Warmth and competence: A feminist look at power and negotiation.

Connor, Rachel

doi:10.1037/0000059-016

Cited by 8 publications

(6 citation statements)

References 157 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Neosexism is explained by hostile sexism rather than by benevolent sexism (Masser & Abrams, 2004). Hostile sexism is usually associated with more ostensible negative behaviour towards women, such as oppression, hostility and abuse (Schwartz & Lindley, 2009), societal unfairness, and gender income inequality (Connor & Fiske, 2018), which is a gap that we are still struggling to close. Thus, although we observe a decrease in the values of sexism in the ten-year interval, this seems to relate more to a cultural change in relation to what is understood as sexism and what is acceptable to understand as sexism than to actual change in behaviours that discriminate against women.…”

Section: Discussionmentioning

confidence: 99%

“…For a long time, men’s adherence to traditional masculine roles has been linked to women's oppression, hostility and abuse (Schwartz & Lindley, 2009). The hostile form of sexism seems to be associated with an acceptance of societal unfairness and gender income inequality (Connor & Fiske, 2018), and seems to be correlated with the glass ceiling effect, diminishing the probability of a woman being chosen for a managerial position (Masser & Abrams, 2004). As for the benevolent form, it seems to impair women's cognitive performance through mental intrusions about their sense of competence (Dardenne et al., 2007), affecting the working memory (Dardenne et al., 2013), that arise spontaneously when women engage with a task (Lamarche et al., 2020).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Are We Getting Less Sexist? A Ten-Year Gap Comparison Analysis of Sexism in a Portuguese Sample

Gómes¹,

Gonçalves

Sousa

et al. 2021

Psychol Rep

View full text Add to dashboard Cite

Widely and slowly, discrimination against women based upon gender has become socially unacceptable. However, less is known about how sexist beliefs have progressed in the last years and if we are responding to this social antagonizing of a sexist discourse. Our goal was to verify the existence of differences in ambivalent sexism and neosexism over a ten-year gap in a Portuguese adult sample and to assess possible modifications in the relationship between the variables. A cross-sectional, correlational study was conducted using two independent groups, with measures taken in 2009 and then in 2019. Both groups were invariant in terms of average age and proportion of sexes. Our results show a decrease in hostile and benevolent forms of sexism, while neosexism remains constant. The relationships between variables suggest that sexist beliefs are changing to accommodate subtler and modernized forms of sexism, like neosexism, that deny the existence of discrimination against women, resent discrimination complaints, and maintain a paternalistic view of women. Neosexism also seems to have a stronger correlation with hostile sexism than with benevolent forms of sexism in the male subsample. This relationship is stronger for the 2019 sample. These relationships suggest that sexism is more deeply rooted than we would like to admit and adapts to social discourse. Despite our best efforts, it is yet to be overcome.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Are We Getting Less Sexist? A Ten-Year Gap Comparison Analysis of Sexism in a Portuguese Sample

Gómes¹,

Gonçalves

Sousa

et al. 2021

Psychol Rep

View full text Add to dashboard Cite

show abstract

“…In particular, while men are perceived to be more competent, the 'stereotype-content model' in social psychology argues that women are expected to be 'warmer' than men (e.g., Ebert, Steffens, and Kroth 2014). 7 In this context, warmth refers to being, e.g., empathetic, good natured, sincere, and caring (Ebert et al 2014;Connor and Fiske 2018); a stereotype that originates from traditional gender roles. Importantly, such a stereotype is not descriptive of how women behave per se, 8 or even how women are believed to be.…”

Section: Social Relational Contexts and The Warmth Stereotypementioning

confidence: 99%

Competition and Gender Inequality: A Comprehensive Analysis of Effects and Mechanisms

Gërxhani,

Brandts,

Schram

2023

American Journal of Sociology

View full text Add to dashboard Cite

This study uses data from a series of laboratory experiments to provide a comprehensive analysis of gender differences in performance caused by two different dimensions of competition -rivalry for resources and status ranking. It also examines two mechanisms behind such differences. The results indicate that in the absence of any competitive dimension the performance difference between men and women is not statistically significant at the usual levels. Any competitive dimension, however, leads to women performing statistically significantly worse than men. These results are explained by the two mechanisms: (1) men's beliefs that they are better than women under competition, and (2) women's adherence to a prescribed stereotype of not harming others. This suggests that gender differences under competition are endogenous to situational contexts.

show abstract

“…Collegiality and willingness to work as part of a team may be more important to emphasize and detail when writing a letter for a woman than a man. However, it is important to note that niceness coupled with clear information on competence is viewed positively, whereas niceness in the absence of explicit and strong indictors of competence is often viewed as an indicator of lack of competence (Connor & Fiske, 2018;Fiske, Cuddy, Glick, & Xu, 2002). This means that women and their letter writers need to be willing to put forward specific and strong examples of qualifications alongside statements emphasizing congruence with the feminine stereotype.…”

Section: Strategic Niceness For the Individual Womanmentioning

confidence: 99%

Preparing women in academic psychology for their first compensation negotiation: A panel perspective of challenges and recommendations.

Seligman

Anderson

Ollendick

et al. 2018

Professional Psychology: Research and Practice

View full text Add to dashboard Cite

Successfully landing and then negotiating for your first position is an exciting and challenging task. In this article, we use a narrative review to present the literature on gender and negotiation with a focus on academic psychology work contexts. We highlight important differences between factors that are within the individual's control versus factors at the institutional or societal level. Drawing directly from the research literature, we make several recommendations for women trying to manage negotiation in contexts that are likely biased against them at the institutional and cultural level. For example, we recommend that women take steps to reduce situational ambiguity, use niceness and assertion strategically, and cognitive reframing to improve performance. We also make parallel recommendations for institutions, to create a more equal playing field in employment negotiations in academia. We conclude

show abstract

Warmth and competence: A feminist look at power and negotiation.

Cited by 8 publications

References 157 publications

Are We Getting Less Sexist? A Ten-Year Gap Comparison Analysis of Sexism in a Portuguese Sample

Are We Getting Less Sexist? A Ten-Year Gap Comparison Analysis of Sexism in a Portuguese Sample

Competition and Gender Inequality: A Comprehensive Analysis of Effects and Mechanisms

Preparing women in academic psychology for their first compensation negotiation: A panel perspective of challenges and recommendations.

Contact Info

Product

Resources

About