Discrimination against equal men in the labor market
Autor(a) principal: | |
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Data de Publicação: | 2020 |
Tipo de documento: | Tese |
Idioma: | por |
Título da fonte: | Biblioteca Digital de Teses e Dissertações da UFPB |
Texto Completo: | https://repositorio.ufpb.br/jspui/handle/123456789/25789 |
Resumo: | The objective of this thesis is to investigate how we react to men who defend gender equality, who in this thesis were called egalitarian men. To achieve this objective, this thesis is organized in two articles. In the first article, two studies were developed. Study 1 (N = 250) investigated the attribution of stereotypes to egalitarian men through an open question, and study 2 (N = 221) analyzed the stereotypical attribution to egalitarian men and women in a work context considered to be male. Taken together, the results of this article show that the egalitarian man is perceived as fragile and possibly homosexual. But on the other hand, he is perceived as more competent than traditional men. The second article, through two studies, investigated discrimination against equal men in the labor market. Thus, Study 1 (N = 235) tested the hypothesis that a man's egalitarian or traditional positioning in relation to the division of gender roles influences the agreement of his hiring / failing for a leadership position. The role of sexism in the relationship between the type of positioning of men (traditional X egalitarian) and the decision made by the recruiter in a selective process (hiring or not) in the perception of the legitimacy of this decision was also analyzed. Study 2 (N = 278), in turn, analyzed what types of justifications people use to agree or disagree with hiring / failing egalitarian or traditional candidates. The results of these two studies showed that the more one adheres to hostile sexism, the greater the perceived legitimacy in hiring the traditional candidate. Regarding the justifications, we found that the hiring of the traditional candidate is justified by his dedication to the job and his rejction by the fact of being dependent on his wife. The hiring of the egalitarian candidate is justified because he seems to be a good professional and his rejection for his priority given to the family. Together, the results presented in this thesis show the diverse faces that sexism can take on Brazilian society. |
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Discrimination against equal men in the labor marketDiscriminação contra homens igualitários no mercado de trabalhoPsicologia SocialIgualdade entre homens - TrabalhoEstereótiposDiscriminação de gêneroSexismoSocial PsychologyEquality between men - WorkStereotypesSexismHomens igualitáriosEgalitarian menGender discriminationCNPQ::CIENCIAS HUMANAS::PSICOLOGIAThe objective of this thesis is to investigate how we react to men who defend gender equality, who in this thesis were called egalitarian men. To achieve this objective, this thesis is organized in two articles. In the first article, two studies were developed. Study 1 (N = 250) investigated the attribution of stereotypes to egalitarian men through an open question, and study 2 (N = 221) analyzed the stereotypical attribution to egalitarian men and women in a work context considered to be male. Taken together, the results of this article show that the egalitarian man is perceived as fragile and possibly homosexual. But on the other hand, he is perceived as more competent than traditional men. The second article, through two studies, investigated discrimination against equal men in the labor market. Thus, Study 1 (N = 235) tested the hypothesis that a man's egalitarian or traditional positioning in relation to the division of gender roles influences the agreement of his hiring / failing for a leadership position. The role of sexism in the relationship between the type of positioning of men (traditional X egalitarian) and the decision made by the recruiter in a selective process (hiring or not) in the perception of the legitimacy of this decision was also analyzed. Study 2 (N = 278), in turn, analyzed what types of justifications people use to agree or disagree with hiring / failing egalitarian or traditional candidates. The results of these two studies showed that the more one adheres to hostile sexism, the greater the perceived legitimacy in hiring the traditional candidate. Regarding the justifications, we found that the hiring of the traditional candidate is justified by his dedication to the job and his rejction by the fact of being dependent on his wife. The hiring of the egalitarian candidate is justified because he seems to be a good professional and his rejection for his priority given to the family. Together, the results presented in this thesis show the diverse faces that sexism can take on Brazilian society.Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPESO objetivo desta tese é investigar como reagimos a homens que defendem a igualdade de gênero, que nesta tese foram denominados de homens igualitários. Para alcançar este objetivo, esta tese organiza-se em dois artigos. No primeiro artigo foram desenvolvidos dois estudos. O Estudo 1 (N = 250) investigou a atribuição de estereótipos a homens igualitários por meio de uma pergunta aberta e o estudo 2 (N = 221) analisou a atribuição estereotípica a homens e mulheres igualitários em um contexto de trabalho considerado masculino. Tomados em conjunto, os resultados deste artigo mostram que o homem igualitário é percebido como frágil e possivelmente homossexual. Mas por outro lado ele é percebido como mais competente do que os homens tradicionais. O segundo artigo, por meio de dois estudos, investigou a discriminação contra homens igualitários no mercado de trabalho. Dessa forma, o Estudo 1 (N = 235) testou a hipótese de que o posicionamento igualitário ou tradicional de um homem em relação à divisão dos papeis de gênero influencia na concordância da sua contratação/reprovação para um cargo de chefia. Analisou-se também o papel do sexismo na relação entre tipo de posicionamento do homem (tradicional X igualitário) e a decisão tomada pelo recrutador em um processo seletivo (contratá-lo ou não) na percepção da legitimidade dessa decisão. O Estudo 2 (N = 278), por sua vez, analisou quais tipos de justificativas as pessoas usam para concordarem ou discordarem da contratação/reprovação de candidatos igualitários ou tradicionais. Os resultados desses dois estudos mostraram que quanto mais se adere ao sexismo hostil, maior a legitimidade percebida na contratação do candidato tradicional. No que se refere às justificativas verificamos que a contratação do candidato tradicional é justificada por sua dedicação ao trabalho e sua reprovação pelo fato de ser dependente da esposa. Já a contratação do candidato igualitário é justificada por ele parecer ser um bom profissional e sua reprovação por sua prioridade dada à família. Em conjunto, os resultados apresentados nesta tese mostram as diversas faces que o sexismo pode assumir na sociedade brasileira.Universidade Federal da ParaíbaBrasilPsicologia SocialPrograma de Pós-Graduação em Psicologia SocialUFPBTorres, Ana Raquel Rosashttp://lattes.cnpq.br/1834839774850674Viana, Hyalle Abreu2023-01-19T17:21:20Z2022-08-312023-01-19T17:21:20Z2020-03-20info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/doctoralThesishttps://repositorio.ufpb.br/jspui/handle/123456789/25789porAttribution-NoDerivs 3.0 Brazilhttp://creativecommons.org/licenses/by-nd/3.0/br/info:eu-repo/semantics/openAccessreponame:Biblioteca Digital de Teses e Dissertações da UFPBinstname:Universidade Federal da Paraíba (UFPB)instacron:UFPB2023-05-22T17:15:55Zoai:repositorio.ufpb.br:123456789/25789Biblioteca Digital de Teses e Dissertaçõeshttps://repositorio.ufpb.br/PUBhttp://tede.biblioteca.ufpb.br:8080/oai/requestdiretoria@ufpb.br|| diretoria@ufpb.bropendoar:2023-05-22T17:15:55Biblioteca Digital de Teses e Dissertações da UFPB - Universidade Federal da Paraíba (UFPB)false |
dc.title.none.fl_str_mv |
Discrimination against equal men in the labor market Discriminação contra homens igualitários no mercado de trabalho |
title |
Discrimination against equal men in the labor market |
spellingShingle |
Discrimination against equal men in the labor market Viana, Hyalle Abreu Psicologia Social Igualdade entre homens - Trabalho Estereótipos Discriminação de gênero Sexismo Social Psychology Equality between men - Work Stereotypes Sexism Homens igualitários Egalitarian men Gender discrimination CNPQ::CIENCIAS HUMANAS::PSICOLOGIA |
title_short |
Discrimination against equal men in the labor market |
title_full |
Discrimination against equal men in the labor market |
title_fullStr |
Discrimination against equal men in the labor market |
title_full_unstemmed |
Discrimination against equal men in the labor market |
title_sort |
Discrimination against equal men in the labor market |
author |
Viana, Hyalle Abreu |
author_facet |
Viana, Hyalle Abreu |
author_role |
author |
dc.contributor.none.fl_str_mv |
