References of "Dardenne, Benoît"
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See detailGentlemen, Bring out Your Wallet, It’s Time to Pay: Benevolent Sexism and Women’s Economic Behaviour
Silvestre, Aude ULiege; Sarlet, Marie ULiege; Dardenne, Benoît ULiege

Conference (2012, May 11)

Some women want to be flattered, cherished and protected by men more than others. We tested the hypothesis that this belief, that is, the personal endorsement of Benevolent Sexism (BS) as well as the ... [more ▼]

Some women want to be flattered, cherished and protected by men more than others. We tested the hypothesis that this belief, that is, the personal endorsement of Benevolent Sexism (BS) as well as the perceived BS of the men, would lead women to take economic decisions which fit traditional gender roles depicting men as women’s financial providers. In Study 1 (Ultimatum Game) and after answering to a BS scale, female participants were proposed fair, quite fair, and very unfair financial offers made by 39 male's faces that varied in perceived BS. When the financial proposition contradicted their beliefs about men as providers (when the offers were very unfair), more offers were rejected by high BS individuals and for high BS faces compared to their low BS counterparts. However, when the financial propositions were more fair, more offers were accepted by high BS individuals and for high BS faces. In Study 2 (Dictator Game), women high (vs. low) in BS propose more unfair offers to men. Moreover, women propose more unfair offers to men with high (vs. low) BS facial characteristics. Economic decisions are shaped by interpersonal as well as individual beliefs about how gender relationships ought to be. [less ▲]

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See detailSuccéder en Contexte Postcolonial Africain: l'ambigüité chiffrée au travers de l'exemple camerounais
Bomda, Joseph ULiege; Fonkeng Epah, George; Dardenne, Benoît ULiege et al

in Revue Européenne de Psychologie et de Droit (2012)

En matière culturelle, l’Africain postcolonial est partagé entre les normes traditionnelles (ou ancestrales) et modernes (ou héritées du colon). Si la description de cette dualité abonde dans la ... [more ▼]

En matière culturelle, l’Africain postcolonial est partagé entre les normes traditionnelles (ou ancestrales) et modernes (ou héritées du colon). Si la description de cette dualité abonde dans la littérature, la question du taux de connaissance de cette dualité, de son acceptation et de sa défense préoccupe très peu. Pourtant, elle devrait permettre de connaitre l’étendue de l’ambigüité qui anime les populations. Cet article répond à ce déficit et présente un état des lieux auprès de 1013 victimes du choc de normes successorales (tradition vs. modernité) en contexte postcolonial camerounais. Au préalable, les 6 points d’opposition entre les deux normes sont présentés. L’historique de la dualité juridique à l’origine de ces contrastes et le fondement psycho-anthropologique des visions du monde fondatrices de l’une et l’autre norme permettent de cerner l’irréductibilité des oppositions. [less ▲]

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See detailThe Emotional Side of Paternalism: Do People Share What They Feel?
Silvestre, Aude ULiege; Dardenne, Benoît ULiege

Poster (2012, January 28)

We were interested in the kind of emotions felt and socially shared after experiencing paternalism (when A acts toward B with a fatherlike attitude) or blatant hostility. Participants had to read either a ... [more ▼]

We were interested in the kind of emotions felt and socially shared after experiencing paternalism (when A acts toward B with a fatherlike attitude) or blatant hostility. Participants had to read either a paternalist, hostile or factual version of the welcome speech of their new boss. They then were asked to write a text about how this day was going (social sharing measure). The results revealed that being the target of paternalism or hostility is an emotional episode which leads to social sharing of emotion. Hostility is a clearly negative episode, leading to negative social sharing. Paternalism is more ambiguous. Participants felt positive emotions (except for distrust) but they shared both positive and negative ones. Paternalism can be perceived as positive but seems to lead to negative outcomes. Our further step would be to test its negative effects on performance (reading span test). [less ▲]

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See detailPrescription of protective paternalism for men in romantic and work contexts
Sarlet, Marie ULiege; Dumont muriel; Delacollette Nathalie et al

in Psychology of Women Quarterly (2012), 36

Behavioral prescription specifies how people ought to act. Five studies investigated prescription for men of protective paternalism, a particular form of benevolent sexism, depending on contextual and ... [more ▼]

