The Impact Of Ambivalent Sexism On Evaluation Of Female Leader's CPM Effectiveness

There is more room for the development of women in the workplace,with the promotion of social civilization and the increasing concern of women in the society.However,the gender discrimination they facing with in the workplace is still an important issue that plagues their career development.Based on group labels or stereotypes,women leaders are often labeled as “workaholic” and “lack of feminine taste”.Will employees be influenced by gender-biased attitudes when evaluating female leaders' CPM effectiveness?What is the mechanism of action? This will be the focus of this study.The latest theory of gender bias shows that gender bias in women not only includes hostile attitudes but also includes goodwill attitudes.This study will mainly explore the influence and mechanism of these two types of prejudice on leadership CPM effectiveness evaluation.This study compares the gender and leadership gender of males and females in a separate study to explore the differences in gender impacts of different sex workers on the effectiveness of different gender leadership CPM evaluations.The following conclusions have been drawn:(1)Employees' hostility to negative gender prejudice estimates the efficacy of male and female leaders in CPM,good intentional gender bias predicts the evaluation of the efficacy of male and female leaders in CPM;hostile gender bias has a stronger negative impact on women,and good-natured gender prejudice affects males.The benefits are better than women.(2)Gender bias of female hostility was significantly higher than that of males.Gender bias of females was slightly higher than that of males but did not reach a significant level.The higher the level of contradictory gender bias,the higher the predictive power of leading CPM efficacy evaluation.(3)The gender negative bias of male employees has no significant negative effect on female leadership CPM efficacy,but it is significantly positively correlated with male leadership CPM efficacy.That is,male employees do not deliberately reduce the evaluation of female leaders because of hostile gender bias,but at the same time that they do not “step on women”,male employees do “pick up men”.Finally,The results of the study were discussed and the inadequacies of research were pointed out.Meanwhile,combined with the conclusions of this study,relevant suggestions for organizational practice and future research are proposed.