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This study aims to provide a psychometrically sound measure intended to capture perceived/experienced sexism in the workplace, the perceived/experienced sexism scale (PESS). PESS is used to consider the effects of perceived experiences of benevolent and hostile sexism at work, as well their relationships with perceived organizational support and the job attitudes of job satisfaction and turnover intentions.

This study revised the Ambivalent Sexism Inventory (Glick and Fiske, 1996) to create and validate the PESS. Amazon Mechanical Turk was used to collect two samples (220 and 183) of perceptions of female employees.

Results suggest perceived organizational support and trust perceptions mediate the relationships between perceptions of sexism and organizational outcomes of job satisfaction and turnover intentions.

Existing measures of sexism are intended to identify and measure sexism by examining perpetrators’ actions or thoughts. However, researchers must make assumptions as to the effect such sexist acts or behaviors has on the target. Thus, this study provides a measure of sexism from the perspective of the target.

The primary purpose of this study is to examine the relationship between ambivalent sexism (hostile and benevolent sexism) and managerial choice, considering organizational culture as a moderating variable. Additionally, the study addresses employees’ preference for working with same-sex managers as opposed to opposite-sex managers.

Data were collected from 245 white-collar employees working in a large-sized holding company in Ankara, Türkiye, using the survey method. PROCESS Macro was used to test the hypotheses.

Neither hostile nor benevolent sexism directly affected managerial choice. However, perceived gender equality within an organization was found to significantly affect the preference for working with female managers. Gender equality in organizational culture did not have a significant moderating effect on the relationship between hostile and benevolent sexism and the inclination to work with women managers. Furthermore, the participants reported a tendency to work with same-sex managers independent of their sexist attitudes and perceived organizational culture.

This study sheds light on the literature by examining the joint effects of sexism and perceived gender inequality on the desire of working women managers. In doing so, this study differs from previous studies focusing solely on individual variables such as personality and sexism or situational variables as hindering factors for women’s attainment of managerial positions.

Previous research demonstrates the damaging effects of hostile sexism enacted towards women in the workplace. However, there is less research on the consequences of benevolent sexism: a subjectively positive form of discrimination. The paper aims to discuss these issues.

Drawing from ambivalent sexism theory, the authors first utilized an experimental methodology in which benevolent and hostile sexism were interpersonally enacted toward both male and female participants.

Results suggested that benevolent sexism negatively impacted participants' self-efficacy in mixed-sex interactions. Extending these findings, the results of a second field study clarify self-efficacy as a mediating mechanism in the relationship between benevolent sexism and workplace performance.

Finally, benevolent sexism contributed incremental prediction of performance above and beyond incivility, further illustrating the detrimental consequences of benevolently sexist attitudes towards women in the workplace.

In this study, the authors relate cultural masculinity to individual level sexist beliefs (hostile and benevolent sexism) and gendered entrepreneurial stereotypes. The purpose of this paper is to explore whether hostile and benevolent sexism affect entrepreneurial intentions and whether this relationship is mediated by gendered entrepreneurial stereotypes.

The proposed relationships are explored using a sample of 192 participants from the USA and India with varying interest in starting a business. An online survey instrument was used to collect the data. Regression and mediation analyses were used to analyze the data.

The authors find that both hostile and benevolent sexism are positively related to entrepreneurial intentions of both men and women. However, only benevolent sexism is related to both the masculine and feminine gender traits ascribed to entrepreneurs. Interestingly, the authors find support that hostile sexism is actually positively related to feminine traits ascribed to entrepreneurs, albeit with a small effect size. The authors do not find any support that these results vary by participant gender; the findings are implicated for both men and women alike. The authors find that for both hostile and benevolent sexism only the feminine traits perceived as stereotypic of entrepreneurs partly mediate their relationship on entrepreneurial intentions.

The survey consists of cross-sectional, self-report data, and therefore the authors cannot conclusively infer causality. The direction of relationships found is of theoretical value. Only two countries are included in the sample limiting generalizability to other countries. Most of the participants in the sample reported some interest or experience in nascent entrepreneurial activities, which may limit the generalizability of findings to those without any prior interest or experience as a nascent entrepreneur.

