: Organizational Behavior and Human Decision Processes 138, S. 28-44. DOI: 10.1016/j.obhdp.2016.11.003
DOI: https://doi.org/10.1016/j.obhdp.2016.11.003 Abstract: To date, gender differences in ethics have received little theoretical attention. We utilize a social-cognitive framework to explain why these differences emerge and when women engage in less unethical negotiating behavior than do men. We propose that, relative to men’s, women’s stronger moral identities suppress unethical negotiating behavior. Study 1 establishes a gender difference in moral identity strength through a meta-analysis of over 19,000 people. Study 2 observes gender differences in two aspects of negotiator ethics—moral disengagement and opportunism. Study 3 establishes moral identity strength as an antecedent to negotiator ethics. Finally, Studies 4 and 5 explore financial incentives as a situational moderator. Because financial incentives temporarily decrease the salience of moral identity, they could mitigate gender differences in negotiator ethics, leading women to act more like men. Across both studies, financial incentives impacted women’s (but not men⍊ s) unethical negotiating behavior. Our findings help to explain why and when gender differences in ethics emerge. (PsycINFO Database Record (c) 2017 APA, all rights reserved) zitiert von: 7
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(2017): Stressing the Advantages of Female Leadership Can Place Women at a Disadvantage. In: Social Psychology 48 (1), S. 28-39. DOI: 10.1027/1864-9335/a000292
DOI: https://doi.org/10.1027/1864-9335/a000292 Abstract: Women are still underrepresented in management and men hold the majority of higher positions. Nonetheless, one often-heard claim in popular media is that female people-centered leadership skills (empathy, communication, etc.) are a better match for the business world - especially in the future. Furthermore, a related idea is that women may use this advantage to take over men's dominant position in leadership. Four studies show that such claims paradoxically maintain gender inequality, by undermining support for affirmative action to reduce female underrepresentation in leadership. Where earlier research shows that positive stereotypes can hurt women by suggesting that they are unqualified for leadership, the current findings show that even positive stereotypes that claim that women are particularly well qualified for leadership can hurt women in their chances for gaining leadership positions. Although it is good to highlight the advantages of female leadership, exaggerated and sensationalist claims contribute to a perpetuation of gender inequality.
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(2017): No Rest for the Stigmatized. A Model of Organizational Health and Workplace Sexism (OHWS). In: Sex Roles 77 (9-10), S. 697-708. DOI: 10.1007/s11199-017-0755-x
DOI: https://doi.org/10.1007/s11199-017-0755-x Abstract: Employee sick attendance at work—presenteeism—poses a significant threat to both employee health and organizational productivity. However, despite the wealth of literature examining organizational predictors of presenteeism, little research has investigated the impact of stigmatized status on employee work attendance when sick. We argue that gender discrimination in the workplace promotes negative job perceptions and poorer health, ultimately contributing to increased rates of presenteeism among female employees. In two studies assessing U.S. women’s perceptions of workplace sexism, job security, job autonomy, job stress, reported health, and workplace sick-related attendance, we develop the framework for the Organizational Health and Workplace Sexism (OHWS) model. Study 1 utilized a large nationally representative dataset to conduct a secondary data analysis that preliminarily investigated the unique impact of perceived workplace discrimination. Results found that women wh o experienced workplace sexism reported more negative job perceptions and poorer health outcomes, yet they did not stay home from work more often than non-stigmatized women did—suggesting sick work attendance. Study 2 surveyed employed women through a paid online survey service in a more detailed assessment of the variables. Structural Equation Modeling (SEM) revealed that workplace sexism negatively related to reported health, job security, and job autonomy, which were positively associated with perceived job stress. Job factors also were negatively related to health, which directly correlated with rates of presenteeism. Therefore, the OHWS provides a novel addition to the presenteeism literature by bridging the health, stigma, and organizational literatures. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017): Judging the gender of the inanimate. Benevolent sexism and gender stereotypes guide impressions of physical objects. In: The British journal of social psychology 56 (3), S. 537-560. DOI: 10.1111/bjso.12198
DOI: https://doi.org/10.1111/bjso.12198 Abstract: Within a given culture, sexist ideologies and stereotypes are largely characterized by their prescriptive expectations for the types of social and behavioural domains men and women occupy. The activities that take place within these respective domains, however, frequently involve designed, physical artefacts. This study reports a pair of studies that test whether sexist schemas are capable of guiding not only impressions of men and women as social groups, but also their impressions of the inanimate objects associated with these groups. In Study 1, benevolent sexism was found to predict a greater willingness to classify physical objects as being either highly feminine or highly masculine, even when these objects had a neutral rating by the sample as a whole. In Study 2, stereotypes consistent with legitimizing ideologies (i.e., competence and warmth) predicted rating associated objects in complementary ways, in terms of greater liking of feminine objects but greater presumed competence needed for using masculine objects. These results demonstrate how sexist beliefs and attitudes are capable of bleeding into people's impressions of the physical world.
