一个领导者的外表
Katherine Qianwen Sun1, Michael L Slepian2, Modupe Akinola2
1Anderson School of Management, University of California, Los Angeles, Los Angeles, California, United States of America.
PloS one
|April 3, 2025
概括
人们无意识地期望领导人看起来是白人和男性,这是由于感知印记. 这项研究揭示了有偏见的领导外观期望,影响了领导角色的多样性.
科学领域:
- 社会心理学 社会心理学
- 组织行为 组织行为
- 认知科学 认知科学
背景情况:
- 妇女和少数群体在领导职位上的代表性仍然不足.
- 现有的研究往往侧重于申请人池的局限性 ("供应侧").
- 一个'需求侧'的解释,专注于感知者偏见是不太探索.
研究的目的:
- 通过感知印记来调查领导代表的"需求方面".
- 了解人们对领导者的视觉期望.
- 检查种族和性别如何影响这些领导者的外观期望.
主要方法:
- 利用反向关联方法生成领导者的视觉原型.
- 对3929名参与者进行了15项研究.
- 分析了不同社会类别和参与者人口统计学中对领导者外观的期望.
主要成果:
- 参与者对领导者的视觉模板是由白人男性领导者打印的.
- 与追随者相比,领导者应该看起来更白人和男性.
- 领导人应该显得优势,有能力和强大,黑人和女性领导人也需要显得可喜.
- 对领导者的感知标准因参与者的性别和潜在领导者的种族/性别而异.
结论:
- 对领导者的偏见感知表现很普遍.
- 人们根据他们的种族和性别对领导者持有不同的认知标准.
- 这些发现凸显了根深蒂固的视觉偏见如何阻碍领导角色多样性.
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