摘要
工作场所性别偏见倍受社会关注,通过对工作场所性别偏见的前因、后效与边界条件进行梳理,发现工作场所性别偏见主要源于两类不匹配:在主观认知方面,性别刻板印象与职业性别刻板印象之间的不匹配,导致女性遭遇性别角色一致偏见(包括描述性偏见和规范性偏见);在客观特征方面,性别与当前职业性别分布之间的不匹配,导致女性遭遇外部人偏见。此外,工作场所性别偏见导致针对女性的众多组织不公正现象,如不公正的工作绩效评估、性别工资差距和领导力困境等,受到个体特质与组织情境多层面因素的影响。
Extensive attention has been paid to workplace gender bias. By summarizing the antecedents,outcomes and boundary conditions of workplace gender bias,the paper finds that workplace gender bias is rooted in two kinds of misfit.In the aspects of subjective cognition,the misfit between stereotypes about gender groups and job requirements leads to gender-role congruity bias（including descriptive bias and prescriptive bias）; in the aspects of objective characteristics,the misfit between female＇s sex and the sex distribution within jobs leads to outsider＇ s bias. Besides,workplace gender bias results in much organizational injustice against women,such as unfair job performance appraisal,salary gap of gender and dilemma of leadership,and multilevel factors including individual characteristics and organizational situations affect workplace gender bias.
作者
吴欢伟
张文君
WU Huan-wei ZI-IANG Wen-jun(School of Economics and Management, Wuhan University, Wuhan 430072, Chin)
出处
《商业研究》
CSSCI
北大核心
2017年第9期135-143,共9页
Commercial Research
基金
教育部人文社会科学研究青年项目"基于响应面分析法(RSM)的人与组织匹配过程研究:不匹配效应的测量及其边界条件"
项目编号:12YJC630232
关键词
性别角色一致偏见
外部人偏见
组织后果
边界条件
gender-role congruity bias
outsider＇s bias
organizational consequences
boundary conditions
