Relevant bibliographies by topics / Benevolent Sexism

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  2. Dissertations / Theses
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Academic literature on the topic 'Benevolent Sexism'

Author: Grafiati
Published: 4 June 2021
Last updated: 8 February 2022

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Journal articles on the topic "Benevolent Sexism"

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Jones, Kristen, Kathy Stewart, Eden King, Whitney Botsford Morgan, Veronica Gilrane, and Kimberly Hylton. "Negative consequence of benevolent sexism on efficacy and performance." Gender in Management: An International Journal 29, no. 3 (April 29, 2014): 171–89. http://dx.doi.org/10.1108/gm-07-2013-0086.

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Purpose – 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. Design/methodology/approach – 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. Findings – 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. Originality/value – 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.
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Warren, Christopher R., Mona Zanhour, Mark Washburn, and Brianna Odom. "Helping or hurting? Effects of sexism and likeability on third party perceptions of women." Social Behavior and Personality: an international journal 48, no. 10 (October 7, 2020): 1–13. http://dx.doi.org/10.2224/sbp.9315.

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Hostile and benevolent sexism continue to have adverse impacts on opportunities for advancement of women in organizations. In this study we examined the relationship between observer assessments and male interviewer sexism, emphasizing sexism's impact on perceptions of female candidates' hireability and competence. The sample included 266 male and female participants randomized as observers across interview scenarios. Scenario conditions varied between hostile, benevolent, and neutral interviewers, but the female candidate remained neutral. We found that benevolent sexism implies a positive outcome of enhanced observer perception of hireability with little stigma associated with the female candidate's competence, whereas hostile sexism had an overall negative effect, which was offset by observer impressions of likeability of the female job candidate who maintained a neutral composure. Our study findings suggest that observers' perceptions of sexism, benevolence, and a woman candidate's likeability differ and may change with experience. Perception of likeability, in particular, may provide a positive relational strategy for mitigating the effect of benevolent sexism without the tradeoff of perceived diminished competence.
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Greenwood, Dara, and Linda M. Isbell. "Ambivalent Sexism and the Dumb Blonde: Men's and Women's Reactions to Sexist Jokes." Psychology of Women Quarterly 26, no. 4 (December 2002): 341–50. http://dx.doi.org/10.1111/1471-6402.t01-2-00073.

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This article examines the relationship between gender, hostile sexism, benevolent sexism and reactions to a seemingly innocuous genre of sexist humor, the dumb blonde joke. After hearing an audiotaped conversation in which two students swapped dumb blonde jokes, participants high in hostile sexism rated the jokes as more amusing and less offensive than those low in hostile sexism. Among individuals low in hostile sexism, however, benevolent sexism interacted with gender. Specifically, men high in benevolent sexism found the jokes significantly more amusing and less offensive than either women in the same group or men low in both hostile and benevolent sexism. This study replicates and extends previous research examining the relationship between hostile sexism and the enjoyment of sexist humor, and underscores the possibility that benevolent sexism may represent qualitatively distinct attitudes for men and women.
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Glick, Peter, and Susan T. Fiske. "Hostile and Benevolent Sexism." Psychology of Women Quarterly 21, no. 1 (March 1997): 119–35. http://dx.doi.org/10.1111/j.1471-6402.1997.tb00104.x.

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A theory of sexism as ambivalence, not just hostility, toward women is presented. Ambivalent Sexism Theory distinguishes between hostile and “ benevolent” sexism (each addresses issues of power, gender differentiation, and sexuality). Benevolent sexism encompasses subjectively positive (for the sexist) attitudes toward women in traditional roles: protective paternalism, idealization of women, and desire for intimate relations. Hostile sexism encompasses the negative equivalents on each dimension: dominative paternalism, derogatory beliefs, and heterosexual hostility. Both forms of sexism serve to justify and maintain patriarchy and traditional gender roles. The validity of a measure of these constructs, the Ambivalent Sexism Inventory (ASI), is reviewed. Comparisons are offered between the ASI and other measures of sexist attitudes (e.g., the AWS), with suggestions for the proper domains of different scales.
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Hammond, Matthew D., and Nickola C. Overall. "Dynamics Within Intimate Relationships and the Causes, Consequences, and Functions of Sexist Attitudes." Current Directions in Psychological Science 26, no. 2 (April 2017): 120–25. http://dx.doi.org/10.1177/0963721416686213.

