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Journal of Business and Psychology

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04.09.2019 | Original Paper

Personal Endorsement of Ambivalent Sexism and Career Success: an Investigation of Differential Mechanisms

verfasst von: Polly Cheng, Winny Shen, K. Yourie Kim

Erschienen in: Journal of Business and Psychology | Ausgabe 6/2020

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Abstract

Prior research on ambivalent sexism indicates that hostile and benevolent sexist attitudes together uphold the gender hierarchy or status quo. However, research has generally focused on the ambivalent sexism of others. The current study takes an alternative and complementary approach by examining whether, why, and for whom personal endorsement of hostile and sexist attitudes is related to career success. Integrating ambivalent sexism theory, resource management theories of career success, and social role theory, we theorize differential mechanisms via which hostile and benevolent sexism are divergently related to objective and subjective career success. Results revealed that gender had direct relationships with hostile sexism, whereas gender tended to also moderate relationships between benevolent sexism and choices and experiences at the work-family interface that could be prescribed by traditional gender roles (i.e., length of career interruptions and work-to-family conflict). Additionally, actions and choices that were more visible to others generally mediated relationships between sexist attitudes and objective career success (i.e., hostile sexism → seeking career advice from men → pay), whereas internal experiences and cognitions tended to mediate relationships between sexist attitudes and subjective career success (i.e., benevolent sexism → work-family conflict → satisfaction, but only for women). Overall, these results highlight the importance of studying whether, the process through which, personal endorsement of sexism influences work experiences, choices, and outcomes.

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Although not hypothesized, we also examined whether gender moderated relationships between hostile sexism and proposed mediators (i.e., seeking career advice from men and social comparisons) as well as the relationships between these proposed mediators and objective and subjective career success. We found no evidence of gender moderation effects.

Since hostile and benevolent sexism tends to be moderately correlated (r = .28, in the current sample), we completed additional analyses controlling for the other form of sexism to determine whether conclusions change. Conclusions regarding the serial mediation models did not change when controlling for benevolent sexism. Additionally, conclusions regarding moderated relationships between benevolent sexism and career interruptions and career interruptions and pay did not change when controlling for hostile sexism. However, when controlling for hostile sexism, the interaction between gender and benevolent sexism in predicting work-to-family conflict did become non-significant. However, we note that gender did not interact with hostile sexism to predict work-to-family conflict, indicating the interactive effect uncovered and presented in-text appears to be unique to benevolent sexism.

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Titel: Personal Endorsement of Ambivalent Sexism and Career Success: an Investigation of Differential Mechanisms
verfasst von: Polly Cheng
Winny Shen
K. Yourie Kim
Publikationsdatum: 04.09.2019
Verlag: Springer US
Erschienen in: Journal of Business and Psychology / Ausgabe 6/2020
Print ISSN: 0889-3268
Elektronische ISSN: 1573-353X
DOI: https://doi.org/10.1007/s10869-019-09652-9

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