Reactions toward affirmative action measures for women

  1. Silvia Moscoso Ruibal
  2. Antonio León García Izquierdo 1
  3. María Bastida Domínguez
  1. 1 Universidad de Oviedo
    info

    Universidad de Oviedo

    Oviedo, España

    ROR https://ror.org/006gksa02

Revista:
Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Ano de publicación: 2010

Volume: 26

Número: 3

Páxinas: 211-221

Tipo: Artigo

DOI: 10.5093/TR2010V26N3A5 DIALNET GOOGLE SCHOLAR lock_openAcceso aberto editor

Outras publicacións en: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

Indicadores

Citas recibidas

  • Citas en Dialnet Métricas: 1 (18-02-2024)
  • Citas en Dimensions: 6 (06-01-2024)

CIRC

  • Ciencias Sociais: A

Dimensions

(Datos actualizados na data de 06-01-2024)
  • Total de citas: 6
  • Citas recentes (2 anos): 1
  • Field Citation Ratio (FCR): 0.73

Resumo

This paper examines whether there are differences between women and men in their reactions towards different types of specific affirmative action measures (AAMs) for women. 192 women and 128 men from a variety of jobs responded to a survey. We conclude that women react more positively than men towards AAMs, although the reactions of both men and women vary depending on the type of AAM. Thus, reactions become increasingly positive when personnel decisions were made on the basis of merit and increasingly negative when decisions were made on the basis of gender. We also found that reactions towards AAMs are related to the variables ?unfairness perception? and ?threat perceived to men?, and especially to the former. Also, reactions towards the generic concept of affirmative action are more positive than towards specific AA measures. Implications of these results for research and practice are discussed.

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