Desigualdades de gênero no âmbito laboral: o papel do sexismo neste contexto
Autor(a) principal: | |
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Data de Publicação: | 2019 |
Tipo de documento: | Dissertação |
Idioma: | por |
Título da fonte: | Biblioteca Digital de Teses e Dissertações da UFPB |
Texto Completo: | https://repositorio.ufpb.br/jspui/handle/123456789/19478 |
Resumo: | This dissertation, whose subject deals with sexism in the work environment, has the objective of investigating the impact of the participants sex (male or female), the evaluator sex (male or female), and the evaluated sex (male or female) in the perception of justice of a professional evaluation in which hiring does not occur, and to evaluate the moderating role of sexism in this relationship. Three studies were conducted, arranged in two articles, in order to reach this objective. The first article, which brought together Studies 1 and 2, aimed to develop a measure of sexism specific to the work environment that is valid for the Brazilian context. For Study 1, participated 398 students from two public northeast Brazilian universities, with a mean age of 22.69 years (SD = 6.56) and a majority of females (52%). Participants answered a scale composed of 37 items formulated by the authors and with items adapted from other scales. The results indicated that a two-factor solution, composed of 16 items, is the most adequate. In addition, both factors of the instrument showed a positive correlation with the factors of the Ambivalent Sexism Inventory of Glick and Fiske. In Study 2, the instrument was tested in a sample of 412 students from two public northeast Brazilian universities, with a mean age of 22.84 years (SD = 6.39) and a majority of females (52.7%), to verify the confirmation of the factorial structure. The results indicate that the structure found was adequate (χ²/gl = 3,31, GFI = 0,91, CFI = 0,92, RMSEA = 0,075). Article 2 aimed to investigate the impact of the participants sex (male or female), the evaluator sex (male or female), and the evaluated sex (male or female) in the perception of justice of a professional evaluation in which hiring does not occur, and to evaluate the moderating role of sexism in this relationship. To achieve this objective, an experimental study was carried out with a 2 x 2 x 2 factorial design, quantitative approach and transversal temporal cut. A total of 256 students from a public northeast Brazilian university, with a mean age of 22.84 years (SD = 6.39) and a majority of females (51.3%), were randomly assigned to the four experimental conditions. The results indicate that sexism is able to moderate the relationship between the sex of the participants, the gender of the evaluator and the agreement with the decision of not hiring (the measure of discrimination), but this relationship does not occur when the variable Sex Evaluator is replaced with the variable Sex of the Evaluated. Broadly speaking, the more sexist men tended to agree more with the discrimination proffered by a male evaluator. Taken together, these results indicate that sexism is still prevalent in the labor context, and that its negative effect is associated both with its hostile and benevolent forms. |
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Desigualdades de gênero no âmbito laboral: o papel do sexismo neste contextoSexismoAmbiente laboralModeraçãoSexismLabor environmentModerationCNPQ::CIENCIAS HUMANAS::PSICOLOGIA::PSICOLOGIA SOCIALThis dissertation, whose subject deals with sexism in the work environment, has the objective of investigating the impact of the participants sex (male or female), the evaluator sex (male or female), and the evaluated sex (male or female) in the perception of justice of a professional evaluation in which hiring does not occur, and to evaluate the moderating role of sexism in this relationship. Three studies were conducted, arranged in two articles, in order to reach this objective. The first article, which brought together Studies 1 and 2, aimed to develop a measure of sexism specific to the work environment that is valid for the Brazilian context. For Study 1, participated 398 students from two public northeast Brazilian universities, with a mean age of 22.69 years (SD = 6.56) and a majority of females (52%). Participants answered a scale composed of 37 items formulated by the authors and with items adapted from other scales. The results indicated that a two-factor solution, composed of 16 items, is the most adequate. In addition, both factors of the instrument showed a positive correlation with the factors of the Ambivalent Sexism Inventory of Glick and Fiske. In Study 2, the instrument was tested in a sample of 412 students from two public northeast Brazilian universities, with a mean age of 22.84 years (SD = 6.39) and a majority of females (52.7%), to verify the confirmation of the factorial structure. The results indicate that the structure found was adequate (χ²/gl = 3,31, GFI = 0,91, CFI = 0,92, RMSEA = 0,075). Article 2 aimed to investigate the impact of the participants sex (male or female), the evaluator sex (male or female), and the evaluated sex (male or female) in