男性比女性更重视晋升

IF 6.2 2区 管理学 Q1 BUSINESS
Dinah Gutermuth, Melvyn R. W. Hamstra
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引用次数: 0

摘要

在这项研究中,我们检验了这样一个假设,即女性在职场中的晋升焦虑并不会像男性一样带来评价上的好处。监管焦点理论认为,注重晋升的渴望可能会让一个人在上级眼中处于有利地位。然而,我们认为,晋升渴望违反了人们对女性的性别陈规定型期望。当女性以晋升为重点时,其性别偏差(即行为不符合性别期望)会导致该女性支付 "性别税",而以晋升为重点的男性则不需要支付这种税。首先,我们进行了两项实验,让经理(N = 127)或学生(N = 236)对合格的虚构求职者进行评估:在这两项实验中,与相同的男性求职者相比,注重晋升的女性求职者的价值较低,表现为起薪较低。其次,在一项双人研究(N = 474 人)中,男性员工的晋升焦点与经理对他们的评价呈正相关,而女性员工的晋升焦点则与之无关。我们的研究结果表明,注重晋升的女性并不像她们的男性同事那样得到积极的评价。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Promotion focus is valued in men more than in women

In this research, we test the hypothesis that promotion-focused eagerness does not yield the same evaluative benefits in the workplace for women as it does for men. Regulatory focus theory suggests that promotion-focused eagerness potentially casts a person in a favorable light in the eyes of superiors. Nevertheless, we propose that promotion-focused eagerness violates the prescriptive gender-stereotypical expectations that people have of women. The gender deviance (i.e., not acting in line with gender expectations) that occurs when a woman is promotion-focused causes this woman to pay a “gender tax” that a promotion-focused man does not pay. First, we conducted two experiments wherein managers (N = 127) or students (N = 236) evaluated qualified fictional job applicants: in both experiments, compared with an identical male applicant, the promotion-focused female job applicant was valued less, as evidenced by a lower starting salary offer. Second, in a dyadic study (N = 474 dyads), male employees' promotion focus was positively associated with their manager's evaluations of them, whereas female employees' promotion focus was not. Our results show that promotion-focused women are not valued as positively as their male counterparts.

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来源期刊
CiteScore
10.50
自引率
5.90%
发文量
98
期刊介绍: The Journal of Organizational Behavior aims to publish empirical reports and theoretical reviews of research in the field of organizational behavior, wherever in the world that work is conducted. The journal will focus on research and theory in all topics associated with organizational behavior within and across individual, group and organizational levels of analysis, including: -At the individual level: personality, perception, beliefs, attitudes, values, motivation, career behavior, stress, emotions, judgment, and commitment. -At the group level: size, composition, structure, leadership, power, group affect, and politics. -At the organizational level: structure, change, goal-setting, creativity, and human resource management policies and practices. -Across levels: decision-making, performance, job satisfaction, turnover and absenteeism, diversity, careers and career development, equal opportunities, work-life balance, identification, organizational culture and climate, inter-organizational processes, and multi-national and cross-national issues. -Research methodologies in studies of organizational behavior.
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