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(2017): Value-Based Standards Guide Sexism Inferences for Self and Others. In: Journal of Experimental Social Psychology 72, S. 101-117. DOI: 10.1016/j.jesp.2017.04.006
DOI: http://www.ncbi.nlm.nih.gov/pubmed/29230069 Abstract: People often disagree about what constitutes sexism, and these disagreements can be both socially and legally consequential. It is unclear, however, why or how people come to different conclusions about whether something or someone is sexist. Previous research on judgments about sexism has focused on the perceiver's gender and attitudes, but neither of these variables identifies comparative standards that people use to determine whether any given behavior (or person) is sexist. Extending Devine and colleagues' values framework (Devine, Monteith, Zuwerink, & Elliot, 1991; Plant & Devine, 1998), we argue that, when evaluating others' behavior, perceivers rely on the morally-prescriptive values that guide their own behavior toward women. In a series of 3 studies we demonstrate that (1) people's personal standards for sexism in their own and others' behavior are each related to their values regarding sexism, (2) these values predict how much behavioral evidence people need to infer sexism, and (3) people with stringent, but not lenient, value-based standards get angry and try to regulate a sexist perpetrator's behavior to reduce sexism. Furthermore, these personal values are related to all outcomes in the present work above and beyond other person characteristics previously used to predict sexism inferences. We discuss the implications of differing value-based standards for explaining and reconciling disputes over what constitutes sexist behavior.
Keywords: FRAMEWORK, Geschlechterforschung, Inferences, science direct, Sexism, Sozialpsychologie, standards, VALUES -
(2017): The power of status. What determines one's reactions to anger in a social situation?. In: Personality and Individual Differences 114, S. 61-68. DOI: 10.1016/j.paid.2017.03.057
Abstract: The present study examined how social status and gender determine anger expression and behavioral reactions toward experienced anger. In two experiments, anger was induced in a staged social interaction. Behavioral anger reactions were judged by observers. In Experiment 1 (equal status condition; N = 110) participants were provoked by a confederate, in Experiment 2 (low status condition; N = 116) participants were provoked by the experimenter. We found that participants expressed their anger to a lesser extent, were less resistant, and engaged in submissive behaviors if they had a lower status than the anger-target. As expected, gender had a moderating effect: While women's anger reactions were affected by having a lower status than the anger-target, men's anger reactions were affected by low status only when interacting with a female anger-target. Our findings provide new evidence regarding behavioral reactions to anger. zitiert von 2
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(2017) : Work-family conflict and positive spillover: Examining the interaction of gender, gender-role ideology, and national gender equity culture. In: Korabik, Karen: The Work-Family Interface in Global Context: Milton: Taylor and Francis, S. 392-417
Abstract: The aim of this chapter was to uncover the main and interaction effects of gender, gender-role attitudes, and macro aspects of a country's gender culture on W-F interface dependent variables. Thus, two broader sets of gender-related variables— gender-role ideology (GRI) and national gender equity (NGE)—were included in analyses, besides physical gender, in order to extend our understanding of the role of gender in the W-F interface. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017): The relationship between gender and mobile technology use in collaborative learning settings. An empirical investigation. In: Computers & Education 113, S. 61-74. DOI: 10.1016/j.compedu.2017.05.005
