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Access Type
WSU Access
Date of Award
January 2023
Degree Type
Thesis
Degree Name
M.A.
Department
Psychology
First Advisor
Andrew B. Speer
Abstract
Maybe baby bias (MBB) is posited to occur in the workplace because of the expectation that a young, childless woman will become pregnant and thus encounter work related biases. Currently, there is a lack of research exhibiting strong evidence this phenomenon occurs, what factors may prompt these expectations, and if these expectations are a root of potential biases against younger women in the workplace. The present research analyzed hiring and promotional biases impacting younger, childless women because of maybe baby expectations (MBE). Study 1 investigated hirability and intent to stay if hired perceptions using mock interview videos. Study 1 also examined the moderating effect of ambivalent sexism between maybe baby stimuli and hirability and intent to stay perceptions. The study found that ambivalent sexism did not significantly moderate the relationship between maybe baby stimuli and hirability ratings or intent to stay ratings, but it did significantly and positively predict intent to stay ratings. Neither of the subdomains of ambivalent sexism, benevolent and hostile, were significant moderators of the relationship between maybe baby stimuli and hirability ratings nor intent to stay ratings. However, benevolent sexism was found to significantly and positively predict hirability and intent to stay ratings, while hostile sexism significantly and positively predicted intent to stay ratings but not hirability. Study 2 investigated promotability and intent to stay if promoted perceptions using four mock employee profiles. This study found no significant difference in promotability or intent to stay if promoted between the four conditions.
Recommended Citation
Delacruz, Angelia, "Discrimination Before Conception: Exploring Maybe Baby Bias" (2023). Wayne State University Theses. 898.
https://digitalcommons.wayne.edu/oa_theses/898