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Ambivalent sexism theory (Glick & Fiske, 1996) revolutionized understanding of sexist attitudes by revealing how attitudes expressing that women are incompetent and seek power over men (hostile sexism) are accompanied by more benevolent attitudes expressing that men are fulfilled by cherishing and protecting women (benevolent sexism). In the current article, we demonstrate how recent research examining intimate relationship dynamics has advanced understanding of the causes, consequences, and functions of sexist attitudes. Men’s hostile sexism is associated with aggressive perceptions and behaviors within intimate relationships that impede the fulfillment of fundamental relational needs. Benevolent sexism functions to counterbalance these costs by facilitating caring relationship behavior that enhances men’s influence and satisfaction in relationships. The relationship security that benevolent sexism promises to women is also a key reason why women endorse benevolent sexism. Yet men’s and women’s endorsement of benevolent sexism has benefits for men, such as greater relationship-oriented support of men’s goals, but imposes costs for women, such as by promoting dependence-oriented support that undermines women’s competence. Moreover, the relationship investment that benevolent sexism fosters in women makes women more vulnerable to dissatisfaction when relationship problems arise. These dynamics demonstrate how seemingly positive outcomes in intimate relationships may be a barrier to gender equality.
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Hammond, Matthew D., Petar Milojev, Yanshu Huang, and Chris G. Sibley. "Benevolent Sexism and Hostile Sexism Across the Ages." Social Psychological and Personality Science 9, no. 7 (August 31, 2017): 863–74. http://dx.doi.org/10.1177/1948550617727588.

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Ambivalent sexism theory states that prejudice toward women comprises two interrelated ideologies. Endorsement of hostile sexism—aggressive and competitive attitudes toward women—is linked with endorsement of benevolent sexism—paternalistic and patronizing attitudes toward women. We conduct the first systematic tests of how endorsement of sexism differs across age and across time, using six waves of a nationally representative panel sample of New Zealand adults ( N = 10,398). Results indicated U-shaped trajectories for men’s endorsement of hostile sexism, women’s hostile sexism, and women’s benevolent sexism across the life span. However, over time, endorsement of these sexist attitudes tended to decrease for most ages. In contrast, men’s benevolent sexism followed a positive linear trajectory across age and tended not to change over time. These results provide novel evidence of how ambivalent sexism differs across age and highlight that benevolent sexism is particularly tenacious.
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King, Eden B., Whitney Botsford, Michelle R. Hebl, Stephanie Kazama, Jeremy F. Dawson, and Andrew Perkins. "Benevolent Sexism at Work." Journal of Management 38, no. 6 (April 2010): 1835–66. http://dx.doi.org/10.1177/0149206310365902.

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Ramos, Miguel, Manuela Barreto, Naomi Ellemers, Miguel Moya, and Lúcia Ferreira. "What hostile and benevolent sexism communicate about men’s and women’s warmth and competence." Group Processes & Intergroup Relations 21, no. 1 (July 19, 2016): 159–77. http://dx.doi.org/10.1177/1368430216656921.

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Ambivalent sexism theory (Glick & Fiske, 1996) distinguishes between two interrelated forms of sexism: Hostile and benevolent. Although this theory motivated a large body of work examining how endorsement of these views impacts on social interactions and women’s performance, no research has yet examined what these forms of sexism are seen to communicate about men and women. We report three studies examining the image that benevolent and hostile sexist messages are seen to describe (Studies 1 and 2) and prescribe for men and women (Study 3). Results show that both benevolent and hostile sexism were seen to convey that women are and should be less competent than men. Additionally, benevolent sexism was seen as describing and prescribing women to be warmer than did hostile sexism. Across all studies men and women agreed about what the messages communicate about men and women. We discuss the implications of these results for the understanding of how stereotypical beliefs are perpetuated.
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Becker, Julia C., and Janet K. Swim. "Reducing Endorsement of Benevolent and Modern Sexist Beliefs." Social Psychology 43, no. 3 (April 1, 2012): 127–37. http://dx.doi.org/10.1027/1864-9335/a000091.

