Acceso usuarios
Juan Diego Vaamonde
Sexist prejudice and discriminatory behavior constitute a key factor responsible for gender inequalities at the workplace. Considering the potential of personal values to guide attitudes, behaviors, and evaluations of the social world, recent studies present them as an important variable to study sexism. Therefore, the aim of this study was to analyze the possible interrelationships between axiological orientation (individualism-collectivism) and sexism among Argentinian workers. The sample consisted of 150 employees (74 men and 76 women) from organizations located in the south of Santa Fe. Participants voluntarily signed an informed consent and filled out a personal data sheet and a set of instruments designed to measure horizontal collectivism (HC), vertical collectivism (VC), horizontal individualism (HI), vertical individualism (VI), hostile sexism (HS), benevolent sexism (BS), and social desirability (SD). The results indicate that: (a) men have higher levels of VC, VI, HS and BS, and lower SD; (b) HS is positively associated with HI, VI and VC, and negatively with age and SD; (c) BS is positively related to VC, and negatively linked to age and tenure; (d) VC and HI emerge as good predictors of both types of sexism. Theoretical implications of these findings are discussed, and future research lines are suggested.
Uno de los factores responsables de las desigualdades laborales son los prejuicios y comportamientos discriminatorios originados en la condición de género (sexismo). Estudios recientes señalan que los valores personales, por su capacidad de orientar actitudes, comportamientos y evaluaciones del mundo social, se perfilan como una variable fundamental para el estudio de la problemática sexista. La presente investigación tuvo como objetivo analizar las posibles vinculaciones entre la orientación axiológica (individualismo-colectivismo) y el sexismo en trabajadores argentinos. La muestra estuvo conformada por 150 empleados (74 varones y 76 mujeres) de organizaciones del sur de la provincia de Santa Fe, quienes participaron voluntariamente firmando un consentimiento informado. La totalidad de la muestra completó un protocolo integrado por una hoja de datos personales y un conjunto de instrumentos diseñados para medir colectivismo horizontal (CH), colectivismo vertical (CV), individualismo horizontal (IH), individualismo vertical (IV), sexismo hostil (SH), sexismo benévolo (SB), y deseabilidad social (DS). Los resultados muestran que: (a) los varones presentan mayores niveles de CV, IV, SH y SB, y menores de DS; (b) el SH se asocia positivamente con IH, IV y CV, y negativamente con la edad y la DS; (c) el SB se relaciona positivamente con CV, y negativamente con la edad y la antigüedad laboral; (d) el CV y el IH surgen como los mejores predictores tanto del SH como del SB. Se discuten estos hallazgos y se proponen futuras investigaciones en el área.AbstractSexist prejudice and discriminatory behavior constitute a key factor responsible for gender inequalities at the workplace. Considering the potential of personal values to guide attitudes, behaviors, and evaluations of the social world, recent studies present them as an important variable to study sexism. Therefore, the aim of this study was to analyze the possible interrelationships between axiological orientation (individualism-collectivism) and sexism among Argentinian workers. The sample consisted of 150 employees (74 men and 76 women) from organizations located in the south of Santa Fe. Participants voluntarily signed an informed consent and filled out a personal data sheet and a set of instruments designed to measure horizontal collectivism (HC), vertical collectivism (VC), horizontal individualism (HI), vertical individualism (VI), hostile sexism (HS), benevolent sexism (BS), and social desirability (SD). The results indicate that: (a) men have higher levels of VC, VI, HS and BS, and lower SD; (b) HS is positively associated with HI, VI and VC, and negatively with age and SD; (c) BS is positively related to VC, and negatively linked to age and tenure; (d) VC and HI emerge as good predictors of both types of sexism. Theoretical implications of these findings are discussed, and future research lines are suggested.
