Academic literature on the topic 'Benevolent Sexism'

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.

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.

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.

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.

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<br>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).<br>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).

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.

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.