Behavioral prescription specifies how people ought to act. Five studies investigated prescription for men of protective paternalism, a particular form of benevolent sexism, depending on contextual and individual factors. In Studies 1 and 2, female participants prescribed for men more protective paternalistic behavior toward women in a romantic than in a work context. In Study 3, male participants prescribed the same level of protective paternalistic behavior as female participants did. Conversely, more gender egalitarianism was prescribed for men in a work than in a romantic context (Studies 1–3). In Study 4, the same protective paternalistic behavior was labeled as intimacy in a romantic context but was identified to the same extent as intimacy and as sexism in a work context. In Study 5, female participants’ benevolent sexist beliefs predicted their prescription of protective paternalistic behavior for men in both contexts. These studies demonstrated that prescription of protective paternalism for men is a complex phenomenon because it depends on contextual as well as individual variables. These findings need to be added to the list of factors explaining how this particular form of sexism is maintained within gender relationships and how it contributes to women’s subordination. [less ▲]

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See detailLe sexisme bienveillant comme processus de maintien des inégalités sociales entre les genres
Sarlet, Marie ULiege; Dardenne, Benoît ULiege

in Année Psychologique (L') (2012), 112

L’idée que le sexisme puisse s’exprimer sous forme de bienveillance peut paraître surprenante. En effet, la représentation que nous avons habituellement d’une personne sexiste est celle d’un homme aux ... [more ▼]

L’idée que le sexisme puisse s’exprimer sous forme de bienveillance peut paraître surprenante. En effet, la représentation que nous avons habituellement d’une personne sexiste est celle d’un homme aux attitudes clairement hostiles à l’égard des femmes. Le but de cette revue de littérature est de mettre en évidence une forme plus subtile de sexisme, le sexisme bienveillant, qui renvoie à des attitudes sexistes subjectivement positives, teintées de galanterie et de condescendance. Plus précisément, ce travail insiste sur la nécessité de prendre en compte cette forme insidieuse de sexisme dans la compréhension des relations entre les genres et de la considérer comme un véritable processus de maintien des inégalités sociales entre les hommes et les femmes. [less ▲]

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See detailInnocent but paternalistic comments as interference that strikes hard on women
Sarlet, Marie ULiege; Dardenne, Benoît ULiege

Poster (2011, November 14)

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See detailQualité de vie et comportements de santé en Wallonie. Perspective développementale
Etienne, Anne-Marie ULiege; Dardenne, Benoît ULiege; Bourgeois, Emmanuelle ULiege

in Germain, Marc; Robaye, René (Eds.) L'état de la Wallonie 2011 : portrait d'un pays et de ses habitants (2011)

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See detailMood and positive testing in social interaction
Dardenne, Benoît ULiege; Dumont, Muriel ULiege; Sarlet, Marie ULiege et al

in European Journal of Social Psychology (2011), 41

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See detailStéréotypes prescriptifs et avantages des groupes dominants
Delacollette, Nathalie ULiege; Dardenne, Benoît ULiege; Dumont, Muriel ULiege

in Année Psychologique (L') (2010), 110

The prescriptive component of stereotypes is defined as a set of beliefs about the characteristics group members should possess. It has mainly been studied regarding gender stereotypes. We believe that ... [more ▼]

The prescriptive component of stereotypes is defined as a set of beliefs about the characteristics group members should possess. It has mainly been studied regarding gender stereotypes. We believe that the main function of this prescriptive component is to allow dominant group members to maintain subordinate group members in an advantageous position for themselves. To illustrate our proposal, we present several theoretical and empirical papers, showing that the relative status of social groups is a determinant of which characteristics are prescribed to the members of these groups; that subordinates who fail to conform to the prescription are sanctioned; and that dominants prescribe to subordinates characteristics they see as beneficial to their own group. [less ▲]

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See detailBe Too Kind to a Woman, She’ll Feel Incompetent: Benevolent Sexism Shifts Self-construal and Autobiographical Memories Toward Incompetence
Dumont, Muriel ULiege; Sarlet, Marie ULiege; Dardenne, Benoît ULiege

in Sex Roles (2010), 62

The present study investigated how benevolent (BS) and hostile sexism (HS) shift women’s self-construal and autobiographical memory. Belgian undergraduates (only women, N=45, mean age=21.8) were ... [more ▼]

The present study investigated how benevolent (BS) and hostile sexism (HS) shift women’s self-construal and autobiographical memory. Belgian undergraduates (only women, N=45, mean age=21.8) were confronted either by BS, HS or neutral comments in the context of a job interview. After performing a cognitive task, participants reported the intrusive thoughts that came to their mind during the task. Later, autobiographical memory for self-incompetence was assessed. Performance response latencies were slower after BS than HS. Also, BS generated more disturbing mental intrusions related to the idea of being incompetent than HS. Autobiographical memory similarly indicated greater access for incompetence after BS. Although HS was more aggressive in tone, it did not shift women’s self-construal and autobiographical memories toward incompetence. [less ▲]

