Are Companies Committed to Preventing Gender Violence against Women? The Role of the Manager’s Implicit Resistance
Abstract
:1. Introduction
1.1. Purpose
1.2. Conceptual Model
2. Materials and Methods
2.1. Selection of Sampling Units
2.2. Participants
2.3. Instruments
2.4. Data Analysis Procedure
3. Results
3.1. Managers’ Commitment to Prevention
3.2. Managers’ Implicit Resistance
3.3. Gender Bias and Irrational Beliefs about Sexual Violence
3.4. Gender Differences
3.5. The Role of Implicit Managerial Resistance
4. Discussion
4.1. Limitations
4.2. Practical Implications
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Constructs, Dimensions, and Items | Factor Loadings |
---|---|
Implicit resistance to prevention (second-order construct) (Average extracted variance = 66.4%/omega reliability = 0.866) | |
Passive denial (omega reliability = 0.807) | 0.668 |
| 0.589 |
| 0.838 |
| 0.843 |
Avoidance of responsibility (alpha reliability = 0.637) | 0.757 |
| 0.669 |
| 0.763 |
Strategic disarmament (omega reliability = 0.708) | 0.842 |
| 0.682 |
| 0.600 |
| 0.740 |
Defensive disapproval (omega reliability = 0.837) | 0.965 |
| 0.765 |
| 0.831 |
| 0.760 |
Commitment to prevention (Average extracted variance = 70.7%/omega reliability = 0.771) | |
| 0.740 |
| 0.720 |
| 0.766 |
ODS-5 Value | Implicit Resistance | Commitment Prevention | Gender Bias | Irrational Beliefs to S.V. | Prevention Activities | |
---|---|---|---|---|---|---|
Sex (women) | −0.189 ** | 0.095 * | −0.056 | 0.257 ** | 0.108 * | 0.079 * |
Age | −0.105 ** | 0.070 | −0.103 * | −0.001 | 0.046 | −0.071 |
Children number | −0.110 ** | 0.073 | −0.075 | 0.023 | 0.102 ** | −0.034 |
Education level | −0.018 | −0.127 ** | 0.114 ** | −0.126 ** | −0.127 ** | 0.148 ** |
Seniority in the position | −0.101 ** | 0.117 ** | −0.044 | −0.001 | 0.060 | −0.094 * |
Number of workers | 0.005 | −0.163 ** | 0.048 | −0.026 | −0.130 ** | 0.329 ** |
% of female workers | 0.036 | −0.095 * | 0.092 * | −0.053 | −0.075 | 0.173 ** |
company size | 0.077 * | −0.177 ** | 0.071 | −0.049 | −0.132 ** | 0.366 ** |
Commitment | Support | Neutral | Disagree | Against | |
---|---|---|---|---|---|
Promotion of gender equality | 49.5 | 34.0 | 11.9 | 1.0 | 3.5 |
Prevention of sexual harassment | 61.7 | 33.0 | 4.3 | 0.3 | 0.6 |
Prevention of intimate partner violence against women | 57.5 | 35.2 | 5.8 | 1.0 | 0.5 |
TA | SA | A | D | SD | TD | |
---|---|---|---|---|---|---|
Passive denial | ||||||
Discrimination against women does not exist today since we are all equal before the law. Now men and women have the same opportunities. | 20.5 | 8.9 | 17.9 | 36.3 | 7.9 | 8.5 |
Violence against women should not be discussed, but only partner violence, since men are also attacked. | 21.2 | 11 | 38.2 | 18.1 | 4.9 | 6.6 |
You cannot talk about gender equality if we only talk about “violence against women”. We should only talk about family or partner violence. | 22.8 | 14.1 | 35.6 | 17.6 | 3.4 | 6.5 |
Avoidance of responsibility | ||||||
Companies are not responsible for the existence of these problems of violence. It is the government’s responsibility. | 5.7 | 3.9 | 15.7 | 49.4 | 12.1 | 13.3 |
Businesses comply with all laws to prevent sexual harassment or gender discrimination. They should not be asked for more. | 5.3 | 5.2 | 20.4 | 50.7 | 9.1 | 9.4 |
Strategic disarmament | ||||||
There are more important priorities in the company than being concerned about some isolated cases of discrimination or gender violence. | 3.9 | 3.3 | 11.5 | 44.7 | 15.8 | 20.9 |
I think that training/regulations on discrimination or gender violence are not very useful in companies | 3.6 | 3.4 | 17.6 | 43.8 | 15.1 | 16.5 |
We have tried to support proposals in favor of women, but many do not make sense or are unsustainable. | 4.0 | 7.4 | 27.5 | 41.7 | 9.5 | 9.8 |
