基于不匹配机制整合模型的工作场所性别偏见分析

发布时间：2018-03-18 15:21

本文选题：性别角色一致偏见　切入点：外部人偏见　出处：《商业研究》2017年09期 　论文类型：期刊论文

【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。
[Abstract]:Workplace gender bias has attracted the attention of the society. By combing the former cause, aftereffects and boundary conditions of the workplace gender bias, it is found that the workplace gender bias mainly originates from two types of mismatch: subjective cognition. The mismatch between gender stereotypes and occupational gender stereotypes leads women to experience gender role consistent biases (including descriptive and normative biases); in terms of objective characteristics, there is a mismatch between gender and current occupational gender distribution, In addition, gender bias in the workplace leads to numerous organizational injustices against women, such as unfair job performance evaluations, gender pay gaps and leadership dilemmas, etc. Affected by individual traits and organizational context.
【作者单位】：武汉大学经济与管理学院;
【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
【分类号】：C913.68

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