University of California, Berkeley, USA.
Stanford University, CA, USA.
Pers Soc Psychol Bull. 2024 Nov;50(11):1613-1632. doi: 10.1177/01461672231178349. Epub 2023 Jun 18.
Across four studies ( = 1544), we examined the relationship between individuals' gender role mindsets, or beliefs about the malleability versus fixedness of traditional gender roles, and work-family conflict. We found that undergraduate women (but not men) business students holding a fixed, compared to growth, gender role mindset anticipated more work-family conflict. Next, we manipulated gender role mindset and demonstrated a causal link between women's growth mindsets (relative to fixed mindsets and control conditions) and reduced work-family conflict. We showed mechanistically that growth gender role mindsets unburden women from prescriptive gender roles, reducing work-family conflict. Finally, during COVID-19, we demonstrated a similar pattern among working women in high-achieving dual-career couples. We found an indirect effect of women's gender role mindset on job and relationship satisfaction, mediated through work-family conflict. Our preregistered studies suggest that holding the belief that gender roles can change mitigates women's work-family conflict.
在四项研究中（=1544），我们考察了个体的性别角色思维模式（即关于传统性别角色可塑造性与固定性的信念）与工作-家庭冲突之间的关系。我们发现，持有固定性别角色思维模式（相对于成长型思维模式）的本科女性（而非男性）商科学生预计会面临更多的工作-家庭冲突。接下来，我们操纵了性别角色思维模式，并证明了女性的成长型思维模式（相对于固定型思维模式和对照组）与工作-家庭冲突的减少之间存在因果关系。我们从机制上表明，成长型性别角色思维模式使女性摆脱了规范性的性别角色，从而减少了工作-家庭冲突。最后，在 COVID-19 期间，我们在高成就的双职工夫妇中的职业女性中也观察到了类似的模式。我们发现，女性的性别角色思维模式对工作和关系满意度的间接影响，是通过工作-家庭冲突来介导的。我们预先注册的研究表明，相信性别角色可以改变可以减轻女性的工作-家庭冲突。
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