{"title":"沟通包容:男性和女性如何感知人际与组织性别平等信息","authors":"Charlotte E. Moser, N. Branscombe","doi":"10.1177/03616843221140300","DOIUrl":null,"url":null,"abstract":"Interpersonal allyship may serve as a justice cue to signal that an environment is fair to women without increasing men's expectations of anti-male bias. We investigated how exposure to justice cues communicated at the interpersonal and organizational level impact men's and women's perceptions of procedural justice and fairness at an organization. Men and women were asked to imagine working at one of three randomly assigned male-dominated workplaces. Women who imagined working with a White man who was a gender-equality ally (Study 1, N = 352, and Study 2, N = 488) perceived the organization as more procedurally just, identified more strongly with the organization, and were less likely to view their gender as a disadvantage compared to women who imagined a workplace with an organizational diversity statement (Study 2 only) or a control workplace with no justice cues. Men did not view the ally nor the diversity statement negatively in either study. Integrative data analysis revealed medium to large effects (Cohen's d range .74–1.30) across dependent measures included in both studies. Our results suggest that interpersonal allyship from men is a practical way to promote women's expectations of fair treatment without increasing the threat of anti-male bias among men. Additional online study materials, as well as online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/doi/suppl/10.1177/03616843221140300.","PeriodicalId":48275,"journal":{"name":"Psychology of Women Quarterly","volume":"47 1","pages":"250 - 265"},"PeriodicalIF":2.5000,"publicationDate":"2022-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"2","resultStr":"{\"title\":\"Communicating Inclusion: How Men and Women Perceive Interpersonal Versus Organizational Gender Equality Messages\",\"authors\":\"Charlotte E. Moser, N. Branscombe\",\"doi\":\"10.1177/03616843221140300\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Interpersonal allyship may serve as a justice cue to signal that an environment is fair to women without increasing men's expectations of anti-male bias. We investigated how exposure to justice cues communicated at the interpersonal and organizational level impact men's and women's perceptions of procedural justice and fairness at an organization. Men and women were asked to imagine working at one of three randomly assigned male-dominated workplaces. Women who imagined working with a White man who was a gender-equality ally (Study 1, N = 352, and Study 2, N = 488) perceived the organization as more procedurally just, identified more strongly with the organization, and were less likely to view their gender as a disadvantage compared to women who imagined a workplace with an organizational diversity statement (Study 2 only) or a control workplace with no justice cues. Men did not view the ally nor the diversity statement negatively in either study. Integrative data analysis revealed medium to large effects (Cohen's d range .74–1.30) across dependent measures included in both studies. Our results suggest that interpersonal allyship from men is a practical way to promote women's expectations of fair treatment without increasing the threat of anti-male bias among men. Additional online study materials, as well as online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/doi/suppl/10.1177/03616843221140300.\",\"PeriodicalId\":48275,\"journal\":{\"name\":\"Psychology of Women Quarterly\",\"volume\":\"47 1\",\"pages\":\"250 - 265\"},\"PeriodicalIF\":2.5000,\"publicationDate\":\"2022-11-29\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"2\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Psychology of Women Quarterly\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://doi.org/10.1177/03616843221140300\",\"RegionNum\":2,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q2\",\"JCRName\":\"PSYCHOLOGY, MULTIDISCIPLINARY\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Psychology of Women Quarterly","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1177/03616843221140300","RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"PSYCHOLOGY, MULTIDISCIPLINARY","Score":null,"Total":0}
Communicating Inclusion: How Men and Women Perceive Interpersonal Versus Organizational Gender Equality Messages
Interpersonal allyship may serve as a justice cue to signal that an environment is fair to women without increasing men's expectations of anti-male bias. We investigated how exposure to justice cues communicated at the interpersonal and organizational level impact men's and women's perceptions of procedural justice and fairness at an organization. Men and women were asked to imagine working at one of three randomly assigned male-dominated workplaces. Women who imagined working with a White man who was a gender-equality ally (Study 1, N = 352, and Study 2, N = 488) perceived the organization as more procedurally just, identified more strongly with the organization, and were less likely to view their gender as a disadvantage compared to women who imagined a workplace with an organizational diversity statement (Study 2 only) or a control workplace with no justice cues. Men did not view the ally nor the diversity statement negatively in either study. Integrative data analysis revealed medium to large effects (Cohen's d range .74–1.30) across dependent measures included in both studies. Our results suggest that interpersonal allyship from men is a practical way to promote women's expectations of fair treatment without increasing the threat of anti-male bias among men. Additional online study materials, as well as online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/doi/suppl/10.1177/03616843221140300.
期刊介绍:
Psychology of Women Quarterly (PWQ) is a feminist, scientific, peer-reviewed journal that publishes empirical research, critical reviews and theoretical articles that advance a field of inquiry, teaching briefs, and invited book reviews related to the psychology of women and gender. Topics include (but are not limited to) feminist approaches, methodologies, and critiques; violence against women; body image and objectification; sexism, stereotyping, and discrimination; intersectionality of gender with other social locations (such as age, ability status, class, ethnicity, race, and sexual orientation); international concerns; lifespan development and change; physical and mental well being; therapeutic interventions; sexuality; social activism; and career development. This journal will be of interest to clinicians, faculty, and researchers in all psychology disciplines, as well as those interested in the sociology of gender, women’s studies, interpersonal violence, ethnic and multicultural studies, social advocates, policy makers, and teacher education.