RESUMO
Introduction: Ambiguous psychological workplace mistreatment such as insulting or ignoring a co-worker might trigger gender bias. This study aims to examine whether female perpetrators receive more moral anger and blame from observers than men. Methods: A sample of Austrian workforce members (n = 880, 55.00% women, 44.89% men, 0.11% diverse) responded to standardized videos showing a perpetrator's angry insult and a perpetrator's exclusion of a co-worker from lunch. In total, we edited 32 video clips with four female and four male professional actors. We manipulated the following variables: 2 perpetrator gender (male/female) * 2 target gender (male/female) * 2 types of mistreatment (insult/exclusion). Results: As hypothesized, linear mixed-effects modeling revealed more moral anger and attributions of intent against female perpetrators than against men. Significant three-way interactions showed that female perpetrators were judged more harshly than men when the target was female and the mistreatment was exclusion. Female targets were blamed less when the perpetrator was female rather than male. Male targets did not evoke attributional biases. Observer gender had no significant interaction with perpetrator or target gender. Discussion: Our findings suggest that gender biases in perpetrator-blaming are dependent on target gender and type of mistreatment. The stereotype of women having it out for other women or being "too sensitive" when mistreated by men requires more attention in organizational anti-bias trainings.
RESUMO
Empirical evidence from the COVID-19 pandemic shows that women carried the major burden of additional housework in families. In a mixed-methods study, we investigate female and male remote workers' experiences of working from home (WFH) during the pandemic. We used the free association technique to uncover remote workers' representations about WFH (i.e., workers' reflection of subjective experiences). Based on a sample of 283 Austrian remote workers cohabitating with their intimate partners our findings revealed that in line with traditional social roles, men and women in parent roles are likely to experience WFH differently: Mothers' representations about WFH emphasize perceived incompatibility between the work and non-work sphere whereas fathers' representations highlight work-family facilitation of WFH. However, gender differences were also prevalent for women and men without children: Women seem to particularly benefit from more concentration at home, whereas men consider WFH as more efficient, practical and leading to less work. Thus, our findings imply that gender affected perceptions of WFH during the pandemic independently from children, but children seemed to increase the existing burden, in particular for women. To conclude, WFH can generally be seen as an enabler to reduce work-life/family conflict for both women and men, but bears different challenges based on the contextual (family) situation.