Department of Psychology, University of Kansas, Lawrence, KS 66045, USA.
Br J Soc Psychol. 2010 Jun;49(Pt 2):343-62. doi: 10.1348/014466609X457530. Epub 2009 Jul 28.
Two experiments examined the effects of gender-based token hiring practices in organizational settings. In Expt 1, women were exposed to organizational hiring practices that were open, token, or closed. Token practices served to perpetuate inequality by maintaining individual mobility beliefs and organizational identification. In Expt 2, both men and women imagined working for a corporation that planned to implement open, token, or closed hiring practices. Although women reported experiencing negative emotions in the closed and token conditions compared to the open condition, token practices maintained positive perceptions of the organization and individual mobility beliefs compared to the closed condition. Men endorsed more individual mobility beliefs as well as positive emotions in the token and closed conditions compared to the open condition. Token practices distort perceptions of fairness in both women and men. For women, token practices make group boundaries seem more negotiable than they actually are, while for men token practices legitimize their group's dominance.
两个实验考察了组织环境中基于性别的象征性招聘实践的效果。在实验 1 中，女性接触到的组织招聘实践是公开的、象征性的或封闭的。象征性实践通过维持个人流动信念和组织认同，从而延续了不平等。在实验 2 中，男性和女性都想象在一家计划实施公开、象征性或封闭招聘实践的公司工作。尽管与开放条件相比，女性在封闭和象征性条件下报告了负面情绪，但与封闭条件相比，象征性实践维持了对组织和个人流动信念的积极看法。与开放条件相比，男性在象征性和封闭条件下表达了更多的个人流动信念以及积极的情绪。象征性实践扭曲了女性和男性对公平的看法。对于女性来说，象征性实践使群体界限看起来比实际更具有可协商性，而对于男性来说，象征性实践使他们群体的主导地位合法化。