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See detailDemandes et ressources de travail, stress, engagement et intention de quitter : comparaison entre les travailleurs âgés et les jeunes travailleurs
Bertrand, Françoise ULiege; Dardenne, Benoît ULiege; Hansez, Isabelle ULiege

in Pettersen, N.; Boudrias, J. S.; Savoie, A. (Eds.) Entre tradition et innovation, comment transformons-nous l'univers de travail? Actes du 15ème congrès de Psychologie du Travail et des Organisations de Langue Française (2008)

En Belgique, le taux d’emploi des travailleurs âgés est un des plus faibles de toute l’Europe. Cela constitue un problème tant au niveau économique que social (Griffiths, 1997 ; Kilbom, 1999). Cette ... [more ▼]

En Belgique, le taux d’emploi des travailleurs âgés est un des plus faibles de toute l’Europe. Cela constitue un problème tant au niveau économique que social (Griffiths, 1997 ; Kilbom, 1999). Cette nouvelle problématique est le point de départ de recherches visant à identifier ce qui pousse les travailleurs à quitter précocement le lieu de travail. Se basant sur le modèle ‘Job Demands Resources (JDR) Model’ (e.g. Demerouti, Bakker, Nachreiner & Schaufeli, 2001; Schaufeli & Bakker, 2004), une étude a été conduite afin d’identifier les raisons de départ (Griffeth, Hom & Gaertner, 2000). Il s’agit également d’étudier le rôle du stress et de l’engagement dans l’explication de ces retraits précoces. Le but est de comparer un modèle d’explication du turnover pour trois classes d’âges ; les jeunes travailleurs, les travailleurs d’âge moyen et les travailleurs âgés. Un questionnaire a été développé afin d’identifier les raisons de départ des travailleurs. Quatre facteurs de départ sont considérés dans cette dimension trans-générationnelle. Deux d’entre eux concernent les ressources de travail, soit le manque de ressources, le manque de développement personnel, et les deux autres concernent les demandes du travail, soit la pression et les changements organisationnels. Une mesure du stress, de l’engagement et de l’intention de quitter a aussi été inclue. Au total, 11 entreprises belges ont participé à cette enquête, ce qui correspond à 1772 questionnaires. Les résultats montrent que le manque de développement personnel et les changements expliquent directement l’intention de quitter pour les jeunes et les travailleurs d’âge moyen. Par contre, le manque de ressources explique directement l’intention de quitter pour les travailleurs âgés. Le stress et l’engagement jouent un rôle important dans l’explication de l’intention de quitter pour les trois groupes d’âges. La pression et le manque de ressources expliquent le stress. Le manque de ressources, le manque de développement personnel et la pression ont un impact sur l’engagement. Les changements organisationnels n’expliquent pas le stress. Pour les travailleurs âgés, le manque de ressources n’affecte pas l’engagement. En conclusion, le manque de développement personnel et les changements organisationnels ont plus d’impact au début de la carrière et le manque de ressources est un problème qui concerne davantage les travailleurs âgés. L’état psychologique et l’évaluation des conditions de travail sont très importants pour toutes les classes d’âge dans la décision du retrait. [less ▲]

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See detailCognition sociale
Dardenne, Benoît ULiege

in van Zanten, Agnès (Ed.) Dictionnaire de l'éducation (2008)

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See detailInsidious dangers of benevolent sexism: Consequences for women's performance
Dardenne, Benoît ULiege; Dumont, Muriel; Bollier, Thierry

in Journal of Personality & Social Psychology (2007), 93(5), 764-779

Four experiments found benevolent sexism to be worse than hostile sexism for women's cognitive performance. Experiments 1-2 showed effects of paternalist benevolent sexism and ruled out explanations of ... [more ▼]

Four experiments found benevolent sexism to be worse than hostile sexism for women's cognitive performance. Experiments 1-2 showed effects of paternalist benevolent sexism and ruled out explanations of perceived sexism, context pleasantness, and performance motivation. Experiment 3 showed effects of both paternalist and complementary gender differentiation components of benevolent sexism. Benevolent sexism per se (rather than the provision of unsolicited help involved in paternalism) worsened performance. Experiment 4 showed that impaired performance due to benevolent sexism was fully mediated by the mental intrusions women experienced about their sense of competence. Additionally, Experiment 4 showed that gender identification protected against hostile but not benevolent sexism. Despite the apparently positive and inoffensive tone of benevolent sexism, our research emphasizes its insidious dangers. [less ▲]

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