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<p>Workplaces have historically been shaped by masculine norms that value dominance, competition, and overwork. When these norms become excessive, they create a culture of exclusion known as masculinity contest culture – a work culture that pressures employees to conform to masculine ideals. Drawing on social identity theory, this study examines how such cultures affect women’s sense of person environment fit and motivation at work. We tested whether masculinity contest culture predicted women’s turnover intentions and lower engagement directly and indirectly through reduced perceptions of person-organization fit. We also examined whether gender identity centrality—how important being a woman is to one’s self-concept—shapes these effects. Using data from 209 working women surveyed across three time points, results showed that masculinity contest culture undermined women’s sense of fit, which in turn reduced engagement and increased turnover intentions. However, gender identity centrality did not change these effects. These findings position masculinity contest culture as an identity-based stressor for women and identify perceived fit as a key psychological mechanism through which masculine workplace cultures may drive disengagement and attrition. Practically, this work highlights the need for organizations to challenge competitive masculine norms and cultivate environments where women’s identities are respected, valued, and included.</p>

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Built to Exclude: How Masculinity Contest Culture Undermines Women’s Fit, Engagement, and Retention

  • 期刊论文

  • 发表日期：

    2026年3月5日

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  • Mackenzie J. Miller,
  • Kayla B. Follmer

摘要

Workplaces have historically been shaped by masculine norms that value dominance, competition, and overwork. When these norms become excessive, they create a culture of exclusion known as masculinity contest culture – a work culture that pressures employees to conform to masculine ideals. Drawing on social identity theory, this study examines how such cultures affect women’s sense of person environment fit and motivation at work. We tested whether masculinity contest culture predicted women’s turnover intentions and lower engagement directly and indirectly through reduced perceptions of person-organization fit. We also examined whether gender identity centrality—how important being a woman is to one’s self-concept—shapes these effects. Using data from 209 working women surveyed across three time points, results showed that masculinity contest culture undermined women’s sense of fit, which in turn reduced engagement and increased turnover intentions. However, gender identity centrality did not change these effects. These findings position masculinity contest culture as an identity-based stressor for women and identify perceived fit as a key psychological mechanism through which masculine workplace cultures may drive disengagement and attrition. Practically, this work highlights the need for organizations to challenge competitive masculine norms and cultivate environments where women’s identities are respected, valued, and included.