Torres, Ana Raquel Rosas http://lattes.cnpq.br/1834839774850674 |
dc.contributor.author.fl_str_mv |
Viana, Hyalle Abreu |
dc.subject.por.fl_str_mv |
Psicologia Social Igualdade entre homens - Trabalho Estereótipos Discriminação de gênero Sexismo Social Psychology Equality between men - Work Stereotypes Sexism Homens igualitários Egalitarian men Gender discrimination CNPQ::CIENCIAS HUMANAS::PSICOLOGIA |
topic |
Psicologia Social Igualdade entre homens - Trabalho Estereótipos Discriminação de gênero Sexismo Social Psychology Equality between men - Work Stereotypes Sexism Homens igualitários Egalitarian men Gender discrimination CNPQ::CIENCIAS HUMANAS::PSICOLOGIA |
description |
The objective of this thesis is to investigate how we react to men who defend gender equality, who in this thesis were called egalitarian men. To achieve this objective, this thesis is organized in two articles. In the first article, two studies were developed. Study 1 (N = 250) investigated the attribution of stereotypes to egalitarian men through an open question, and study 2 (N = 221) analyzed the stereotypical attribution to egalitarian men and women in a work context considered to be male. Taken together, the results of this article show that the egalitarian man is perceived as fragile and possibly homosexual. But on the other hand, he is perceived as more competent than traditional men. The second article, through two studies, investigated discrimination against equal men in the labor market. Thus, Study 1 (N = 235) tested the hypothesis that a man's egalitarian or traditional positioning in relation to the division of gender roles influences the agreement of his hiring / failing for a leadership position. The role of sexism in the relationship between the type of positioning of men (traditional X egalitarian) and the decision made by the recruiter in a selective process (hiring or not) in the perception of the legitimacy of this decision was also analyzed. Study 2 (N = 278), in turn, analyzed what types of justifications people use to agree or disagree with hiring / failing egalitarian or traditional candidates. The results of these two studies showed that the more one adheres to hostile sexism, the greater the perceived legitimacy in hiring the traditional candidate. Regarding the justifications, we found that the hiring of the traditional candidate is justified by his dedication to the job and his rejction by the fact of being dependent on his wife. The hiring of the egalitarian candidate is justified because he seems to be a good professional and his rejection for his priority given to the family. Together, the results presented in this thesis show the diverse faces that sexism can take on Brazilian society. |
publishDate |
2020 |
dc.date.none.fl_str_mv |
2020-03-20 2022-08-31 2023-01-19T17:21:20Z 2023-01-19T17:21:20Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/doctoralThesis |
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doctoralThesis |
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publishedVersion |
dc.identifier.uri.fl_str_mv |
https://repositorio.ufpb.br/jspui/handle/123456789/25789 |
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https://repositorio.ufpb.br/jspui/handle/123456789/25789 |
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por |
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por |
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Attribution-NoDerivs 3.0 Brazil http://creativecommons.org/licenses/by-nd/3.0/br/ info:eu-repo/semantics/openAccess |
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Attribution-NoDerivs 3.0 Brazil http://creativecommons.org/licenses/by-nd/3.0/br/ |
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openAccess |
dc.publisher.none.fl_str_mv |
Universidade Federal da Paraíba Brasil Psicologia Social Programa de Pós-Graduação em Psicologia Social UFPB |
publisher.none.fl_str_mv |
Universidade Federal da Paraíba Brasil Psicologia Social Programa de Pós-Graduação em Psicologia Social UFPB |
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Biblioteca Digital de Teses e Dissertações da UFPB |
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Biblioteca Digital de Teses e Dissertações da UFPB |
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Biblioteca Digital de Teses e Dissertações da UFPB - Universidade Federal da Paraíba (UFPB) |
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diretoria@ufpb.br|| diretoria@ufpb.br |
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1801843003500789760 |