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<p>This study examined benevolent sexism frequency in the workplace, an underexplored aspect of subtle gender discrimination. While prior research has demonstrated the negative effects of exposure to benevolently sexist discrimination from a single source and experimental manipulations, little is known about how often employees encounter benevolent sexism and the consequences of repeated exposure. Drawing on the minority stress model, we hypothesized that benevolent sexism frequency would be positively associated with job stress and turnover intentions, and that job stress would mediate this relationship. Using cross-sectional survey data from 212 employed women, results supported all hypotheses; benevolent sexism frequency was directly and indirectly, through job stress, related to turnover intentions. These findings extend the literature on benevolent sexism by highlighting the importance of frequency as a workplace stressor. Theoretical implications for gender dynamics and employee well-being are discussed.</p>

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Benevolent Sexism Frequency, Work Stress, and Turnover Intentions Among Working Women

  • 期刊论文

  • 发表日期：

    2026年5月13日

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  • Catherine Warren,
  • Amy Wax,
  • Milena J. Kren,
  • Elan A. Martin

摘要

This study examined benevolent sexism frequency in the workplace, an underexplored aspect of subtle gender discrimination. While prior research has demonstrated the negative effects of exposure to benevolently sexist discrimination from a single source and experimental manipulations, little is known about how often employees encounter benevolent sexism and the consequences of repeated exposure. Drawing on the minority stress model, we hypothesized that benevolent sexism frequency would be positively associated with job stress and turnover intentions, and that job stress would mediate this relationship. Using cross-sectional survey data from 212 employed women, results supported all hypotheses; benevolent sexism frequency was directly and indirectly, through job stress, related to turnover intentions. These findings extend the literature on benevolent sexism by highlighting the importance of frequency as a workplace stressor. Theoretical implications for gender dynamics and employee well-being are discussed.