Competence-Questioning Communication and Gender: Exploring Mansplaining, Ignoring, and Interruption Behaviors.

IF 3.7 2区心理学 Q2 BUSINESS

Journal of Business and Psychology Pub Date : 2023-01-09 DOI:10.1007/s10869-022-09871-7

Caitlin Q Briggs, Danielle M Gardner, Ann Marie Ryan

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Abstract

Competence-questioning communication at work has been described as gender-linked (e.g., mansplaining) and as impacting the way women perceive and experience the workplace. Three studies were conducted to investigate how the specific communication behaviors of condescending explanation (i.e., mansplaining), voice nonrecognition, and interruption can be viewed as gender-biased in intention by receivers. The first study was a critical incident survey to describe these competence-questioning behaviors when enacted by men toward women in the workplace and how women react toward them. Studies 2 and 3 used experimental paradigms (in online and laboratory settings, respectively) to investigate how women and men perceive and react to these behaviors when enacted by different genders. Results demonstrated that when faced with condescending explanation, voice nonrecognition, or interruption, women reacted more negatively and were more likely to see the behavior as indicative of gender bias when the communicator was a man. Implications for improving workplace communications and addressing potential gender biases in communication in organizations are discussed.

Supplementary information: The online version contains supplementary material available at 10.1007/s10869-022-09871-7.

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能力-质疑交流与性别：探索抱怨、忽视和打断行为。

工作中的能力质疑交流被描述为与性别有关（如对男性的抱怨），并影响女性对工作场所的感知和体验。我们进行了三项研究，以调查居高临下的解释（即 "男人抱怨"）、不承认声音和打断等特定沟通行为如何被接收者视为具有性别偏见的意图。第一项研究是一项关键事件调查，旨在描述工作场所中男性对女性实施的这些能力质疑行为，以及女性对这些行为的反应。第二项和第三项研究采用实验范式（分别在网上和实验室环境中进行），调查不同性别的女性和男性如何看待这些行为以及对这些行为的反应。结果表明，在面对居高临下的解释、不认可的声音或打断时，如果沟通者是男性，女性会做出更消极的反应，并更有可能将这种行为视为性别偏见的表现。本文讨论了改善工作场所沟通和解决组织沟通中潜在性别偏见的意义：在线版本包含补充材料，可查阅 10.1007/s10869-022-09871-7。

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来源期刊

Journal of Business and Psychology Multiple-

CiteScore

8.80

自引率

4.20%

发文量

期刊介绍： The Journal of Business and Psychology (JBP) is an international outlet publishing high quality research designed to advance organizational science and practice. Since its inception in 1986, the journal has published impactful scholarship in Industrial/Organizational Psychology, Organizational Behavior, Human Resources Management, Work Psychology, Occupational Psychology, and Vocational Psychology. Typical subject matters include Team processes and effectiveness Customer service and satisfaction Employee recruitment, selection, and promotion Employee engagement and withdrawal Organizational culture and climate Training, development and coaching Mentoring and socialization Performance management, appraisal and feedback Workplace diversity Leadership Workplace health, stress, and safety Employee attitudes and satisfaction Careers and retirement Organizational communication Technology and work Employee motivation and job design Organizational change and development Employee citizenship and deviance Organizational effectiveness Work-nonwork/work-family Rigorous quantitative, qualitative, field-based, and lab-based empirical studies are welcome. Interdisciplinary scholarship is valued and encouraged. Submitted manuscripts should be well-grounded conceptually and make meaningful contributions to scientific understandingsand/or the advancement of science-based practice. The Journal of Business and Psychology is - A high quality/impactful outlet for organizational science research - A journal dedicated to bridging the science/practice divide - A journal striving to create interdisciplinary connections For details on submitting manuscripts, please read the author guidelines found in the far right menu.