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In two experiments, the present research identifies basic mechanisms for reducing endorsement of benevolent and modern sexist beliefs. Responses to attitudinal measures and a collective action measure on policy beliefs in Study 1 (N = 164) as well as to dating profiles in Study 1 and Study 2 (N = 159) support the hypothesis that endorsement of benevolent sexist beliefs can be reduced by providing information about its harmful consequences. Moreover, women and men become more aware of the full scope of gender discrimination and reduce their endorsement of modern sexist beliefs when they are provided with information about the harmful nature and pervasiveness of benevolent sexism. Theoretical implications regarding the linkage between benevolent and modern sexist beliefs and practical implications for reducing sexism are discussed.
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Fasanelli, Roberto, Ida Galli, Maria Gabriella Grassia, Marina Marino, Rosanna Cataldo, Carlo Natale Lauro, Chiara Castiello, Filomena Grassia, Caterina Arcidiacono, and Fortuna Procentese. "The Use of Partial Least Squares–Path Modelling to Understand the Impact of Ambivalent Sexism on Violence-Justification among Adolescents." International Journal of Environmental Research and Public Health 17, no. 14 (July 10, 2020): 4991. http://dx.doi.org/10.3390/ijerph17144991.

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Gender violence is generally conceived as a phenomenon concerning only adults. Nonetheless, it is also perpetrated within teenagers’ relationships, as many empirical studies have shown. We therefore have focused our attention on a non-probabilistic sample consisting of 400 adolescents living in Naples (Italy), to study the association between sexism and the justification of violent attitudes. Generally, sexism is recognised as a discriminatory attitude towards people, based on their biological sex. However, it is conventional to talk about sexism as a prejudice against women. The Ambivalent Sexism Inventory (ASI) for adolescents was used to evaluate the two dimensions of ambivalent sexism, i.e., hostile sexism (HS) and benevolent sexism (BS). Moreover, the questionnaire regarding attitudes towards diversity and violence (CADV) was administered to assess participants’ attitudes towards violence. A Partial Least Square–Second Order Path Model reveals that girls’ ambivalent sexism is affected more by benevolent sexism than hostile sexism. On the contrary, among boys, hostile sexism has a higher impact. Finally, benevolent sexist girls justify domestic violence more than boys do.
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Dissertations / Theses on the topic "Benevolent Sexism"

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Vaughn-Blount, Kelli M. "Psychologist-historians : historying women & benevolent sexism /." Read thesis online Read thesis appendix online, 2008. http://library.uco.edu/UCOthesis/Vaughn-BlountKM2008.pdf.

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Tanner, Meagan C. "Was That Sexist?: Open-Mindedness Predicts Interpretation of Benevolent Sexism in Ambiguous Scenarios." Wittenberg University Honors Theses / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=wuhonors1617726203849271.

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Campbell, Dawna Jeanette. "Demographic Variables as Moderators Between Benevolent Sexism and Relationship Satisfaction." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3932.

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Romantic relationship satisfaction relates to better overall health, and identifying factors that affect relationship satisfaction could lead to better understanding of romantic relationships. This study examined the correlation between benevolent sexism, a subtle form of sexism resembling chivalry and relationship satisfaction; gender, age, ethnicity, religious beliefs, education, and length of time were also considered as moderators. The ambivalent sexism theory, which posits that sexism is ambivalent and ranges from hostile to benevolent sexism was the theoretical framework guiding this study. Previous research indicated benevolent sexism may predict relationship satisfaction. However, there remained an important gap in the literature; the demographic variables above had not been considered as moderators in those analyses. Thus, the purpose of this non-experimental study using data collected from a U.S. sample of adults who had been in romantic relationships for at least 1 year was to determine if such links existed. Correlation and regression analyses revealed that benevolent sexism, measured by the Ambivalent Sexism Inventory did not predict relationship satisfaction, measured by the Relationship Assessment Scale, and none of the demographic variables served as moderators. Results were trending toward significance though, suggesting that benevolent sexism might influence women's relationship satisfaction. Further research using longitudinal, mixed-method studies of dyads is recommended to gain a clearer understanding of this phenomenon. Findings would make important contributions to existing literature and enhance social change by providing professionals and individuals with awareness of how benevolent sexist attitudes may affect relationship satisfaction.
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Uzbekova, Kandel Sabrina. "Är sexismen verkligen välvillig? : Kvinnor och mäns fyra tematiska uppfattningar av välvillig sexism." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-52523.

