Skip to Main Content
 

Global Search Box

 
 
 

ETD Abstract Container

Abstract Header

Witnessing Benevolent and Hostile Sexism: Comparing Impacts on Third Party Perceptions of Moral Violation, Moral Anger, and Intervention Intentions

Hall, Taylor K.
http://orcid.org/0000-0003-0589-4835
http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1627493110558823

Abstract Details

2021, Master of Science (MS), Ohio University, Industrial/Organizational Psychology (Arts and Sciences).
While there is a substantial body of literature investigating personal experiences of sexism at work, less research has been dedicated to investigating witnessed sexism and how third parties respond to these occurrences at work. However, given the increased organizational reliance on third party intervention as a way to combat workplace sexism, it is important to understand how third parties appraise and react to sexism when they witness it. Further, the absence of research is even more pronounced for subtle forms of sexism, such as benevolent sexism, which contributes to an incomplete understanding of how third party responses may vary following different forms of sexism. Thus, this study explored differences between witnessed hostile sexism and witnessed benevolent sexism for three important third party responses: perceptions that the sexist event is a moral violation, moral anger, and reported intervention intentions. Results showed that hostile sexism was associated with higher mean levels of perceived moral violation and moral anger when compared to benevolent sexism. Additionally, the results supported a mediated model in which witnessed hostile sexism was associated with higher levels of perceived moral violation, which was then positively associated with moral anger, leading to greater reported intervention intentions than instances of witnessed benevolent sexism. These results contribute to the literature by highlighting how the subtlety of the sexism employees are exposed to impacts third party reactions. Current third party intervention trainings can also be improved through understanding how subtle discrimination differs from overt discrimination.
Lindsay Dhanani, PhD (Advisor)
Ryan Johnson, PhD (Committee Member)
Jeffrey Vancouver, PhD (Committee Member)
85 p.
Psychology
Sexism; Benevolent Sexism; Workplace Sexism; Discrimination; Workplace Mistreatment; Bystander Intervention; Third Party Intervention

Recommended Citations

Citations

  • Hall, T. K. (2021). Witnessing Benevolent and Hostile Sexism: Comparing Impacts on Third Party Perceptions of Moral Violation, Moral Anger, and Intervention Intentions [Master's thesis, Ohio University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1627493110558823

    APA Style (7th edition)

  • Hall, Taylor. Witnessing Benevolent and Hostile Sexism: Comparing Impacts on Third Party Perceptions of Moral Violation, Moral Anger, and Intervention Intentions. 2021. Ohio University, Master's thesis. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1627493110558823.

    MLA Style (8th edition)

  • Hall, Taylor. "Witnessing Benevolent and Hostile Sexism: Comparing Impacts on Third Party Perceptions of Moral Violation, Moral Anger, and Intervention Intentions." Master's thesis, Ohio University, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1627493110558823

    Chicago Manual of Style (17th edition)

ohiou1627493110558823
433
© 2021, all rights reserved.
This open access ETD is published by Ohio University and OhioLINK.