Hall Erika V, Galinsky Adam D, Phillips Katherine W
Emory University, Atlanta, GA, USA
Columbia University, New York, NY, USA.
Pers Soc Psychol Bull. 2015 Jun;41(6):853-68. doi: 10.1177/0146167215580779. Epub 2015 Apr 6.
The current research integrates perspectives on gendered race and person-position fit to introduce the concept of a gender profile. We propose that both the "gender" of a person's biological sex and the "gender" of a person's race (Asians are perceived as feminine and Blacks as masculine) help comprise an individual's gender profile-the overall femininity or masculinity associated with their demographic characteristics. We also propose that occupational positions have gender profiles. Finally, we argue that the overall gender profile of one's demographics, rather than just one's biological sex, determines one's fit and hirability for feminine or masculine occupational roles. The current five studies establish the gender profiles of different races and sexes, and then demonstrate that individuals with feminine-typed and masculine-typed gender profiles are selected for feminine and masculine positions, respectively. These studies provide new insights on who gets ahead in different environments.
当前的研究整合了性别化种族和个人与职位匹配度的观点，以引入性别概况的概念。我们提出，一个人的生理性别“性别”以及其种族的“性别”（亚洲人被视为具有女性特质，黑人被视为具有男性特质）共同构成了一个人的性别概况——与其人口统计学特征相关的整体女性特质或男性特质。我们还提出，职业职位具有性别概况。最后，我们认为，一个人的人口统计学特征的整体性别概况，而非仅仅其生理性别，决定了其与女性或男性职业角色的匹配度和被录用的可能性。当前的五项研究确定了不同种族和性别的性别概况，然后证明具有女性化和男性化性别概况的个体分别被选入女性和男性职位。这些研究为在不同环境中谁能取得成功提供了新的见解。