Abstract: Mobile technology offers educators new potential for course and learning material construction. Empirical best practices research is scarce, particularly in secondary and higher education settings. This article provides a field experiment using a 2 (individual vs. group) x 2 (text vs. video) design in a secondary school context with students engaged in learning activities related to either text or video content on mobile devices. We structured material to benefit either individual or collaborative learning practices and examined gender as a critical factor to understand ways to improve teaching approaches. The study used an ANOVA with repeated measures to understand impacts of various attributes on outcomes such as material experience duration, perceived peer influenced learning, satisfaction, perceived understanding, and performance. This study provides empirical evidence in a mobile learning environment that suggests female students engaged in group learning modes, supported with video material, had different engagement patterns than male students. Females spent more time in the application consistent with earlier research suggesting females are more likely to use strategies such as active listening, asking questions, and soliciting input. In addition, female students engaged in group learning mode, supported with video material, had higher peer-influenced learning scores than male students. Holistically, this evidence supports the view that females use learning strategies that benefit from group learning and features provided by mobile technologies. The results help direct future research regarding design and implementation of learning in secondary school settings and may help remove gender disparities. zitiert von 2
Keywords: Cooperative/collaborative learning, Gender, Gender Studies, Geschlechterforschung, Gruppenverhalten, Human-computer interface, Improving classroom teaching, Lerntheorien, Mensch-Technik-Relation, Mobile learning, Multimedia/hypermedia systems, science direct, Secondary education, Teaching/learning strategies -
(2017): Of Tooth and Claw. Predator Self-Identifications Mediate Gender Differences in Interpersonal Arrogance. In: Sex Roles 77 (3-4), S. 272-286. DOI: 10.1007/s11199-016-0706-y
DOI: https://doi.org/10.1007/s11199-016-0706-y Abstract: Men often score higher than women do on traits or tendencies marked by hostile dominance. The purpose of the present research was to contribute to an understanding of these gender differences. Four studies (total N = 494 U.S. undergraduates) administered a modified animal preference test in which participants could choose to be predator or prey animals, but not labeled as such. Men were consistently more interested in being predator animals than women were, displaying a sort of hostile dominance in their projective preferences. Predator self-identifications, in turn, mediated gender differences in outcomes related to hostile dominance. Studies 1 and 2 provided initial evidence for this model in the context of variations in interpersonal arrogance, and Studies 3 and 4 extended the model to nonverbal displays and daily life prosociality, respectively. The findings indicate that gender differences in hostile dominance are paralleled by gender differences in preferring to thi nk about the self in predator-like terms. Accordingly, the findings provide new insights into aggressive forms of masculine behavior. (PsycINFO Database Record (c) 2018 APA, all rights reserved) zitiert von 2
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(2017): Contact with Counter-Stereotypical Women Predicts Less Sexism, Less Rape Myth Acceptance, Less Intention to Rape (in Men) and Less Projected Enjoyment of Rape (in Women). In: Sex Roles 76 (7), S. 473-484. DOI: 10.1007/s11199-016-0679-x
DOI: https://doi.org/10.1007/s11199-016-0679-x Abstract: Intergroup contact-(positive) interactions with people from different social groups-is a widely researched and strongly supported prejudice-reducing mechanism shown to reduce prejudice against a wide variety of outgroups. However, no known previous research has investigated whether intergroup contact can also reduce sexism against women. Sexism has an array of negative outcomes. One of the most detrimental and violent ones is rape, which is both justified and downplayed by rape myth acceptance. We hypothesised that more frequent, higher quality contact with counter-stereotypical women would predict lower levels of sexism and thus less rape myth acceptance (in men) and less sexualised projected responses to rape (in women). Two studies using online surveys with community samples supported these hypotheses. In Study 1, 170 male participants who experienced more positive contact with counter-stereotypical women reported less intention to rape. Similarly, in Study 2, 280 female participants who experienced more positive contact with counter-stereotypical women reported less projected sexual arousal at the thought of being raped. Thus, the present research is the first known to show that contact could be a potential tool to combat sexism, rape myth acceptance, intentions to rape in men, and sexualisation of rape by women.