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Sexism är en form av diskriminering av en individ baserat på individens kön. Teorin om ambivalent sexism beskriver de två beståndsdelarna fientlig och välvillig sexism. Tidigare kvantitativa metoder och designer har begränsat individers möjligheter att utförligt beskriva attityder och uppfattningar av välvillig sexism. Syftet med denna studie var att belysa individers attityd och uppfattningar av välvillig sexistiskt tankesätt. Totalt 10 deltagare intervjuades om deras uppfattningar och inställning till 2 profiler varav en porträtterar välvillig sexism. Genom en kvalitativ tematisk analys med hermeneutisk ansats utformades 4 teman och 1 underteman. Resultatet visade att välvilligt sexistiskt tankesätt uppfattades som kontrollerande, emotionellt instabilt, dysfunktionellt och med gömda avsikter. Studiens resultat stödjer inte tidigare forskning när det kommer till positiva attityder och förhållningsätt till välvillig sexism. Däremot kompletterar resultatet tidigare kvantitativ forskning med nya data om individers negativa syn på välvillig sexism. Framtida studier inom ämnet skulle kunna utformas med mer fokus på enskilda grupper med andra sexuella läggningar.
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Ak, Kurt Deniz. "Glass Cliff In Relation To Hostile And Benevolent Sexism." Master's thesis, METU, 2011. http://etd.lib.metu.edu.tr/upload/12613851/index.pdf.

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The aim of the study was to investigate the relationship between the glass cliff phenomenon and two forms of sexism: hostile sexism (HS) and benevolent sexism (BS). Glass cliff refers to the tendency to endorse a woman candidate for a normally desirable, high-status position at the time of downfall or when things are not going well. A questionnaire package was first administered to a working people sample (N = 328) with diverse occupational backgrounds. Based on the analyses and findings, to be able to eliminate the potential confounding effect of the order of the scales in the package, the study was repeated on a student sample (N = 147). Finally, analyses were repeated after the data from both samples were combined. Results showed no evidence for 1) the presence of glass cliff and 2) the presence of a relationship between glass cliff and two forms of sexism. The results from both samples were discussed, presenting some plausible explanations for the findings. Limitations of the study and suggestions for future research are also presented.
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McMahon, Jean Marie. "Benevolent Sexism and Racial Stereotypes: Targets, Functions, and Consequences." PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4227.

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In this dissertation, I present three manuscripts in which I integrate race into an ambivalent sexism framework using experimental, correlational, and cross-sectional methods. The first paper tests whether a female's race acts as a subtype to differentially elicit benevolent sexism (BS). Two experiments demonstrated that BS is more strongly associated with White women than Black women. The second paper explores the relationship between protective paternalism (a subcomponent of BS), anti-minority attitudes, and threat. Threat was associated with stronger endorsement of protective paternalism and a corresponding increase in anti-minority attitudes, particularly for White men, implicating BS in the maintenance of racial inequality. Finally, my third study investigated potential real-world consequences of the differential application of BS to Black and White women in the context of police responses to intimate partner violence (IPV). Officers were more likely to file supplemental paperwork for White victims than Black victims, and were most likely to do so when encountering a White victim and a Black suspect. White victims were also written about with a greater "risk focus", consistent with BS. In sum, chapter II establishes racial differences in who receives BS, chapter III demonstrates how paternalistic protections of White women are racialized, and chapter IV reveals how the intersection of BS with racial stereotypes may impact women seeking help from police. This dissertation is the first investigation in the social psychological literature of how race informs the targets, function, and consequences of BS.
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Santana, Marleny da Penha Oliveira. "Atuação feminina em profissões consideradas masculinas: O caso da Informática." Pontifícia Universidade Católica de Goiás, 2009. http://localhost:8080/tede/handle/tede/2018.

