"什么时候"与"是否"性别/性别差异:心理学研究对谈判,冒险和领导力的见解
Hannah R Bowles1, Jens Mazei2, Heidi H Liu3
1John F. Kennedy School of Government, Harvard University.
概括
情境模糊性和性别/性别的相关性在谈判,承担风险和领导方面放大了基于性别的差异. 这些因素影响了男性刻板印象领域的行为和评估.
科学领域:
- 社会心理学 社会心理学
- 组织行为 组织行为
- 性别研究是性别研究.
背景情况:
- 性别/性别差距在薪酬和权威方面仍然存在,特别是在男性刻板印象领域,如谈判,承担风险和领导.
- 情境因素越来越多地被认为是各种行为环境中性别/性别影响的关键调节者.
研究的目的:
- 提出一个概念框架,解释情境主持人如何影响谈判,承担风险和领导的性别/性别影响.
- 提出情境模糊性和性别/性别的相关性/突出性增加了与性别相关的行为和评估.
主要方法:
- 概念分析和理论框架开发.
- 审查现有的关于性别/性别影响,情境调节器和刻板印象领域的文献.
主要成果:
- 更大的局面模糊性促使人们依赖内部方案或外部社会规范,增加性别/性别相关的影响.
- 在特定的背景下,性别/性别的相关性和突出性增加,增加了基于性别/性别对行为和评估的影响的可能性.
- 模糊性和性别/性别相关性/突出性之间的相互作用可以共同或互动地塑造这些效应.
结论:
- 拟议的框架提供了一个细微的理解,在关键的专业领域中,何时可能出现性别/性别差异.
- 强调考虑局势调节者的重要性,以解决薪酬和权威方面的性别/性别差距.
- 建议未来的研究方向和心理科学和组织实践的实际应用.
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