Kim K Yourie, Shen Winny, Evans Rochelle, Mu Frank
Department of Psychology, University of Waterloo, 200 University Avenue West, Waterloo, ON N2L 3G1 Canada.
Schulich School of Business, York University, 111 Ian Macdonald Boulevard, Toronto, ON M3J 1P3 Canada.
J Bus Psychol. 2022;37(6):1157-1180. doi: 10.1007/s10869-022-09794-3. Epub 2022 Feb 25.
Despite demonstrating high levels of academic and professional competence, Asians are underrepresented in leadership roles in North America. The limited research on this topic has found that Asian Americans are perceived by others as poorer leaders than White Americans due to perceptions that Asians lack the ideal traits of a Western leader (i.e., agentic) relative to White Americans. However, we contend that, in addition to poorly activating ideal leader traits, Asian Americans may strongly activate ideal traits (e.g., industrious and reliable), and being seen as a good follower may pigeonhole Asian Americans in non-managerial roles. Across 4 studies, our findings generally supported our arguments regarding the activation of ideal follower traits and lack of activation of ideal leader traits for Asian American workers. However, compared to their majority group counterparts, we found some unexpected evidence for a more view of Asian Americans as leaders, which was primarily driven by the greater activation of ideal traits (i.e., industry and good citizen) among Asian American workers. Yet, we uncover an important boundary condition in that these "good follower" advantages did not accrue when observers experienced threat-revealing how the benefits of so-called positive stereotypes of Asian American workers are context dependent.
The online version contains supplementary material available at 10.1007/s10869-022-09794-3.
尽管亚洲人展现出了高水平的学术和专业能力，但在北美的领导岗位上却代表性不足。关于这一主题的有限研究发现，由于人们认为亚洲人相对于美国白人缺乏西方领导者的理想特质（即有主见），所以在他人眼中，亚裔美国人作为领导者的能力不如美国白人。然而，我们认为，除了难以展现出理想的领导者特质外，亚裔美国人可能会强烈展现出理想特质（如勤奋和可靠），而被视为优秀的追随者可能会使亚裔美国人局限于非管理岗位。在4项研究中，我们的发现总体上支持了我们关于亚裔美国员工展现出理想的追随者特质以及缺乏理想的领导者特质的观点。然而，与多数群体的同行相比，我们发现了一些意想不到的证据，表明人们对亚裔美国人作为领导者的看法更为积极，这主要是由亚裔美国员工更强烈地展现出理想特质（即勤奋和良好公民形象）所驱动的。然而，我们发现了一个重要的边界条件，即当观察者感受到威胁时，这些“优秀追随者”的优势就不复存在了，这揭示了所谓亚裔美国员工积极刻板印象的好处是如何取决于具体情境的。
在线版本包含可在10.1007/s10869-022-09794-3获取的补充材料。
