The Effects Of Confrontation Styles On Professional Gender Bias And Mechanism

Gender bias in male-dominated professions(such as many,science,technology,engineering,and mathematics fields,hereinafter referred to as STEM)is widespread,not only for women is extremely unfair,hinder the development of their careers,but also contrary to the The norms of a harmonious society of gender equality.Many foreign studies have demonstrated that confrontation will have an effect on the individual's professional gender bias,but few domestic research in this regard.This study will be college students as research participants,from the emotional point of view,to investigate the effect of gender bias against vocational college students in the Chinese cultural context.In study 1,180 college participants aged 18-26 were randomly divided into the confronted with evidence group,not evidence group,and confronted without evidence group.All participants in the experiment were asked to play the role of recruiter,to conduct a simulated recruitment,some participants need to recruit female candidates under confrontation condition,and the others recruit male candidates under not confrontation condition.there was confronted with evidence that the participants obtained a feedback after the simulated recruitment.The feedback content is because of your gender bias,which caused the female applicant to fail to apply,and specifically pointed out where the participant sh-owed bias in the recruitment process.As evidence that the participants held gender bias,the participants then completed the affect scale,the reduced mind vector scale and the defensive response scale;the participants who confronted without evidence also got their own gender biased feedback after simulating recruitment,but no specific evidence;participants under not confronted condition just get feedback on the failure of the candidate.The results showed that the participants confronted with evidence condition showed more negative self-directed emotions and a stronger intention to reduce own prejudice,followed by those in the confronted without evidence,and the not confronted group was the least.which indicated that in the Chinese cultural background,confrontation can reduce the professional gender bias and emotions play a partial mediating role between confrontation and reducing prejudice intention,which is consistent with the findings of foreign scholars.Study 2 examines the guilt emotion of the participants with different prejudice levels and their intentions to reduce their prejudice,and on the four factors of self-directed negative emotions,as well as the role of guilt between confrontation and professional gender bias among the four factors of the negative self-directed emotions,and the change of the effect of confrontation after one week.Therefore,Study2 recruited 238 college students aged 18-26 again and divided them into high and low gender bias groups by using the college students modern gender bias scale,the experimental group completed the task under the condition of evidence confrontation,and the control Group completed the task under the condition of not confrontation.The results showed that participants in the low bias group had more guilt emotion and a stronger bias reduction intention than those in the high bias group,this indicates that the four factors of self-directed negative emotions guilt played a part of the mediating role between confrontation and reduction of prejudice intention.At the same time,the follow-up test results after one week showed that the difference was not obvious,which indicated that the role of adversity was still one week effective.This article uses two experiments to verify the effect of confrontation on professional gender bias and the timeliness of the effect.The results showed that:(1)in the context of Chinese culture,confrontation has a significant predictive effect on reducing gender bias in the STEM career field;(2))Self-directed negative emotions partially mediate between confrontation and reduction of prejudice intention;(3)Of the four factors of self-directed negative emotions,only guilt plays a partial mediating role between confrontation and attention to future prejudice;(4)Compared with the participants in the high-biased level group,the participants in the low-biased level group produced more guilt and a stronger intention to reduce bias after confrontation;(5)the effect of the confrontation remained after one week and the preserving effect was better in the low prejudice level group than in the high prejudice level group.