Despite the growing attention devoted to women's experiences of sexism within organizational contexts, there is comparatively less work elucidating the affective and behavioral self-regulatory processes that unfold following sexist incidents that happen before organizational entry—that is, during the job search process. In this study, we integrate ambivalent sexism theory with self-regulation theory to explore the differential impact of experiences of hostile (i.e., overt, derogatory, expressions of female inferiority) and benevolent sexism (i.e., subtle, seemingly positive, expressions of female incompetence) during the job search. Further, drawing from research on discrimination, we also consider whether reactions to sexism are shaped by the extent to which women identify with their gender. We tested our conceptual model through a weekly study of 103 female new labor market entrants. Findings indicated that while weekly experiences of hostile sexism related to heightened anger, experiences of benevolent sexism elicited anxiety; these effects were exacerbated for highly gender-identified female job seekers. Anxiety—but not anger—prompted next-week job search effort and intensity, which yielded distinct effects on search success and well-being. Notably, exploratory analyses demonstrated that these affective responses to weekly experiences of hostile and benevolent sexism did not emerge for male job seekers, suggesting that such experiences of sexism can be more impactful for women on the job market. Thus, our work highlights the critical self-regulatory processes that unfold weekly following female job seekers’ exposure to sexism.

中文翻译：

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从粗俗的笑话到贬义词：探索求职过程中敌对和仁慈的性别歧视的经历

尽管越来越多的人关注女性在组织环境中的性别歧视经历，但阐明在组织进入之前（即求职过程中）发生的性别歧视事件之后展开的情感和行为自我调节过程的工作相对较少。在这项研究中，我们将矛盾的性别歧视理论与自我调节理论相结合，探讨敌对（即，公开的、贬损的、女性自卑的表现）和仁慈的性别歧视（即，微妙的、看似积极的、女性无能的表现）经历的不同影响) 在求职期间。此外，根据对歧视的研究，我们还考虑了对性别歧视的反应是否受到女性认同其性别的程度的影响。我们通过对 103 名女性新劳动力市场进入者的每周研究来测试我们的概念模型。调查结果表明，虽然每周的敌对性别歧视经历与愤怒加剧有关，但仁慈的性别歧视经历会引发焦虑；对于高度认同性别的女性求职者，这些影响会加剧。焦虑——但不是愤怒——促使下周的求职努力和强度，这对求职成功和幸福感产生了明显的影响。值得注意的是，探索性分析表明，男性求职者并没有出现对每周敌对和善意的性别歧视经历的这些情感反应，这表明这种性别歧视经历对就业市场上的女性影响更大。因此，我们的工作强调了在女性求职者暴露于性别歧视之后每周展开的关键自我调节过程。