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Made available in DSpace on 2016-07-27T14:21:49Z (GMT). No. of bitstreams: 1 Marleny da Penha Oliveira Santana.pdf: 509292 bytes, checksum: 1c5ab09f818c1f0713edfe249299ecf7 (MD5) Previous issue date: 2009-04-22
This study aims at investigating prejudice against women through the men's opinions regarding to feminine insertion in a profession considered masculine: information technology. Specifically, we planned to answer to the following question: how do men evaluate women that act in professions of masculine prevalence? Our sample was constituted by 253 men. Of these, 54.2% were information technology students and 45.8% were emplyees in two information technology companies, one federal and one municipal. The mean age was 31.4 years (DP=10.7 years), with minimum of 18 and maximum 58 year-old. Two thirds of participants (66.6%) were married or lived with somebody. The participants answered a questionnaire formed by open questions and Likert-type scales. Taken together, the results indicate that the adhesion to the hostile sexism and the benevolent sexism co-exist among the participants, however, a tendency exists to higher levels of hostile sexism among the students. Those results are discussed from the perspective of the Theory of the Realistic Conflicts (Sherif, 1967).
Este estudo tem como objetivo principal investigar o preconceito contra as mulheres por meio das opiniões dos homens a respeito da inserção feminina em uma profissão considerada masculina: a tecnologia da informação. Especificamente, planejamos responder à seguinte questão: como os homens avaliam mulheres que atuam em profissões de predomínio masculino? Nossa amostra foi constituída por 253 homens, dos quais 54,2% eram estudantes da área de informática e 45,8% atuavam em duas empresas de tecnologia da informação, uma federal e outra municipal. A idade média foi de 31,4 anos (DP=10,7 anos), com idade mínima de 18 e máxima de 58 anos. Dois terços dos participantes (66,6%) eram casados ou moravam junto com alguém. Os participantes responderam a um questionário formado por questões abertas e em formato Likert. Tomados em conjunto, os resultados indicam que tanto a adesão ao sexismo hostil quanto ao benevolente co-existem entre os participantes, no entanto, existe uma tendência ao sexismo hostil ser mais alta entre os estudantes. Esses resultados são discutidos à luz da Teoria dos Conflitos Realistas (Sherif, 1967).
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Bonneau-Kaya, Crystal M. "Benevolent vs. Hostile Sexism Impact on Work Performance for Women in Turkey." TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/175.

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All studies to date that have assessed the direct impact of benevolent vs. hostile sexism on performance outcomes have done so in the context of a Western society. Because of this void in the literature, it remained unknown how living in a low egalitarian and/or non-Western society may impact women's experiences of sexism. The purpose of this study is to address this gap in the literature. This study investigates the impact of benevolent vs. hostile sexism on women in four Turkish textile factories. 210 Turkish female textile factory workers were randomly assigned to the benevolent sexism, hostile sexism, or control condition. Performance and level of gender identification were measured. The results of this study indicated that while participants were impacted by sexism, the impact of benevolent vs. hostile sexism resulted in different outcomes than for women in higher egalitarian Western Societies.
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Brown, Monique. "Benevolent Sexism, Perceived Fairness, Decision-Making, and Marital Satisfaction: Covert Power Influences." Antioch University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1387296162.

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McMahon, Jean Marie. "Benevolent Racism? : The Impact of Race and Sexual Subtype on Ambivalent Sexism." PDXScholar, 2014. http://pdxscholar.library.pdx.edu/open_access_etds/1971.

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How does a woman's race influence perceptions of her sexual behavior? This study investigated how race and sexual behavior intersect within an ambivalent sexism framework. Benevolent sexism characterizes women as pure and defenseless, which contrasts with the cultural stereotype of Black women as aggressive and hypersexual. Gender and racial stereotypes may combine to produce different outcomes for women who behave according to negative (promiscuous) or positive (chaste) sexual subtypes. According to shifting standards theory, evaluations and treatment of these women should vary depending on whether the measured behavior is non-zero sum (limitless) or zero sum (finite). To test this hypothesis, participants read about a chaste or promiscuous Black or White woman and reported their hostile and benevolent attitudes about her (non-zero sum) and whether she should be picked to represent an organization that supports women of her sexual subtype (zero sum.) Results suggest, consistent with shifting standards, that more benevolent sexism was expressed to a chaste Black, rather than White, woman. However, the Black woman did not receive more positive trait evaluations or experience an advantage on the zero sum outcome. Minority women who conform to benevolent sexism ideals may be highly praised (non-zero sum reward) but are not given tangible rewards (zero sum reward) for their behavior. This pattern of treatment perpetuates discrimination against Black women within society.
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Books on the topic "Benevolent Sexism"

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Hager, Lisa Michelle. Hostile and benevolent sexism: Effects on the interaction between men and women. 2000.

