绩效评估是否具有性别特异性? 来自两项大型实验研究的证据
Axel Franzen1, Fabienne Wöhner1
1Institute of Sociology, University of Bern, Bern, Switzerland.
PloS one
|February 18, 2026
概括
在两项大型在线研究中,性别没有影响演示评估. 虽然有吸引力的男性化身获得了更高的评分,但女性化身或真正的男性主持人没有观察到这种吸引力奖励.
科学领域:
- 社会心理学 社会心理学
- 性别研究是性别研究.
- 人与计算机的交互
背景情况:
- 社会假设表明,女性对同等工作的认可程度低于男性.
- 以前的研究表明,演讲者的吸引力可以积极影响绩效评估.
研究的目的:
- 实证地测试在绩效识别中性别偏见的假设.
- 调查演讲者的性别,吸引力和主题关联在评价中的作用.
- 为了比较人工智能 (AI) 产生的化身和真实的人类演讲者之间的发现.
主要方法:
- 进行了两项大型在线调查实验 (N=3,157和N=2,909).
- 参与者评估了男性或女性角色 (化身或真人) 的视频演示.
- 演讲主题 (与男性相关,性别中立,女性相关) 和演讲者的吸引力都被操纵了.
主要成果:
- 在这两项研究中,演讲者的性别并没有显著影响评估结果.
- 在研究I (人工智能化身) 中,有吸引力的男性主持人比不那么有吸引力的男性获得了更有利的评价;女性化身没有获得"吸引力奖励".
- 在研究II (真人) 中,在男性化身中观察到的吸引力奖励在真实男性演讲者中没有复制.
结论:
- 该研究没有发现在评价演讲时存在性别偏见的证据.
- 演讲者的吸引力影响了对男性人工智能化身的评价,而不是女性化身或真人演讲者的评价.
- 研究结果表明,人工智能生成的化身与真人相比,在吸引力及其对绩效评估的影响方面可能被看作不同.
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