在领导路径中性别差异的心理驱动因素
Laura J Kray1, Sonya Mishra2, Charlotte H Townsend3
1University of California, Berkeley, CA 94720, USA.
Trends in cognitive sciences
|November 4, 2025
概括
由于人内偏见,权力动态和团体间关系,性别不平等仍然存在. 关于人类可塑性的思维方式影响着女性领导者如何应对工作场所的障碍和挑战.
科学领域:
- 组织心理学 组织心理学
- 性别研究是性别研究.
- 社会学 社会学 社会学
背景情况:
- 尽管有进展,但在职场权威和薪酬方面仍然存在性别不平等.
- 了解驱动性别职业发展轨迹的心理机制至关重要.
研究的目的:
- 审查了解组织中性别不平等的近期进展.
- 探索影响性别职业的心理机制 (人内,人际,群体间).
- 检查思维方式对领导力中的性别动态的调节作用.
主要方法:
- 关于组织中心理机制的文献综述.
- 通过偏见,权力动态和群体间关系来分析性别职业的出现.
- 检查固定与增长思维对女性领导挑战的影响.
主要成果:
- 由于男性对权力的看法,有权威的女性面临反击.
- 地位为女性提供了替代的领导路线,但效果不如权力.
- 固定的思维方式加剧了女性领导者的刻板印象和挑战,而成长的思维方式减轻了这些障碍.
结论:
- 领导层中的性别差异是由组织内部的心理机制延续的.
- 关于人类可塑性的思维方式显著影响了女性在领导角色中的经验.
- 针对这些心理机制和促进成长思维方式,可以提供减少性别不平等的途径.
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