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Book chapters on the topic "Benevolent Sexism"

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Kende, Anna, and Nurit Shnabel. "Benevolent Sexism and Cross-Gender Helping: A Subtle Reinforcement of Existing Gender Relations." In Intergroup Helping, 23–43. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-53026-0_2.

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"Benevolent Sexism." In Encyclopedia of Quality of Life and Well-Being Research, 368. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_100278.

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Cardoso, Ana Sofia Monteiro, Ana Teresa Pedreiro, and Bruno Barbosa Sousa. "Sexism and Advertising in the Global World." In Advances in Linguistics and Communication Studies, 216–32. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6799-9.ch012.

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The contribution that active sexism and daily sexist attitudes and behaviours provide to gender inequality happens in a large scale and seems to be a recurrent problem. The majority of authors' state that sexism can be divided in two categories: benevolent sexism and hostile sexism. One of the major problems is that the concept of sexism still faces, along with the concept of feminism, its society misunderstanding of the concepts. In an exploratory and conceptual perspective, this chapter presents contributions for communication, marketing, and advertising around the phenomenon of sexism. In a more practical contribution, the case study focuses on the motives why sexism in advertising doesn't seem to bother consumers when they decide to purchase an item. This chapter aims to present a critical review and theoretical contribution about sexism and advertising in the global world.
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Liu, Helena. "Salvation." In Redeeming Leadership, 81–100. Policy Press, 2020. http://dx.doi.org/10.1332/policypress/9781529200041.003.0005.

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This chapter introduces the range of theories that have sought to articulate the moral and ethical dimensions of leadership. In particular, the chapter critiques the traditional promotion of individual heroism. It will illustrate the limitations of an individualist approach through the examples of benevolent sexism and racism, which reveal the structural and ideological machinations of white patriarchal power. In particular, the figure of the white saviour is explored in more depth, tracing its origins back to colonial discourses and showing how it has shaped contemporary ideas of ethical leadership. The chapter draws on examples of Australian philanthropic billionaires and the rise of ‘sustainability leaders.’
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Yaroshenko, A. "GENDER BIASES OF FOSTER PARENT APPLICANTS: OLD NEW STEREOTYPES?" In Pedagogical concept and its features, social work and linguology (1st ed.), 65–80. Primedia eLaunch LLC, 2020. http://dx.doi.org/10.36074/pcaifswal.ed-1.06.

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The process of reforming the state care system for orphans and children deprived of parental care requires research to study the gender aspects of foster parenthood, which affect the distribution of roles in the private family sphere, strategies for raising orphans and children deprived of parental care. The article covers the problem of gender stereotypes of candidates for foster parents, which determine their vision of social and psychological characteristics and expectations of women and men. The results of the study of femininity and masculinity stereotypes using the Bem Sex-Role Inventory and the assessment of ambivalent sexism in the attitudes toward women and men using a short version of the methodology of P. Glick and S. Fiske. It is established that candidates for foster parents demonstrate a greater extent of benevolent rather than hostile sexism and describe a generalized image of women and men as androgynous individuals, but almost a third of respondents' responses concerning women show high indicators on the femininity scale, and concerning men - on the masculinity scale. High levels of hostility to feminism, especially among women, have been reported. Author emphasizes the importance of introducing special training programs for candidates for foster parents in order to disseminate attitudes that correspond to contemporary views of egalitarian family patterns.
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Conference papers on the topic "Benevolent Sexism"

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Yu, Ruowei. "Influence of Benevolent Sexism on the Stereotype of Women." In proceedings of the 2nd International Conference on Literature, Art and Human Development (ICLAHD 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201215.388.

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Ungaretti, Joaquín. "Hostile And Benevolent Sexism: The Role Of Conservatism And Intergroup Hierarchy." In EDUHEM 2018 - VIII International conference on intercultural education and International conference on transcultural health: The Value Of Education And Health For A Global,Transcultural World. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.04.02.28.

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Reports on the topic "Benevolent Sexism"

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McMahon, Jean. Benevolent Sexism and Racial Stereotypes: Targets, Functions, and Consequences. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6111.

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McMahon, Jean. Benevolent Racism? : The Impact of Race and Sexual Subtype on Ambivalent Sexism. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.1970.

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