男性在工作中夸大自己的表現(xiàn)，而女性則低估自己的表現(xiàn)

研究發(fā)現(xiàn)：男性在工作中夸大自己的表現(xiàn)，而女性則低估自己的表現(xiàn)

A new study from researchers from Harvard Business School and the Wharton School at the University of Pennsylvania sought to determine whether men or women were more likely to assess their own work positively.

來(lái)自哈佛商學(xué)院和賓夕法尼亞大學(xué)沃頓商學(xué)院的研究人員，在一項(xiàng)新研究中試圖確定男性或女性是否更有可能對(duì)自己的工作做出積極的評(píng)價(jià)。

Despite the fact that men and women performed just as well as each other on the test, women on average reported their performance as being 15 points lower on the 100-point scale than the average man.

盡管事實(shí)上男女在測(cè)試中表現(xiàn)不相上下，但女性在100分滿分的情況下平均成績(jī)比男性低15分。

“When communicating to potential employers, women systematically provide less favorable assessments of their own past performance and potential future ability than equally performing men,” the researchers wrote in the working paper distributed by the National Bureau of Economic Research.

研究人員在國(guó)家經(jīng)濟(jì)研究局(National Bureau of Economic Research)發(fā)布的工作文件中寫道：“在與潛在雇主溝通時(shí)，與表現(xiàn)相同的男性相比，女性對(duì)自己過(guò)去的表現(xiàn)和潛在未來(lái)能力的評(píng)估系統(tǒng)性地較差。”

The researchers conducted an experiment where 900 workers were asked to take a 20-question test from the Armed Services Vocational Aptitude Battery, an exam used to determine whether someone is qualified to enlist in the US Armed Forces.

研究人員進(jìn)行了一項(xiàng)實(shí)驗(yàn)，其中900名工人被要求參加一項(xiàng)由20個(gè)問(wèn)題組成的測(cè)試，測(cè)試內(nèi)容來(lái)自美國(guó)陸軍部職業(yè)能力傾向測(cè)試，這是一項(xiàng)用來(lái)決定某人是否有資格加入美國(guó)武裝部隊(duì)的測(cè)試。

Afterwards, the participants were asked to estimate how many questions they believe they answered correctly on the test and to rate their overall performance in different ways, including on a scale from 0 to 100 where a 100 indicated that they fully believed they did well on the test.

之后，參與者被要求評(píng)估他們認(rèn)為自己在測(cè)試中正確回答了多少問(wèn)題，并以不同的方式對(duì)他們的整體表現(xiàn)進(jìn)行評(píng)分，包括從0到100分，其中100分表示他們完全相信自己在測(cè)試中表現(xiàn)良好。

The researchers ruled out various possible explanations for why women were less inclined toward self-promotion. Even after some of the participants were told how well they scored on the test and how that compared to others’ scores, they still assessed themselves more poorly than men.

研究人員排除了各種可能的解釋，解釋為什么女性不太傾向于自我提升。即使在一些參與者被告知他們?cè)诳荚囍械牡梅钟卸喔?，以及與其他人的得分相比，他們對(duì)自己的評(píng)價(jià)仍然比男性差。

This, the working paper’s authors said, indicated that a gap in confidence alone did not explain the gap in self-promotion.

這份工作報(bào)告的作者說(shuō)，這表明，僅僅信心上的差距并不能解釋自我推銷上的差距。

Other additional tests the researchers performed also ruled out the possibility that men were more inclined to inflate a self-assessment because of incentives such as higher pay. Women were still more likely to rate themselves more poorly regardless of whether or not a potential employer was going to see their test results or their self-assessment.

研究人員進(jìn)行的其他附加測(cè)試也排除了一種可能性，即男性更傾向于夸大自我評(píng)估，因?yàn)樗麄兪艿搅思有降燃?lì)。無(wú)論潛在雇主是否會(huì)看到她們的測(cè)試結(jié)果或自我評(píng)估，女性仍然更有可能給自己打低分。

Among the remaining possible explanations, the researchers said that their findings could suggest that women believe that self-promotion is an inappropriate way to behave and/or that they are afraid of the possibility of backlash over being boastful about one’s abilities.

在剩下的可能解釋中，研究人員表示，他們的發(fā)現(xiàn)可能表明，女性認(rèn)為自我推銷是一種不恰當(dāng)?shù)男袨榉绞?，或者她們害怕因?yàn)榇祰u自己的能力而遭到反對(duì)。

At the same time, they also pointed to other research that showed that men are inclined to inflate their performance estimates, but that employers don’t always take this into account.

同時(shí)，他們還指出，其他研究顯示，男性傾向于夸大自己的業(yè)績(jī)預(yù)期，但雇主并不總是考慮到這一點(diǎn)。

Regardless of the reasoning behind the gender gap in self-promotion, the researchers noted that it could have serious ripple effects in women’s careers.

不管自我推銷中性別差距背后的原因是什么，研究人員指出，這可能會(huì)對(duì)女性的職業(yè)生涯產(chǎn)生嚴(yán)重的連鎖反應(yīng)。

As they note, people are often asked to rate their skills when applying to schools, interviewing for jobs or during performance reviews. As a result, they argue that many women’s disinclination to assess themselves more favorably could play into other gender gaps, such as those around education and salary.

正如他們所注意到的，人們經(jīng)常被要求在申請(qǐng)學(xué)校、面試工作或績(jī)效評(píng)估時(shí)對(duì)自己的技能進(jìn)行評(píng)估。因此，他們認(rèn)為，許多女性不愿對(duì)自己進(jìn)行更有利的評(píng)估，這可能會(huì)導(dǎo)致其他性別差距，例如教育和工資方面的差距。