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İşyerindeki Cinsiyet Önyargısının ve Yatay Düşmanlığın Kültürel Kökleri

Year 2024, , 341 - 362, 29.06.2024
https://doi.org/10.17065/huniibf.1384483

Abstract

Sağlıklı bir iş yeri, üst, ast veya aynı seviyedeki iş arkadaşları fark etmeksizin herkesin her iki cinsiyetle de barış içinde çalışabildiği bir ortam olduğu sürece mümkündür. Ne yazık ki, bu idealin gerçekleşmesi zordur ve durum, pek çok sektörde temsil edilmemeleri nedeniyle kadınlar için daha da zorlayıcıdır. Birçok araştırma, özellikle yönetim pozisyonundaki kadınların astları tarafından önyargılı değerlendirmelere maruz kaldığını ortaya koymuştur. Kültürel bağlamı anlamak, İş yerindeki cinsiyet önyargısının varlığını, yaygınlığını ve etkisini tam olarak kavrayabilmek için hayati önem taşımaktadır. Bu nedenle, bu çalışma, çalışanların yönetici cinsiyet tercihlerini şekillendirebilecek kültürel faktörleri tarafsız bir şekilde incelemeyi ve yönetici cinsiyetine yönelik olası önyargıları kültürel bir bakış açısıyla araştırmayı amaçlamaktadır. Araştırma hedeflerine ulaşmak için, İstanbul'da 302 profesyonele açık uçlu bir anket uygulanmıştır. Sonuçlar, her iki cinsiyetten bireyler arasında kadın yöneticilere karşı yaygın bir önyargının olduğunu göstermektedir. Ayrıca, çalışma kadınların kendi cinsiyetlerinden meslektaşlarına ve üstlerine daha önyargılı yaklaşımlar sergileme eğiliminde olduğunu ortaya çıkarmaktadır. Bu içgörüler, kültürel bir lensle analiz edilmiş ve yönetim için öneriler sunulmuştur.

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The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace

Year 2024, , 341 - 362, 29.06.2024
https://doi.org/10.17065/huniibf.1384483

Abstract

A healthy workplace is an environment where everyone can work peacefully with both sexes, regardless of their roles as leaders, subordinates, or colleagues. Unfortunately, achieving this ideal remains elusive, and the situation is more challenging for women, due to their underrepresentation in many industries. Studies have revealed that especially women in management positions are subject to biased evaluations by their subordinates, colleagues, and managers. A deep understanding of the cultural underpinnings is essential to fully grasp the existence, prevalence and influence of gender bias in the workplace. Thus, this study aims to impartially investigate the cultural factors that may shape employees' preferences for the gender of their managers, alongside exploring potential biases towards managerial gender from a cultural standpoint. To achieve the research goals, an open-ended survey was administered to 302 professionals in Istanbul. The results indicate a prevalent bias against female managers by individuals of both genders. Moreover, the study uncovers that women are prone to harboring more prejudiced views towards their female peers and superiors. These insights are analyzed through a cultural lens, and recommendations for management are proposed.

