García-Ael Cristina, Cuadrado Isabel, Molero Fernando
Department of Social and Organizational Psychology, Faculty of Psychology, Universidad Nacional de Educación a Distancia (UNED), Madrid, Spain.
Area of Social Psychology, Faculty of Psychology, University of Almería, Almería, Spain.
Front Psychol. 2018 Jul 12;9:1170. doi: 10.3389/fpsyg.2018.01170. eCollection 2018.
Occupational segregation by gender is one of the major problems faced by professional women in the labor market. Since the sixties, psychological explanations point out that gender stereotypes are responsible for this persistent inequality in the workforce. Nevertheless, most of research has overlooked that emotions are particularly important as the discrimination faced by professional women is better explained by the ambivalent feelings they provoke than by stereotyping. The aim of this research is to analyse from the Stereotype Content Model (SCM, Fiske et al., 2002) and the Behaviors from Intergroup Affect and Stereotypes (BIAS) Map (Cuddy et al., 2007) whether cognitive, affective and behavioral components of prejudice act jointly to explain gender segregation in the labor market. 1098 Spanish workers (59% women) from different occupational sectors were requested to rate how professional men and women in high (leaders) and low status (secretaries) positions who work in male (high-tech company) and female-dominated (health company) occupations are perceived (stereotypes), as well as the affective responses and the behavioral tendencies that they arouse. Two analyses of variance (a) and two ANOVAs with repeated measures (b) were carried out to analyze the effect of occupational status (high vs. low), type of company (high-tech vs. health) and workers' sex (men vs. women) on: (a) the social structural variables (status and competition), (b) on the stereotyped dimensions (competence and warmth) and (c) on emotions (admiration, envy and contempt). Finally, mediational analyses were carried out to examine the link between stereotypes, emotions, and behavioral tendencies. The most striking results show that (a) competition and status differentiate leaders and secretaries, (b) men leaders are rated as more competent and less warm than secretaries, whereas women leaders are viewed as more competent than women secretaries but with equivalent warmth, and (c) admiration and envy predict behavioral tendencies, but restricted to professional men regardless of organizational context. Results reveal that cognitive, affective and behavioral components of prejudice act jointly to explain discrimination against women in the workplace. Findings are discussed according to the SCM and the BIAS Map.
职业性别隔离是职业女性在劳动力市场上面临的主要问题之一。自20世纪60年代以来，心理学解释指出，性别刻板印象是劳动力市场中这种持续不平等现象的原因。然而，大多数研究都忽略了情感的特别重要性，因为职业女性所面临的歧视，用她们引发的矛盾情感来解释，比用刻板印象来解释更好。本研究的目的是从刻板印象内容模型（SCM，菲斯克等人，2002年）和群体间情感与刻板印象行为（BIAS）地图（卡迪等人，2007年）分析偏见的认知、情感和行为成分是否共同作用来解释劳动力市场中的性别隔离。我们要求来自不同职业部门的1098名西班牙工人（59%为女性）对在男性主导（高科技公司）和女性主导（健康公司）职业中担任高地位（领导者）和低地位（秘书）职位的职业男性和女性的看法（刻板印象）、他们引发的情感反应和行为倾向进行评分。进行了两项方差分析（a）和两项重复测量方差分析（b），以分析职业地位（高与低）、公司类型（高科技与健康）和工人性别（男性与女性）对以下方面的影响：（a）社会结构变量（地位和竞争），（b）刻板印象维度（能力和热情），以及（c）情感（钦佩、嫉妒和蔑视）。最后，进行中介分析以检验刻板印象、情感和行为倾向之间的联系。最显著的结果表明：（a）竞争和地位区分领导者和秘书，（b）男性领导者被评为比秘书更有能力但热情较低，而女性领导者被视为比女性秘书更有能力但热情相当，以及（c）钦佩和嫉妒预测行为倾向，但仅限于职业男性，无论组织背景如何。结果表明，偏见的认知、情感和行为成分共同作用来解释职场中对女性的歧视。根据SCM和BIAS地图对研究结果进行了讨论。
