Microinclusions: Treating women as respected work partners increases a sense of fit in technology companies.
Microinclusions: Treating women as respected work partners increases a sense of fit in technology companies.
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微观包容性：将女性视为受人尊敬的工作伙伴可以增强科技公司的融入感。
DOI：
10.1037/pspi0000430
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发表时间：
2023
影响因子：
7.6
通讯作者：
Walton, Gregory M.
中科院分区：
文献类型：
--
作者：
Muragishi, Gregg A.;Aguilar, Lauren;Carr, Priyanka B.;Walton, Gregory M.
当人们进入新的工作环境时，我们的理论是，他们很容易受到质疑，他们的接受方式是否会让他们为共同的目标做出贡献。如果是这样的话，澄清别人对自我的立场的治疗，我们称之为微包含，传达了对自己贡献的接受和支持，可能会增强适合感。此外，在技术背景下研究这个问题时，我们的理论是，这种微包容可能对女性特别有影响，对她们来说，代表性不足和负面刻板印象使做出贡献的机会特别令人担忧。四个初步实验(N=1,861，STEM中的N名女性=1,430)验证了这一理论。在实验1中，一家大型科技公司的男性和女性都希望更适合被描述为微内含物的工作组，但这种影响对女性的影响最大。实验2-4在考虑从事技术工作的女性科学、技术、工程和数学(STEM)专业人员和大学生中重复了这一效应，并表明女性预期的契合度超出了社交温暖待遇(实验2)；当微包容来自男性时(与另一名女性相比；实验3)；甚至当观察到另一名女性接受微包容时(实验4)，女性预期的契合度更高(实验4)。微包容还增加了女性对公司的承诺(实验2和实验4)，并减少了她们预期的刻板印象威胁经验(实验3)。这项研究突显了女性在科技环境中面临的模棱两可的问题，即她们是否会得到允许她们为共同的工作目标做出贡献的方式，以及同事给予肯定这一机会的待遇的重要性。
When people enter new work settings, we theorized that they are vulnerable to questioning whether they will be received in ways that allow them to contribute to shared goals. If so, treatment that clarifies the stance that others take toward the self, which we call microinclusions, that convey a receptivity and supportiveness to one’s contributions may bolster a sense of fit. Further, in examining this question in technology contexts, we theorized that such microinclusions may be particularly impactful for women for whom underrepresentation and negative stereotypes make opportunities to contribute especially fraught. Four primary experiments (N= 1,861, N women in STEM= 1,430) tested this theorizing. In Experiment 1, both men and women at a large technology company anticipated greater fit in a work group described with microinclusions, yet this effect was greatest for women. Experiments 2–4 replicated this effect among women science, technology, engineering, and mathematics (STEM) professionals and college students considering a career in technology and showed that women’s anticipated fit arose over and beyond socially warm treatment (Experiment 2); arose more when the microinclusion came from a man (vs. another woman; Experiment 3); and arose even when observing another woman receive a microinclusion (Experiment 4). Microinclusions also increased women’s commitment to the company (Experiments 2 and 4) and reduced their anticipated experience of stereotype threat (Experiment 3). This research highlights the ambiguity women face in technology settings about whether they will be received in ways that allow them to contribute to shared work goals and the importance of treatment from coworkers that affirms this opportunity.
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DOI：
10.1073/pnas.2210704120
发表时间：
2023-06-20
影响因子：
11.1
作者：
通讯作者：
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理解表演性盟友关系：定义、前因和后果
影响因子：
4.6
作者：
Maja Kutlaca;Helena R. M. Radke
通讯作者：
Helena R. M. Radke
金融界女性的刻板印象威胁
DOI：
--
发表时间：
2015
期刊：
影响因子：
--
作者：
C. von Hippel;Denise Sekaquaptewa;Matthew Mcfarlane
通讯作者：
Matthew Mcfarlane
展示而非讲述：多元化不诚实行为危害工作中的少数族裔/族裔
影响因子：
4
作者：
Leigh S. Wilton;Ariana N. Bell;Mariam Vahradyan;Cheryl R. Kaiser
通讯作者：
Cheryl R. Kaiser
影响因子：
3.5
作者：
Carr, Priyanka B.;Walton, Gregory M.
通讯作者：
Walton, Gregory M.