Department of Psychology, University of Massachusetts Lowell, 113 Wilder Street, Lowell, MA 01854-3059, USA.
Pers Soc Psychol Bull. 2013 Jul;39(7):956-69. doi: 10.1177/0146167213486358. Epub 2013 May 7.
We investigated the tendency of women to undervalue their contributions in collaborative contexts. Participants, who believed they were working with another study participant on a male sex-typed task, received positive feedback about the team's performance. Results indicated that women and men allocated credit for the joint success very differently. Women gave more credit to their male teammates and took less credit themselves unless their role in bringing about the performance outcome was irrefutably clear (Studies 1 and 2) or they were given explicit information about their likely task competence (Study 4). However, women did not credit themselves less when their teammate was female (Study 3). Together these studies demonstrate that women devalue their contributions to collaborative work, and that they do so by engaging in attributional rationalization, a process sparked by women's negative performance expectations and facilitated by source ambiguity and a satisfactory "other" to whom to allocate credit.
我们研究了女性在协作情境中低估自己贡献的倾向。参与者认为他们正在与另一名研究参与者一起完成一项男性性别类型的任务，他们收到了关于团队表现的积极反馈。结果表明，女性和男性对共同成功的评价非常不同。除非女性在带来绩效结果方面的角色无可置疑（研究 1 和 2），或者她们得到了关于自己可能的任务能力的明确信息（研究 4），否则女性会给予男性队友更多的荣誉，而自己则更少。然而，当女性的队友是女性时，她们不会减少对自己的评价（研究 3）。这些研究表明，女性低估了自己对协作工作的贡献，而这种情况是通过归因合理化来实现的，这是一个由女性的负面绩效预期引发的过程，并且受到来源模糊性和一个满意的“他人”的影响，他们可以将荣誉分配给这个人。
