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到底有没有用?性别、社会影响工作和员工晋升

已有 125 次阅读2022-11-24 18:19 |个人分类:性学、性健康、性教育|系统分类:科技教育分享到微信

到底有没有用?性别、社会影响工作和员工晋升

Up to no good? Gender, social impact work, and employee promotions

——原载《管理科学季刊》2022年第67卷第1期——

<Administrative Science Quarterly> 67 (1), 2022


【摘要】一些公司越来越多地为员工提供参与公司赞助的社会影响计划的机会,这些计划有望使公司和员工受益。我们认为,参与此类举措会降低其他人对他们的适合度和承诺的看法,从而阻碍员工在公司中的进步。由于社会影响工作更符合女性而不是男性的性别角色刻板印象,参与男性的晋升率会较低,男性评估员比女性评估员更不可能推荐男性参与者晋升。使用某咨询公司1,379名员工的面板数据,我们发现男性参与者的晋升率明显低于女性参与者、女性非参与者和男性非参与者。一项涉及893名经理的小插曲实验表明,较低的晋升率是由于较低的适合度而非承诺感,以及男性评估者对男性参与者的更大偏见。综上所述,两项研究的结果表明,参与对晋升的负面影响取决于参与者和评估者的性别,强调了性别在社会影响工作评估中的作用。在决策者主要是男性的环境中,性别观念可能会限制男性员工为公司的社会影响议程做出贡献的自由度。


[Abstract] Firms increasingly offer employees the opportunity to participate in firm-sponsored social impact initiatives expected to benefit the firm and employees. We argue that participation in such initiatives hinders employees’ advancement in their firms by reducing others’ perceptions of their fit and commitment. Because social impact work is more congruent with female than male gender role stereotypes, promotion rates will be lower for participating men, and male evaluators will be less likely than female evaluators to recommend promotion for male participants. Using panel data on 1,379 employees of a consulting firm, we find significantly lower promotion rates for male participants relative to female participants, female non-participants, and male non-participants. A vignette experiment involving 893 managers shows that lower promotion rates are due to lower perceptions of fit, but not commitment, and greater bias against male participants by male evaluators. Taken together, the results of the two studies suggest that the negative effect of participation on promotion is conditional upon participant and evaluator gender, underscoring the role of gender in evaluation of social impact work. In settings in which decision makers are predominately male, gender beliefs may limit male employees’ latitude to contribute to the firm’s social impact agenda.

这篇中文解析是针对论文《到底有没有用?性别、社会影响工作和员工晋升》Up to no good? Gender, social impact work, and employee promotions)的一篇论文解析,该论文于20223月发表于《管理科学季刊》(Administrative Science Quarterly)第67卷第1期,作者包括英国帝国理工学院商学院的Christiane BodeMichelle RoganJasjit Singh

(中文解析见《华人性健康报》20221124PDF版)


论文原文Christiane BodeMichelle Rogan & Jasjit Singh (2022). Up to no good? Gender, social impact work, and employee promotions. Administrative Science Quarterly, 67 (1): 82-130.
https://doi.org/10.1177/00018392211020660

(需要英文原文的朋友,请联系微信:millerdeng95











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