To have and to do: Masculine facets of gender predict men’s and women’s attitudes about gender equality among college students.

Lemaster, Philip; Strough, JoNell; Stoiko, Rachel R.; DiDonato, Lisa

doi:10.1037/a0036429

Cited by 21 publications

(23 citation statements)

References 53 publications

(73 reference statements)

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“…Preliminary results of applying the multiple identities approach to men's gender identity 6 show that, as amongst women, identification with men as a group correlates with perceived masculinity and self-stereotyping, while stronger identification with feminists increases perceived prevalence of sexism. However, the relationship between the identities is somewhat different amongst men: for men the factors are negatively correlated; those who identified more strongly with men, and felt more masculine, were less likely to identify with feminism (see also Burn et al, 2000; Lemaster et al, 2015). In sum, the possibility of applying the multiple identities approach to men's gender identity allows us to assess how men's attitudes toward gender group membership differs from women's, as well as where similarities lie.…”

Section: Discussionmentioning

confidence: 99%

A Multiple Identity Approach to Gender: Identification with Women, Identification with Feminists, and Their Interaction

et al. 2017

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Across four studies, we examine multiple identities in the context of gender and propose that women's attitudes toward gender group membership are governed by two largely orthogonal dimensions of gender identity: identification with women and identification with feminists. We argue that identification with women reflects attitudes toward the content society gives to group membership: what does it mean to be a woman in terms of group characteristics, interests and values? Identification with feminists, on the other hand, is a politicized identity dimension reflecting attitudes toward the social position of the group: what does it mean to be a woman in terms of disadvantage, inequality, and relative status? We examine the utility of this multiple identity approach in four studies. Study 1 showed that identification with women reflects attitudes toward group characteristics, such as femininity and self-stereotyping, while identification with feminists reflects attitudes toward the group's social position, such as perceived sexism. The two dimensions are shown to be largely independent, and as such provide support for the multiple identity approach. In Studies 2–4, we examine the utility of this multiple identity approach in predicting qualitative differences in gender attitudes. Results show that specific combinations of identification with women and feminists predicted attitudes toward collective action and gender stereotypes. Higher identification with feminists led to endorsement of radical collective action (Study 2) and critical attitudes toward gender stereotypes (Studies 3–4), especially at lower levels of identification with women. The different combinations of high vs. low identification with women and feminists can be thought of as reflecting four theoretical identity “types.” A woman can be (1) strongly identified with neither women nor feminists (“low identifier”), (2) strongly identified with women but less so with feminists (“traditional identifier”), (3) strongly identified with both women and feminists (“dual identifier”), or (4) strongly identified with feminists but less so with women (“distinctive feminist”). In sum, by considering identification with women and identification with feminists as multiple identities we aim to show how the multiple identity approach predicts distinct attitudes to gender issues and offer a new perspective on gender identity.

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Section: Discussionmentioning

confidence: 99%

A Multiple Identity Approach to Gender: Identification with Women, Identification with Feminists, and Their Interaction

et al. 2017

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“…They expressed feelings uncomfortable being with another person 24 hours a day. Some researchers explain this discomfort as the result of men's greater need for independence or fear of intimacy (Lemaster et al, 2015;Robertson & Fitzgerald, 1992). …”

Section: Discussionmentioning

confidence: 99%

Workplace Romances: “Going to Work Is Amazing and Really Fun”

