权力与性别歧视的对抗:衡量和操纵权力对对抗行为的影响。

IF 1.8 3区 心理学 Q3 PSYCHOLOGY, SOCIAL Journal of Social Psychology Pub Date : 2024-01-02 Epub Date: 2022-09-18 DOI:10.1080/00224545.2022.2122767
Nicholas P Alt, Jenniffer Wong Chavez, Cheryl L Dickter, Margaret J Shih
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引用次数: 1

摘要

正视偏见行为和评论可带来多种益处,其中最显著的是防止今后出现偏见言论,减少刻板印象的使用。然而,研究始终表明,面对偏见的比例很低,尤其是在性别歧视方面。在此,我们研究了个人的权力感(众所周知,权力感会增加行动并激活行为方法系统)是否会增加面对性别歧视言论的可能性。在研究 1 中,我们证明,对于女性和男性来说,自我报告的权力与更高的性别歧视对抗频率相关。在研究 2 中,我们操纵了女性的权力感(即高权力感、低权力感或控制感),并随后提供了一个对抗性别歧视言论的机会。结果表明,与感觉自己没有权力的女性相比,感觉自己有权力的女性更有可能面对性别歧视言论,并对该言论表达了更多的不同意见。本文讨论了对抗文学和行为的意义。
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Power and the confrontation of sexism: the impact of measured and manipulated power on confronting behavior.

The confrontation of prejudicial acts and comments promotes multiple benefits, most notably the prevention of future prejudicial remarks and the reduction of stereotype use. Research, however, consistently shows low rates of confronting prejudice, particularly regarding sexism. Here, we examine whether personal sense of power, known to increase action and activate the behavioral approach system, increases the likelihood of confronting a sexist remark. In Study 1, we demonstrate that for both women and men, self-reported power is associated with a higher frequency of confronting sexism. In Study 2, we manipulate women's sense of power (i.e., high power, low power, or control) and subsequently present an opportunity to confront a sexist remark. Results show that women primed to feel powerful were more likely to confront the sexist remark and expressed greater disagreement with the comment, compared to women primed to feel powerless. Implications for the confronting literature and behavior are discussed.

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来源期刊
Journal of Social Psychology
Journal of Social Psychology PSYCHOLOGY, SOCIAL-
CiteScore
4.40
自引率
0.00%
发文量
68
期刊介绍: Since John Dewey and Carl Murchison founded it in 1929, The Journal of Social Psychology has published original empirical research in all areas of basic and applied social psychology. Most articles report laboratory or field research in core areas of social and organizational psychology including the self, attribution theory, attitudes, social influence, consumer behavior, decision making, groups and teams, sterotypes and discrimination, interpersonal attraction, prosocial behavior, aggression, organizational behavior, leadership, and cross-cultural studies. Academic experts review all articles to ensure that they meet high standards.
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