Marshburn Christopher K, Cochran Kevin J, Flynn Elinor, Levine Linda J
Department of Psychology, University of Kentucky, Lexington, KY, United States.
Department of Psychological Science, University of California, Irvine, Irvine, CA, United States.
Front Psychol. 2020 Nov 6;11:579884. doi: 10.3389/fpsyg.2020.579884. eCollection 2020.
The current research investigated the role that a person's race, gender, and emotional expressions play in workplace evaluations of their competence and status. Previous research demonstrates that women who express anger in the workplace are penalized, whereas men are not, and may even be rewarded. Workplace sanctions against angry women are often attributed to a backlash resulting from the violation of gender stereotypes. However, gender stereotypes may differ by race. The present study addressed this question using a between-subjects experimental design where participants ( = 630) read a vignette describing a new employee, which varied with respect to the employee's race (White, Black, Asian, and Latino/a/x), gender (male and female), and a prior emotional response (anger and sadness). Participants then evaluated the employee's competence and status. Findings revealed that men and women were both viewed as more competent when expressing anger relative to sadness, and this pattern did not differ across employee race. However, despite anger being associated with greater competence, women who violated stereotypes (i.e., expressed anger) were accorded lower status than stereotype-inconsistent (sad) men. Furthermore, exploratory analyses revealed that this pattern was consistent regardless of target and participant race. The current study replicates and extends previous research by employing an intersectional perspective and using a large, ethnically diverse sample to explore the interaction between gender and emotional expression on workplace evaluations across races.
当前的研究调查了一个人的种族、性别和情感表达在工作场所对其能力和地位的评估中所起的作用。先前的研究表明，在工作场所表达愤怒的女性会受到惩罚，而男性则不会，甚至可能会得到奖励。对愤怒女性的工作场所制裁通常归因于违反性别刻板印象所引发的强烈反应。然而，性别刻板印象可能因种族而异。本研究采用组间实验设计来解决这个问题，参与者（n = 630）阅读一篇描述新员工的短文，该短文在员工的种族（白人、黑人、亚洲人和拉丁裔/拉丁美洲人/拉丁裔）、性别（男性和女性）以及先前的情绪反应（愤怒和悲伤）方面有所不同。然后，参与者对员工的能力和地位进行评估。研究结果显示，与悲伤相比，男性和女性在表达愤怒时都被认为更有能力，而且这种模式在不同种族的员工中没有差异。然而，尽管愤怒与更高的能力相关，但违反刻板印象（即表达愤怒）的女性所获得的地位低于不符合刻板印象（悲伤）的男性。此外，探索性分析表明，无论目标和参与者的种族如何，这种模式都是一致的。本研究通过采用交叉性视角并使用一个庞大的、种族多样化的样本，来探索性别和情感表达在跨种族工作场所评估中的相互作用，从而复制并扩展了先前的研究。
