Moderating Role of the Experience of having had a Female Boss in Relationship between Neosexism and Unfavorable Attitudes toward Female Leaders

Abstract

Modern sexist beliefs are currently emerging as one of the most important barriers to achieving gender equality in managerial positions in organizations. However, little research addresses the factors that can reduce or soften the negative effects that these beliefs have on unfavorable attitudes toward female leaders. In the present study, it is analyzed whether the experience of having a female leader moderates this relationship. Additionally, we sought to verify whether this moderation is found in both genders. A sample of 307 employees from various positions in Spanish companies participated in this study. We performed regression analyses in blocks. The results indicate that this moderating role emerges only among women. Nevertheless, the findings also indicate that coming into contact with female leaders can increase these attitudes when the level of neosexism is low. The results suggest that the organizational policies that are introduced with the aim of reducing unfavorable attitudes and discriminatory behaviors toward female leaders should take into account that the assignment of women to leadership positions may favor the achievement of this aim in, at least, female employees who highly adhere to neosexist beliefs. However, this could also lead to an increase of these attitudes in female employees who present a low adherence to them.

Keywords:

• Attitudes toward female managers
• neosexism
• experience of having had a female boss
• gender and gender equality

Author Notes

Alejandro J. Delgado Iglesias, master student of work, organizational and personnel psychology, is a research assistant at the University of Granada, Spain. His research interests are focus in leadership, gender biases, teamwork and organizational climate. He belongs to the research group HUM-196 (PAIDI): “Values, Beliefs, and Attitudes” (Valores, Creencias y Actitudes: VALCREAC) since 2016.

Marina Ortiz-López, PhD Student, is a research assistant of the University of Granada, Spain. She studied psychology and holds a masters degree in Occupational Health. She belongs to the research group HUM-196 (PAIDI):“Values, Beliefs, and Attitudes”(Valores, Creencias y Actitudes: VALCREAC) since 2016. Her research focuses on job demands and recourses, employee’s well-being, emotions at work and conciliation of work and family life.

Adelaida Monteoliva-Sánchez, PhD is a professor with the Department of Social Psychology, University of Granada (Spain). Her current research focuses on Values, Beliefs, Attitudes and Behavior; Theory of Planned Behavior; Adult Attachment Theory, Close Relationships, and Interpersonal Processes and Environmental Psychology.She belongs to the research group HUM-196 (PAIDI):“Values, Beliefs, and Attitudes”(Valores, Creencias y Actitudes: VALCREAC) since 1992.

Ma del Carmen Aguilar-Luzón is a professor of social psychology in the University of Granada (Spain). Her research interests lie mainly in the analysis of the relationships between social values, attitudes and other psychosocial constructs when predicting different individual and collective behaviors in the environmental context. She belongs to the research group HUM-196 (PAIDI):“Values, Beliefs, and Attitudes”(Valores, Creencias y Actitudes: VALCREAC) since 2000.

Antonia Calvo-Salguero, PhD is a professor at the Department of Social Psychology, University of Granada (Spain). Her current research interests include: Gender Differences, Organizational Leadership, Work–Family Interface, Transculturality, Occupational Health and Wellbeing: Prevention of Psychosocial Risks, Health Promotion, Environmental Behavior, Close Relationships and Prosocial Behavior, Emotional Intelligence, Attachment style. She belongs to the research group HUM-196 (PAIDI):“Values, Beliefs, and Attitudes” (Valores, Creencias y Actitudes: VALCREAC)) since 1990. She is the principal investigator of this Research Group from 2012 to the present.