the perception of justice of a professional evaluation in which hiring does not occur, and to evaluate the moderating role of sexism in this relationship. To achieve this objective, an experimental study was carried out with a 2 x 2 x 2 factorial design, quantitative approach and transversal temporal cut. A total of 256 students from a public northeast Brazilian university, with a mean age of 22.84 years (SD = 6.39) and a majority of females (51.3%), were randomly assigned to the four experimental conditions. The results indicate that sexism is able to moderate the relationship between the sex of the participants, the gender of the evaluator and the agreement with the decision of not hiring (the measure of discrimination), but this relationship does not occur when the variable Sex Evaluator is replaced with the variable Sex of the Evaluated. Broadly speaking, the more sexist men tended to agree more with the discrimination proffered by a male evaluator. Taken together, these results indicate that sexism is still prevalent in the labor context, and that its negative effect is associated both with its hostile and benevolent forms.Conselho Nacional de Pesquisa e Desenvolvimento Científico e Tecnológico - CNPqEsta dissertação, cujo tema versa sobre sexismo no ambiente de trabalho, possui o objetivo de investigar o impacto do sexo dos participantes (masculino ou feminino), do sexo de um avaliador (masculino ou feminino) e do sexo de um avaliado (masculino ou feminino) na percepção de justiça de uma avaliação profissional em que não ocorre a contratação, e avaliar o papel moderador do sexismo nessa relação. Foram realizados três estudos, dispostos em dois artigos, para alcançar este objetivo. O primeiro artigo, que reuniu os Estudos 1 e 2, teve como objetivo desenvolver uma medida de sexismo específica para o ambiente de trabalho que seja válida para o contexto brasileiro. Para o Estudo 1, participaram 398 estudantes de duas universidades públicas do nordeste brasileiro, com idade média de 22,69 anos (DP = 6,56) e maioria do sexo feminino (52%). Os participantes responderam a uma escala composta por 37 itens formulados pelos autores e por itens adaptados de outras escalas. Os resultados indicaram que uma solução bifatorial, composta por 16 itens, é a mais adequada. Além disso, ambos os fatores do instrumento apresentaram correlação positiva com os fatores do Inventário de Sexismo Ambivalente de Glick e Fiske. No Estudo 2 o instrumento foi testado em uma amostra de 412 estudantes de duas universidades públicas do nordeste brasileiro, com idade média de 22,84 anos (DP = 6,39) e maioria do sexo feminino (52,7%), para verificar a confirmação da estrutura fatorial. Os resultados indicam que a estrutura encontrada se mostrou adequada (χ²/gl = 3,31; GFI = 0,91; CFI = 0,92; RMSEA = 0,075). O artigo 2 teve como objetivo investigar o impacto do sexo dos participantes (masculino ou feminino), do sexo de um avaliador (masculino ou feminino) e do sexo de um avaliado (masculino ou feminino) na percepção de justiça de uma avaliação profissional em que não ocorre a contratação, e avaliar o papel moderador do sexismo nessa relação. Para atingir este objetivo foi realizado um estudo experimental com desenho fatorial 2 x 2 x 2, abordagem quantitativa e recorte temporal transversal. Participaram do estudo 256 estudantes de uma universidade pública do nordeste brasileiro, com idade média de 22,84 anos (DP = 6,39) e sendo maioria do sexo feminino (51,3%), os quais foram distribuídos aleatoriamente nas quatro condições experimentais. Os resultados apontam que o sexismo é capaz de moderar a relação entre o sexo dos participantes, o sexo do avaliador e a concordância com a discriminação, porém essa relação não ocorre quando se substitui a variável Sexo do Avaliador pela variável Sexo do Avaliado. No geral, os homens mais sexistas tenderam a concordar mais com a discriminação proferida por um avaliador homem. Tomados em conjunto, esses resultados indicam que o sexismo ainda é prevalente no contexto laboral, e que seu efeito negativo está associado tanto à sua forma hostil como benevolente.Universidade Federal da ParaíbaBrasilPsicologia SocialPrograma de Pós-Graduação em Psicologia SocialUFPBTorres, Ana Raquel Rosashttp://lattes.cnpq.br/1834839774850674Vieira, D’angelles Coutinho2021-02-20T22:36:15Z2019-10-082021-02-20T22:36:15Z2019-02-21info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesishttps://repositorio.ufpb.br/jspui/handle/123456789/19478porhttp://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:UFPB2021-08-11T19:38:44Zoai:repositorio.ufpb.br:123456789/19478Biblioteca Digital de Teses e Dissertaçõeshttps://repositorio.ufpb.br/PUBhttp://tede.biblioteca.ufpb.br:8080/oai/requestdiretoria@ufpb.br|| diretoria@ufpb.bropendoar:2021-08-11T19:38:44Biblioteca Digital de Teses e Dissertações da UFPB - Universidade Federal da Paraíba (UFPB)false |
dc.title.none.fl_str_mv |
Desigualdades de gênero no âmbito laboral: o papel do sexismo neste contexto |
title |
Desigualdades de gênero no âmbito laboral: o papel do sexismo neste contexto |
spellingShingle |
