Datum
2022-10-11Metadata
Zur Langanzeige
Aufsatz
Mean girls, queen bees and iron maidens? Female leadership and accusations of workplace bullying
Zusammenfassung
We examined whether female leaders would be evaluated less favorably compared to male leaders regarding workplace bullying. Previous research has demonstrated that women violating prescriptive gender norms of communality experience backlash, and that female leaders are stereotyped of having a communality deficit. Building on that, we hypothesized (1) more moral outrage against and (2) more intentions to punish a female leader compared to a male leader. We further hypothesized (3) the accusations of workplace bullying against a female leader were going to be judged as more accurate than against a male leader. Further, defendants that stereotypically fit to the crime they are accused of were found to be judged guilty more often. So, we assumed, (4) a suspected bully that is a female leader was going to be judged as less credible, while (2) the suspected victim of a female leader bully was going to be judged as more credible compared to a male leader. Participants (N = 202) read a workplace bullying scenario with a female employee accusing either a female or a male leader of bullying. No effect of gender of suspected bully was found for moral outrage measures, punishment intention judgments, and credibility judgments. Contrary to our predictions, participants found the accusations against the male leader significantly more accurate than against the female leader. Gender and sex-role scores of participants were found to be linked to judgments. Implications for future research are discussed.
Zitierform
In: Open Psychology Band 4 / Heft 1 (2022-10-11) eissn:2543-8883Förderhinweis
Gefördert durch den Publikationsfonds der Universität KasselZitieren
@article{doi:10.17170/kobra-202307268490,
author={Stolz, Celina and Reinhard, Marc-André and Ende, Luise},
title={Mean girls, queen bees and iron maidens? Female leadership and accusations of workplace bullying},
journal={Open Psychology},
year={2022}
}
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2023-07-26T11:42:22Z 2023-07-26T11:42:22Z 2022-10-11 doi:10.17170/kobra-202307268490 http://hdl.handle.net/123456789/14929 Gefördert durch den Publikationsfonds der Universität Kassel eng Namensnennung 4.0 International http://creativecommons.org/licenses/by/4.0/ female leadership workplace bullying gender stereotypes communality deficit backlash credibility judgments moral outrage 150 Mean girls, queen bees and iron maidens? Female leadership and accusations of workplace bullying Aufsatz We examined whether female leaders would be evaluated less favorably compared to male leaders regarding workplace bullying. Previous research has demonstrated that women violating prescriptive gender norms of communality experience backlash, and that female leaders are stereotyped of having a communality deficit. Building on that, we hypothesized (1) more moral outrage against and (2) more intentions to punish a female leader compared to a male leader. We further hypothesized (3) the accusations of workplace bullying against a female leader were going to be judged as more accurate than against a male leader. Further, defendants that stereotypically fit to the crime they are accused of were found to be judged guilty more often. So, we assumed, (4) a suspected bully that is a female leader was going to be judged as less credible, while (2) the suspected victim of a female leader bully was going to be judged as more credible compared to a male leader. Participants (N = 202) read a workplace bullying scenario with a female employee accusing either a female or a male leader of bullying. No effect of gender of suspected bully was found for moral outrage measures, punishment intention judgments, and credibility judgments. Contrary to our predictions, participants found the accusations against the male leader significantly more accurate than against the female leader. Gender and sex-role scores of participants were found to be linked to judgments. Implications for future research are discussed. open access Stolz, Celina Reinhard, Marc-André Ende, Luise 249–264 doi:10.1515/psych-2022-0127 Weibliche Führungskraft Mobbing Arbeitswelt Moral publishedVersion eissn:2543-8883 Heft 1 Open Psychology Band 4 false
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