The effects of ambivalent sexism on the attitudes of female/ male manager choice

This study aims to find the effects of ambivalent sexism on managerial choice and the effects of organisational culture on this relationship. 245 white collar staff from a holding that constitutes 20 companies and operates in Ankara participated in the study. Participants answered questions that evaluate their attitudes regarding ambivalent sexism, perceived gender equity in organisations, working with same sex and/or opposite sex managers. Perceiving organisational culture as more gender equal led male participants to prefer working with female managers more. Hostile sexism did not have any effect on managerial choice for both gender. Organisational culture has found to have a moderator role in the relationship between sexism and managerial choice. There was no significant difference between male and female participants in terms of managerial choice. Results, limitations and suggestions for future research were discussed; suggestions for organisations and human resources professionals were shared. Keywords: Ambivalent sexism, organisational culture, managerial choice, same-sex manager choice, women in management.