The relationship between ambivalent sexism (both hostile and benevolent sexism) and both entrepreneurial intentions, and the gendered traits ascribed to entrepreneurs, has not yet been explored before this work. Using the lens of cultural masculinity, we present a theoretical model of how hostile and benevolent sexist attitudes facilitate or inhibit entrepreneurship via how entrepreneurs are perceived. This is the first study we know of which explores the relationship between Ambivalent Sexism and the gender attributes ascribed to entrepreneurs, and how these gendered entrepreneurial stereotypes in turn are related to entrepreneurial intentions.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

The relationship between perceptions of sexism and job outcomes of job satisfaction and turnover intentions is mediated by perceived organizational support and trust.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Current events such as the #metoo and #timesup movements have ushered in an era of heightened awareness of sexist organizational climate. Increasingly, supporters have called for top-down changes, demanding that organizations embrace a culture of accountability. Accordingly, the current study proposed and investigated the concept of benevolently sexist organizational climate and explored the impact on women's state self-esteem, while testing for the potential moderating effects of power and gender.

The current experimental study utilized a video video-based manipulation to introduce benevolently sexist organizational climate with a 2 (content of communication) x 2 (gender of communicator) x 2 (status of communicator) between-subjects design. The hypotheses were tested using an analysis of variance moderation model, based on a sample of 652 women.

Results indicated a significant two-way interaction between benevolently sexist organizational climate and power on self-esteem. Specifically, results suggested that benevolently sexist organizational climates have a greater negative impact on women's self-esteem when a supervisor communicates the information on the climate as opposed to a coworker.

Benevolently sexist climate had a deleterious impact on women's organizational outcomes especially when communicated by a supervisor. These findings can be used for guidance on the development of training and interventions targeted at mitigating the prevalence of benevolently sexist workplace climate.

This study was the first to propose the concept of a benevolently sexist organizational climate. Additionally, the study demonstrated the negative impact of a benevolently sexist organizational climate on women's state self-esteem providing important implications for organizations. Further theoretical and practical implications are discussed.

Gender inequality and sexism are often at the root of domestic violence against women and children, with both serving to justify male domination. This runs in parallel with mother-blaming bias, which constitutes a pervasive common sense and scientific error derived from the myth of the good and the bad mother, characterising a large part of studies on deviance. The purpose of this paper is to consider the possible role of sexism in prisoners’ deviant biographies; for this, the authors considered the role of the mother in the biographies of prisoners, and the results lend support to the idea that mother-blaming is a serious fallacy. Starting from a critical psychology point of view and following the retrospective methodology, the authors interviewed 22 drug-addicted prisoners through Interpretative Phenomenological Analysis (IPA) regarding their biographies and their relationships with parents and partners.

In the survey, the authors followed the same intention, and the results lend support to the idea that mother-blaming is a serious fallacy. The authors interviewed 22 drug-addicted prisoners through IPA concerning their biographies and their relationships with parents and partners.

The main result of this qualitative study was the recognition of a fundamental sexism assumed by participants, characterised by a paradox between the representation of the mother and the representation of the ideal woman. Despite the mother being their positive affective referent, and battered by her husband/partner, the same participants had been witnesses of domestic violence, and sometimes victims, they interiorised from their father an ambivalent sexism: benevolent sexism with regard to their mother and exhibited hostile sexism with their partner. On the one hand, it emerged that female empowerment was desirable with respect to the mothers. On the other hand, the ideal woman was exactly as their mother was, that is, being absolutely subordinated to men (a patient, caring, submissive housewife, totally dedicated to her children and her husband).

From a mainstream psychological perspective, the limits of the research are linked to the utilisation of the narrative method. Also, this methodology does not verify any hypotheses, so quotations from the participants are used to illustrate themes, and thus, it is difficult to report the informational complexities arising from the dialogues. However, the literature has emphasised that these limitations do not invalidate qualitative research findings, despite the difficulties in generalising the results of the qualitative studies. Thereafter, the critical analysis moved within the intersection of experience-centred approaches and the culturally oriented treatment of narratives, so that the focus on the stories of the prisoners makes meaning because it applies structure to experience, albeit, with the form and content of the texts. This research did not permit us to measure and evaluate post-hoc any post-traumatic hypotheses, which, in turn, would give room for further research. Another limitation of the research was that the relationship between culture of origin and gender biases, especially with participants from non-European countries, was not analysed. This topic would require an important in-depth study, which encompasses how women are treated in different countries and its effects on social maladjustment for immigrants in Italy.