Desigualdades de gênero no âmbito laboral: o papel do sexismo neste contexto Vieira, D’angelles Coutinho Sexismo Ambiente laboral Moderação Sexism Labor environment Moderation CNPQ::CIENCIAS HUMANAS::PSICOLOGIA::PSICOLOGIA SOCIAL |
title_short |
Desigualdades de gênero no âmbito laboral: o papel do sexismo neste contexto |
title_full |
Desigualdades de gênero no âmbito laboral: o papel do sexismo neste contexto |
title_fullStr |
Desigualdades de gênero no âmbito laboral: o papel do sexismo neste contexto |
title_full_unstemmed |
Desigualdades de gênero no âmbito laboral: o papel do sexismo neste contexto |
title_sort |
Desigualdades de gênero no âmbito laboral: o papel do sexismo neste contexto |
author |
Vieira, D’angelles Coutinho |
author_facet |
Vieira, D’angelles Coutinho |
author_role |
author |
dc.contributor.none.fl_str_mv |
Torres, Ana Raquel Rosas http://lattes.cnpq.br/1834839774850674 |
dc.contributor.author.fl_str_mv |
Vieira, D’angelles Coutinho |
dc.subject.por.fl_str_mv |
Sexismo Ambiente laboral Moderação Sexism Labor environment Moderation CNPQ::CIENCIAS HUMANAS::PSICOLOGIA::PSICOLOGIA SOCIAL |
topic |
Sexismo Ambiente laboral Moderação Sexism Labor environment Moderation CNPQ::CIENCIAS HUMANAS::PSICOLOGIA::PSICOLOGIA SOCIAL |
description |
This dissertation, whose subject deals with sexism in the work environment, has the objective of investigating the impact of the participants sex (male or female), the evaluator sex (male or female), and the evaluated sex (male or female) in the perception of justice of a professional evaluation in which hiring does not occur, and to evaluate the moderating role of sexism in this relationship. Three studies were conducted, arranged in two articles, in order to reach this objective. The first article, which brought together Studies 1 and 2, aimed to develop a measure of sexism specific to the work environment that is valid for the Brazilian context. For Study 1, participated 398 students from two public northeast Brazilian universities, with a mean age of 22.69 years (SD = 6.56) and a majority of females (52%). Participants answered a scale composed of 37 items formulated by the authors and with items adapted from other scales. The results indicated that a two-factor solution, composed of 16 items, is the most adequate. In addition, both factors of the instrument showed a positive correlation with the factors of the Ambivalent Sexism Inventory of Glick and Fiske. In Study 2, the instrument was tested in a sample of 412 students from two public northeast Brazilian universities, with a mean age of 22.84 years (SD = 6.39) and a majority of females (52.7%), to verify the confirmation of the factorial structure. The results indicate that the structure found was adequate (χ²/gl = 3,31, GFI = 0,91, CFI = 0,92, RMSEA = 0,075). Article 2 aimed to investigate the impact of the participants sex (male or female), the evaluator sex (male or female), and the evaluated sex (male or female) in the perception of justice of a professional evaluation in which hiring does not occur, and to evaluate the moderating role of sexism in this relationship. To achieve this objective, an experimental study was carried out with a 2 x 2 x 2 factorial design, quantitative approach and transversal temporal cut. A total of 256 students from a public northeast Brazilian university, with a mean age of 22.84 years (SD = 6.39) and a majority of females (51.3%), were randomly assigned to the four experimental conditions. The results indicate that sexism is able to moderate the relationship between the sex of the participants, the gender of the evaluator and the agreement with the decision of not hiring (the measure of discrimination), but this relationship does not occur when the variable Sex Evaluator is replaced with the variable Sex of the Evaluated. Broadly speaking, the more sexist men tended to agree more with the discrimination proffered by a male evaluator. Taken together, these results indicate that sexism is still prevalent in the labor context, and that its negative effect is associated both with its hostile and benevolent forms. |
publishDate |
2019 |
dc.date.none.fl_str_mv |
2019-10-08 2019-02-21 2021-02-20T22:36:15Z 2021-02-20T22:36:15Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
https://repositorio.ufpb.br/jspui/handle/123456789/19478 |
url |
https://repositorio.ufpb.br/jspui/handle/123456789/19478 |
dc.language.iso.fl_str_mv |
por |
language |
por |
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http://creativecommons.org/licenses/by-nd/3.0/br/ info:eu-repo/semantics/openAccess |
rights_invalid_str_mv |
http://creativecommons.org/licenses/by-nd/3.0/br/ |
eu_rights_str_mv |
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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reponame:Biblioteca Digital de Teses e Dissertações da UFPB instname:Universidade Federal da Paraíba (UFPB) instacron:UFPB |
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Universidade Federal da Paraíba (UFPB) |
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UFPB |
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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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1801842968724766720 |