نوع مقاله : مقاله پژوهشی
نویسندگان
گروه روانشناسی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید بهشتی، تهران، ایران
چکیده
کلیدواژهها
موضوعات
عنوان مقاله [English]
نویسندگان [English]
Aim: Vocational settings, particularly traditionally masculine domains, have long been considered men’s sphere, leading to the perception of masculine identity as the valued and feminine identity as the less valued identity in these settings. In the current study and based on the Social Identity Theory, this hypothesis was put forward that women, as those possessing the less valued identity in these settings, would not show ingroup (vs. outgroup) favoritism and do not support the same-sex candidate when in a solo status (being the only woman). This experimental study aimed at exploring the role of gender and solo status in supporting the hiring of male and female candidates in a vocational setting. Method: Participants were 333 individuals (224 female, 109 male) who were randomly assigned to either the solo or non-solo condition. After reading a vignette about presence in a professional setting, respondents reported the extent of their agreement with hiring male and female candidates in addition to indicating their prioritization of them. Results: Ingroup favoritism was moderated by solo status, such that individuals in the solo (but not the non-solo) condition preferred the same-sex candidate for hiring. This finding disconfirmed the expectation in that the bias appeared irrespective of gender. Conclusion: While supporting ingroup favoritism as a well-known behavioral pattern, the present study also identified at least one of its boundary conditions, i.e., solo status (but not identity value). Findings have practical implications for diversity management and making sense of employees’ experience of solo status in academic and organizational settings.
کلیدواژهها [English]
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