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Purpose The primary purpose of this study is to examine the relationship between ambivalent sexism (hostile and benevolent sexism) and managerial choice, considering organizational culture as a moderating variable. Additionally, the study addresses employees’ preference for working with same-sex managers as opposed to opposite-sex managers. Design/methodology/approach Data were collected from 245 white-collar employees working in a large-sized holding company in Ankara, Türkiye, using the survey method. PROCESS Macro was used to test the hypotheses. Findings Neither hostile nor benevolent sexism directly affected managerial choice. However, perceived gender equality within an organization was found to significantly affect the preference for working with female managers. Gender equality in organizational culture did not have a significant moderating effect on the relationship between hostile and benevolent sexism and the inclination to work with women managers. Furthermore, the participants reported a tendency to work with same-sex managers independent of their sexist attitudes and perceived organizational culture. Originality/value This study sheds light on the literature by examining the joint effects of sexism and perceived gender inequality on the desire of working women managers. In doing so, this study differs from previous studies focusing solely on individual variables such as personality and sexism or situational variables as hindering factors for women’s attainment of managerial positions. |