Defensive disapproval | ||||||
Talking too much about women demoralizes men at work. They have become “the bad guys in the movie” | 4.9 | 5.2 | 19.3 | 48.2 | 9.5 | 12.8 |
Now, everything is women, violence, and discrimination. I think there is an exaggeration. It must find a balance. | 8.5 | 7.7 | 34.2 | 31.5 | 9.2 | 8.9 |
Many gender equality policies have hidden interests. It’s too biased. I distrust them | 8.3 | 7.3 | 34.6 | 34 | 7.4 | 8.3 |
Gender Barriers (Biases) | Men | Both | Women |
---|---|---|---|
Difficulties getting a job when they have young children | 0.8 | 9.5 | 89.7 |
Sexual harassment at work | 0.3 | 9.1 | 90.6 |
Suffer more workplace bullying | 0.6 | 16.8 | 82.6 |
Suffer more domestic violence | 0.5 | 17.3 | 82.3 |
Difficulties reconciling family and work life | 4.4 | 33.3 | 62.3 |
Challenges in achieving high positions in companies | 3.6 | 37.2 | 59.2 |
Discrimination at work | 1.4 | 40.5 | 58.2 |
Difficulties getting promotions | 2.3 | 45.2 | 52.5 |
Difficulties feeling safe at work | 3.3 | 47.4 | 49.3 |
B | S.E. | Wald | Sig. | 95% Confidence Interval (Exp(B)) | ||
---|---|---|---|---|---|---|
Lower | Upper | |||||
Gender bias | −1.998 | 0.371 | 28.947 | <0.001 *** | 0.065 | 0.281 |
Irrational beliefs about sexual violence | −0.629 | 0.712 | 0.782 | 0.377 | 0.132 | 2.150 |
SDG-5 importance | 0.658 | 0.186 | 12.545 | <0.001 *** | 1.342 | 2.780 |
Implicit resistance | −0.016 | 0.125 | 0.016 | 0.898 | 0.795 | 1.299 |
Commitment to prevent | −0.230 | 0.153 | 2.248 | 0.134 | 0.589 | 1.073 |
Standardized Effect (Beta) | |||
---|---|---|---|
Direct | Indirect | Total | |
Implicit resistance | |||
Gender bias | 0.315 *** | − | 0.315 *** |
Irrational beliefs about sexual violence | 0.306 *** | − | 0.306 *** |
SDG-5 importance | −0.125 *** | − | −0.125 *** |
Sex (women) | −0.012 | − | −0.012 |
Age | −0.001 | −0.001 | |
Educational level | −0.047 | − | −0.047 |
Company size | −0.107 ** | − | −0.107 ** |
Prevention commitment | |||
Implicit resistance | −0.174 * | − | −0.174 *** |
Gender bias | −0.156 *** | −0.054 *** | −0.210 *** |
Irrational beliefs about sexual violence | −0.071 | −0.053 *** | −0.124 ** |
SDG-5 importance | 0.187 *** | 0.021 ** | 0.209 *** |
Sex (women) | −0.039 | 0.002 | −0.036 |
Age | −0.052 | −0.001 | −0.052 |
Educational level | 0.109 ** | 0.008 | 0.117 ** |
Company size | 0.016 | 0.018 * | 0.030 |
Prevention actions in the company | |||
Implicit resistance | −0.207 *** | −0.018 * | −0.226 *** |
Prevention commitment | 0.105 ** | − | 0.105 ** |
Gender bias | 0.024 | −0.087 *** | −0.062 |
Irrational beliefs about sexual violence | −0.039 | −0.076 *** | −0.116 ** |
SDG-5 importance | −0.022 | 0.048 *** | 0.070 |
Sex (women) | −0.051 | −0.001 | −0.052 |
Age | −0.058 | −0.005 | −0.064 |
Educational level | 0.021 | 0.022 * | 0.044 |
Company size | 0.294 *** | 0.022 * | 0.317 *** |
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Vara-Horna, A.A.; Asencios-Gonzalez, Z.B.; Quipuzco-Chicata, L.; Díaz-Rosillo, A. Are Companies Committed to Preventing Gender Violence against Women? The Role of the Manager’s Implicit Resistance. Soc. Sci. 2023, 12, 12. https://doi.org/10.3390/socsci12010012
Vara-Horna AA, Asencios-Gonzalez ZB, Quipuzco-Chicata L, Díaz-Rosillo A. Are Companies Committed to Preventing Gender Violence against Women? The Role of the Manager’s Implicit Resistance. Social Sciences. 2023; 12(1):12. https://doi.org/10.3390/socsci12010012
Chicago/Turabian StyleVara-Horna, Arístides A., Zaida B. Asencios-Gonzalez, Liliana Quipuzco-Chicata, and Alberto Díaz-Rosillo. 2023. "Are Companies Committed to Preventing Gender Violence against Women? The Role of the Manager’s Implicit Resistance" Social Sciences 12, no. 1: 12. https://doi.org/10.3390/socsci12010012