The outcome of this study suggests that within similar structures in the Institute of Mitigated Custody, the theme of sexism should be considered in more depth. Since sexism justifies violence against women, and is therefore a factor that can cause recidivism in the antisocial behaviour of prisoners once they have served their sentences. It is important to allow them to analyse the relationship between their sexist attitudes, witnessing violence in childhood and the possibility of changing moral values of reference in favour of equality. This type of psychological intervention must necessarily be based not only on the elaboration of traumas suffered during childhood with an abusive father, but also on issues related to gender equality and the theme of social inclusion.

The study suggests the idea that male sexism can be a factor responsible for suffering and maladjustment for men and that therefore an education that promotes equality of gender differences can also help prevent the social distress associated with drug addiction and deviance.

The paper considers some cogent issues inherent to ambivalent sexism that pervades prisoners’ aspirations for their future.

Modern prejudice was examined as a potential predictor of overestimating proportions of minority employees in gender-typed occupations. Strength of conjunction error was considered as an indicator of distorted perceptions of these proportions. Furthermore, the purpose of this paper is to investigate whether the association between modern prejudice and strength of conjunction error was weaker for gender-untypical than for gender-typical targets.

Modern prejudice was considered as a predictor of overestimations of black female employees in Study 1 (n=183) and black female older employees in Study 2 (n=409). Data were collected using internet-mediated questionnaires.

In Study 1, modern racism, but not modern sexism, was associated with greater strength of conjunction error when respondents were presented with gender-typical targets. In Study 2, using a sample scoring higher on modern prejudice than in Study 1, modern racism, but not modern sexism and modern ageism, was associated with greater strength of conjunction error, irrespective of target occupation. Furthermore, there was an unexpected association between lower sexism and greater strength of conjunction error for gender-typical targets, but not for gender-untypical targets.

The findings lend support to the ethnic-prominence hypothesis in that modern racism, but not modern sexism or modern ageism, was associated with greater strength of conjunction error. Furthermore, empirical evidence suggests that target non-prototypicality can dilute the effect of modern prejudice on strength of conjunction error.

This is one of the rare studies examining attitudes and conjunction error in a work-relevant context, thereby bridging the gap between social cognition and applied psychology.

The aim of this study is to investigate the influence of binge drinking behaviour and ambivalent sexism on attitudes towards hypothetical victims and perpetrators of acquaintance rape.

The research sample comprised 189 students. All were provided with a fictional rape scenario, depicting varying levels of perpetrator intoxication or varying extents to which an intoxicated victim was able to recall providing consent. Participants were then asked to rate their opinions of victim and perpetrator responsibility. They also completed the Ambivalent Sexism Inventory (ASI), the Attitudes towards Rape Victim Scale (ARVS), and a measure to assess respondent binge drinking behaviour.

Respondents attributed more responsibility to intoxicated victims of acquaintance rape than victims who were not intoxicated. Respondents classified as non‐sexist had more victim empathy than respondents classified as ambivalent sexists. Respondents' binge drinking behaviour did not impact on attributions of victim responsibility.

Fictional rape scenarios are utilised in the current research. The research literature highlights the difficulties posed by the presence of uncontrolled variables (such as the description of the victim) within hypothetical scenarios. The findings reported here should therefore be generalised with caution. Recommendations for future research are suggested.

The study has practical implications in developing an understanding of legal decision making and factors influencing the potential secondary victimisation of victims.

The paper adds to the current literature in attempting to explore the influence of respondents' binge drinking behaviour on attitudes towards intoxicated victims.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

A study in Turkey revealed that neither hostile nor benevolent sexism directly influenced workers’ choice between same-sex, or opposite-sex managers. Meanwhile, perceived gender equality did influence a preference for working with female managers. But gender equality did not have a significant moderating effect on the relationship between hostile and benevolent sexism and the inclination to work with women managers.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.