Tengberg

Tidefors

2016

IJPS

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Much of the research on workplace romance has been conducted in the United States, and the focus has often been on negative consequences and risks for gender discrimination. The purpose of this study was to obtain an understanding of workplace romance through the point of view of those involved. Data were collected from five female participants and five male participants in separate focus groups; all participants had started a love affair at work. The thematic analysis of the transcripts showed that having a workplace romance was mostly a positive experience. However, all participants described the need to keep their romances secret for two main reasons: one, to avoid possible negative consequences, and the other, to enjoy feelings associated with a secret love affair. To some degree, the participants seemed to excuse themselves more readily than others whose behavior they thought was worse. When asked about workplace rules and policies, the participants wavered between expressing negative views and describing situations where rules could be needed.Keywords: excitement, focus group study, secrecy, sexuality, workplace romance IntroductionIn his article, "Coping with Cupid", Quinn (1977) examined workplace romances, focusing on people's motives to engage in such relationships. Subsequent research has not closely addressed the issues raised by Quinn's research. Mainiero (1986) described workplace romances as the "new sexual revolution" and Parks (2006) claimed the phenomenon was relatively common. Powell's (2012) study, one of the few to address the consequences of workplace romances from an organizational perspective, attributed their increase to the steady increase in women in the workplace at all organizational levels, offering the example of the United States, where women grew from 39% in 1973 to 47% of the labor force in 2010. Many Western countries have experienced a similar development, and in Sweden today 82% of all women are employed (Statistics Sweden, 2012).According to Powell and Foley (1998), managers of organizations and researchers in organizational psychology tend to be uncomfortable with discussing the topic of workplace romance and sexuality in a public forum; many researchers have no wish to be associated with the popular tabloid media's sensationalizing of romances, especially illicit ones that begin in the workplace. This resistance is less pronounced among researchers in the United States, where reportedly 90% of such research has been conducted (Boyd, 2010). However, the general theme in studies on workplace romance, especially in the United States, is often on negative consequences; positive experiences are seldom highlighted (Boyd, 2010;Wilson, 2015). Boyd explains that this harm-perspective may arise partly from a puritanical view of sexual relationships and partly from an increased focus on sexual harassment highlighted by the feminist movement. Zelizer (2009) wrote that many managers and employees may be wary of entering a workplace romance because the organization's policies ...

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“…The literature suggests that there are at least four ways in which men can publicly support gender equality: Men might engage in political activism (Iyer & Ryan, 2009;Stewart, 2016;Subašić et al, 2008;White, 2006), speak up when witnessing gender inequality (Cihangir et al, 2014;Czopp & Monteith, 2003;Czopp, Monteith, & Mark, 2006;Drury & Kaiser, 2014;Eliezer & Major, 2011;Rasinski & Czopp, 2010;Stangor et al, 2003), show a general interest in discourse on gender equality (Houvouras & Carter, 2008;Kaufman & Kimmel, 2011;Lemaster, Strough, Stoiko, & DiDonato, 2015), and foster an inclusive workplace culture (Armstrong, 2016;Liff & Cameron, 1997). Within the domestic sphere, men's support might include treating one's partner respectfully (Frei & Shaver, 2002;Hendrick & Hendrick, 2006;Hirsch, 2003;Vannoy, 1996), an equal division of household chores (Deutsch, 1999;Dotti Sani, 2014;Kosakowska-Berezecka et al, 2016;Lyness & Brumit Kropf, 2005), and equal involvement in parenting and childcare (Deutsch, 1999;Gärtner, 2007;Haas, 2003;Kato-Wallace et al, 2014;Scambor et al, 2014).…”

Section: Conceptualising Men's Support For Gender Equalitymentioning

confidence: 99%

A comprehensive measure of attitudes and behaviour: Development of the Support for Gender Equality among Men Scale

Sudkaemper

Ryan

Kirby

et al. 2019

Euro J Social Psych

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In this article, we develop and validate the 16‐item Support for Gender Equality among Men Scale across four studies. Drawing on exploratory (Study 1, n = 322) and confirmatory (Study 2, n = 358; Study 4, n = 192) factor analysis, we determine a two‐factor structure: public and domestic support for gender equality. In Study 3 (n = 146) and Study 4, we validate the scale by establishing its relationship with, among others, several prominent measures of sexism, a behavioural measure, and social desirability. The scale fills a psychometric gap in the literature: To date, no validated measure of support for gender equality, measuring both attitudes and behavioural intentions and focusing specifically on men, exists. Considering the recent increase in interest in men as allies of the feminist movement the scale functions as a useful tool to explore the topic in depth in future research.

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To have and to do: Masculine facets of gender predict men’s and women’s attitudes about gender equality among college students.

Cited by 21 publications

References 53 publications

A Multiple Identity Approach to Gender: Identification with Women, Identification with Feminists, and Their Interaction

A Multiple Identity Approach to Gender: Identification with Women, Identification with Feminists, and Their Interaction

Workplace Romances: “Going to Work Is Amazing and Really Fun”

A comprehensive measure of attitudes and behaviour: Development of the Support for Gender Equality among Men Scale

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