The Impact of Ambivalent Sexism on Perceived Organizational Support among Corporate Employees

Description

DOI: https://doi.org/10.5281/zenodo.21356284

Meghna Basu Thakur¹, Shravani Prashant Sutar², and Ariha Doshi³ (Department of Psychology, R.D. National College, Mumbai, Maharashtra^1,2 and Department of Psychology, L.S. Raheja College, Mumbai, Maharashtra³)

In this study, the relationship between ambivalent sexism and the extent of its supportiveness in the labor market was studied. Ambivalent sexism consists of aggressive and benign opinions against others when they are male or female. The intention was to find the answer to whether the increased levels of ambivalent sexism lead to lower levels of perceived organizational support. 110 adults were involved in the research, including 55 cisgender men and 55 cisgender women. None of the participants identified themselves as transgender, non-binary/gender fluid. The age of the respondents was 18 to 65, and the majority of the respondents were aged 36 to 45 years. The convenience and snowball sampling were used to contact the participants. The evaluation of the ambivalent sexism was performed by using the Ambivalent Sexism Inventory, and the rating of perceived organizational support was done using the 7-item Perceived Organizational Support Scale. The data was analyzed through linear regression and correlation. The findings showed that both the variables had a strong correlation with a p-value of less than 001. The result was a relationship between increased ambivalent sexism and the perceived organizational support. Most of the respondents were of the six ambivalent sexism. Sexist beliefs were discovered to have the potential to influence how individuals interpret organizational support. This may have implications for their self-worth and belonging in the workplace. Additional studies are necessary to analyze such outcomes more closely and help organizations to design more diverse working conditions.