References

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  • Albert, A. A., & Porter, J. R. (1983). Age patterns in the development of children's gender-role stereotypes. Sex Roles, 9, 59-67. https://doi.org/10.1007/BF00303110
  • Avolio, B. J., Sosik, J. J., Jung, D. I., & Berson, Y. (2003). Leadership models, methods, and applications. In W.C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), Handbook of Psychology: Industrial and Organizational Psychology (pp.277-307). John Wiley & Sons, Inc.
  • Aydın, D., & Çam, M.S. (2016). Bilgi toplumu dönüşümünde Türkiye’de kadın olmak. [being a woman in Turkey in the information society transformation]. Sosyal Bilimler Dergisi, Special Issue (November), 224-247.
  • Basford T. E., Offermann, L. R., & Behrend, T. S. (2014). Do you see what ı see? perceptions of gender microaggressions in the workplace. Psychology of Women Quarterly, 38(3), 340-349. https://doi.org/10.1177/0361684313511420
  • Bearman, S., & Marielle, A. (2014). Girls, women, and internalized sexism. ın e. j. r. david (ed.), ınternalized oppression: The Psychology of Marginalized Groups (pp. 191-225). Springer Publishing.
  • Bierema, L. L. (2016). Womens leadership: Troubling notions of the "ideal" (male) leader. Advances in Developing Human Resources, 18(2), 119-136. https://doi.org/10.1177/15234223166413
  • Bordini, G. S., & Sperb, T. M. (2013). Sexual double standard: A review of the literature between 2001 and 2010. Sexuality & Culture, 17(4), 686-704. https://doi.org/10.1007/s12119-012-9163-0
  • Boyatzis, R. (1998). Transforming qualitative information: Thematic analysis and code development. SAGE Publications.
  • Braun, V., & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative Research in Psychology, 3, 77-101. https://doi.org/10.1191/1478088706qp063oa
  • Byrne, D. (1971). The attraction paradigm. Consulting Psychologists Press.
  • Crothers, L. M., Lipinski, J., & Minutolo, M. C. (2009). Cliques, rumors, and gossip by the water cooler: Female bullying in the workplace. The Psychologist-Manager Journal, 12(2), 97-110. https://doi.org/10.1080/10887150902886423
  • Desilver, D. (2018). Women scarce at top of U.S. business – and in the jobs that lead there. Pew Research Center. Retrieved May 16, 2022 from https://www.pewresearch.org/fact-tank/2018/04/30/women-scarce-at-top-of-u-s-business-and-in-the-jobs-that-lead-there
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  • Diehl, A. B., & Dzubinski., L. M. (2016). Making the invisible visible: a cross-sector analysis of gender-based leadership barriers. Human Resource Development Quarterly, 27(2), 181–206. https://doi.org/10.1002/hrdq.21248
  • Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109, 573-598. https://doi.org/10.1037/0033-295X.109.3.573
  • Eden, D., & Leviatan, U. (1975). Implicit leadership theory as a determinant of the factor structure underlying supervisory behavior scales. Journal of Applied Psychology, 60, 736-741. https://psycnet.apa.org/doi/10.1037/0021-9010.60.6.736
  • Ellemers, N., Van den Heuvel, H., De Gilder, D., Maass A., & Bonvini, A. (2004). The underrepresentation of women in science: Differential commitment or the Queen-bee syndrome? British Journal of Social Psychology, 43, 315-338. https://doi.org/10.1348/0144666042037999
  • Foschi, M. (2009). Gender, performance level, and competence standards in task groups. Social Science Research, 33, 447-457. https://doi.org/10.1016/j.ssresearch.2008.10.004
  • Fox-Kirk, W., Gardiner, R. A. Finn, H., & Chisholm, J. (2020). Genderwashing: The myth of equality. Human Resource Development International, 23(5), 586-597. https://doi.org/10.1080/13678868.2020.1801065
  • Frankforter, S. A. (1996). The progression of women beyond the glass ceiling. Journal of Social Behavior and Personality, 11, 121-132.
  • Gard, M. G., & Kring, A. M. (2007). Sex differences in the time course of emotion. Emotion, 2, 429-437. https://psycnet.apa.org/doi/10.1037/1528-3542.7.2.429
  • Greenhaus, J. H., & Parasuraman, S. (1993). Job performance attributions and career advancement prospects: An examination of gender and race effects. Organizational Behavior and Human Decision Processes, 55, 273-297. https://doi.org/10.1006/obhd.1993.1034
  • Guest, G., MacQueen, K., & Namey, E. (2012). Applied thematic analysis. SAGE Publications.
  • Heilman, M. E., & Guzzo, R. A. (1978). The perceived cause of work success as a mediator of sex discrimination in organizations. Organizational Behavior and Human Performance, 21, 346-357. https://doi.org/10.1016/0030-5073(78)90058-2
  • Heim, P., & Murphy, S. (2003). In the company of women: Turning workplace conflict into powerful alliances. Penguin Putnam.
  • House, R, Hanges, P., Javidan, M., Dorfman, P., & Gupta, V. (2004). Leadership, culture, and organizations: The GLOBE study of 62 societies. Sage Publications.
  • Huang, G. (2016). Why some women still prefer male bosses and what we should do about it. Forbes. Retrieved June 2, 2022 from https://www.forbes.com/sites/georgenehuang/2016/06/02/why-some-women-still-prefer-male-bosses-and-what-we-should-do-about-it/?sh=1c9bad42ebb0
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There are 78 citations in total.

Details

Primary Language English
Subjects Employment Equity and Diversity, Organizasyon, Organisational Behaviour
Journal Section Articles
Authors

Özge Yanıkoglu 0000-0001-9277-6268

Publication Date June 29, 2024
Submission Date November 1, 2023
Acceptance Date May 2, 2024
Published in Issue Year 2024

Cite

APA Yanıkoglu, Ö. (2024). The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 42(2), 341-362. https://doi.org/10.17065/huniibf.1384483
AMA Yanıkoglu Ö. The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. June 2024;42(2):341-362. doi:10.17065/huniibf.1384483
Chicago Yanıkoglu, Özge. “The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace”. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi 42, no. 2 (June 2024): 341-62. https://doi.org/10.17065/huniibf.1384483.
EndNote Yanıkoglu Ö (June 1, 2024) The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 42 2 341–362.
IEEE Ö. Yanıkoglu, “The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace”, Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, vol. 42, no. 2, pp. 341–362, 2024, doi: 10.17065/huniibf.1384483.
ISNAD Yanıkoglu, Özge. “The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace”. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 42/2 (June 2024), 341-362. https://doi.org/10.17065/huniibf.1384483.
JAMA Yanıkoglu Ö. The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2024;42:341–362.
MLA Yanıkoglu, Özge. “The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace”. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, vol. 42, no. 2, 2024, pp. 341-62, doi:10.17065/huniibf.1384483.
Vancouver Yanıkoglu Ö. The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2024;42(2):341-62.

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