研究顯示，女性在工作中的“親和力”可能比男性更重要

研究顯示，女性在工作中的“親和力”可能比男性更重要

Worrying about what other people think at work is something women have to contend with far more than men, a small new study suggests.

一項新的小型研究表明，女性在職場中比男性更需要擔(dān)心別人的看法。

The experiment included only 32 participants, but economists in Germany say their "clear and consistent" findings are thorough evidence of a newly-identified gender discrepancy.

該實驗只有32名參與者，但德國經(jīng)濟學(xué)家表示，他們“清晰而一致”的發(fā)現(xiàn)，是新發(fā)現(xiàn)的性別差異的充分證據(jù)。

Experiments have found that when people are placed in pairs, the contributions of both male and female workers depend on how they feel about their female partner. Basically, the authors explain, in pretty much every interaction a woman has in the workplace, 'likeability' is either an asset or a hurdle.

實驗發(fā)現(xiàn)，當(dāng)人們成對放置時，男性和女性工作者的貢獻取決于他們對女性伴侶的感覺。作者解釋說，基本上，在女性在職場的幾乎每一次互動中，“親和力”要么是一種優(yōu)勢，要么是一種障礙。

For men, on the other hand, likeability matters only if they interact with the opposite sex, they add.

他們補充道:“另一方面，對于男性來說，只有與異性交往時，他們的受歡迎程度才重要。”

In all-male groups, being likeable was neither an asset nor a hurdle. In the study, male participants cooperated and coordinated to the same extent, regardless of their feelings towards one another. Only in mixed groups did they appear more sensitive to the perceptions of others.

在純男性群體中，討人喜歡既不是優(yōu)勢，也不是障礙。在這項研究中，男性參與者在同等程度上進行合作和協(xié)調(diào)，而不考慮他們對彼此的感受。只有在混合的群體中，他們對他人的看法更敏感。

As soon as one of them (or both) is a woman, however, the situation changes, the authors describe.

“然而，一旦其中一人(或兩人)是女性，情況就會改變。”作者寫道。

Then, likeability considerations become relevant, turning low likeability into a disruptive factor - in a sense an exogenous 'hurdle' - that impedes successful co-operation and reduces performance outcomes. Women always face this potential hurdle, men don't.

“然后，受歡迎程度的考慮變得相關(guān)，把低受歡迎程度變成一個破壞性因素——在某種意義上是一個外生的‘障礙’——阻礙成功的合作，降低績效結(jié)果。女人總是會面臨這個潛在的障礙，而男人不會。”

To figure this out, researchers split participants into pairs or groups to play games in which imaginary financial rewards were given for cooperation and coordination.

為了弄清楚這一點，研究人員將參與者分成兩組或兩組，讓他們玩一個游戲，在這個游戲中，合作和協(xié)調(diào)會得到假想的經(jīng)濟獎勵。

Beforehand, each participant was given a photograph of their teammates and asked to rank them based on their likeability at first sight. In a cruel twist, they were then told how they had been ranked by their teammates.

在此之前，每個參與者都拿到了一張他們隊友的照片，并被要求根據(jù)他們第一眼看到的可愛程度對他們進行排名。殘酷的是，他們被告知他們是如何被他們的隊友排名的。

During one of the games, two partners were asked to contribute up to 6 euros to a joint investment. The greedy gamble was essentially to keep more for yourself and win off of your partner's sacrifice. In the end, the authors say men gave about 4.05 euros on average, while women gave about 3.92.

在其中一場比賽中，兩名合作伙伴被要求共同出資最多6歐元。貪婪的賭博本質(zhì)上是為你自己保留更多，并從你伴侶的犧牲中獲利。研究報告的撰寫者說，最后，男性平均捐款約4.05歐元，女性捐款約3.92歐元。

Still, that was for all groups. In single sex groups, the women who didn't like their partner much contributed 30 percent less on average than those who felt some mutual affinity. For men, liking one another made little difference - the average contributions were fairly similar.

不過，這是針對所有群體的。在單性別群體中，不喜歡自己伴侶的女性比那些感覺彼此有一定親和力的女性平均貢獻少30%。對于男性來說，彼此喜歡幾乎沒有什么區(qū)別——平均貢獻相當(dāng)相似。

Only when the teams were mixed, did men begin to show some vulnerability to this factor. When mutual likeability was low, men gave 50 percent less than if it was high, while women gave only 37 percent less.

只有在男女混合的情況下，男性才開始對這種因素表現(xiàn)出一定的脆弱性。當(dāng)雙方的好感度較低時，男性給出的好感度比高時低50%，而女性僅低37%。

During another game, where players try to choose the same number - women in all-female groups were willing to gamble much less when likeability was low. Whereas men in all-male groups went 'all in' no matter what the level of likeability was.

在另一場游戲中，玩家試圖選擇相同的數(shù)字——當(dāng)受歡迎程度較低時，全女性組的女性愿意賭得少得多。而在完全由男性組成的小組中，無論受歡迎程度如何，男性都會全力以赴。

We expected that there would be a meaningful gender difference in behaviour, economist Leonie Gerhards from the University of Hamburg, Germany, told Newsweek.

德國漢堡大學(xué)的經(jīng)濟學(xué)家Leonie ger告訴《新聞周刊》的記者:“我們預(yù)計在行為上會有明顯的性別差異。”

However, we had not expected that this difference would be so stark.

“然而，我們沒想到這種差異會如此明顯。”

This isn't to say there's something intrinsically different about men and women; they could simply be living up to cultural expectations.

這并不是說男人和女人有什么本質(zhì)上的不同;他們可能只是不辜負文化期望。

Whatever the cause, the authors maintain it's a factor that has the ability to impede team cooperation, especially in all-female and mixed teams. They even go so far as to use it to explain at least a part of the gender wage gap.

不管是什么原因，作者認為這是阻礙團隊合作的一個因素，尤其是在女性和混合團隊中。他們甚至用它來解釋性別工資差距的一部分。

Aggregated over all rounds of both games and all teams, women earn on average 4.36 [percent] less than men in our experiment, the authors write.

作者寫道:“在我們的實驗中，在所有的比賽和團隊中，女性的平均收入比男性低4.36%。”

In same-sex teams, the gender pay gap is even larger and amounts to 7.75 [percent] lower earnings for women on average.

“在同性團隊中，性別收入差距甚至更大，女性的平均收入比男性低7.75%。”

Previous research in economics and social psychology has also noted important gender differences in social interactions that might play into larger injustices. Some studies suggest, for instance, that likeability and success are negatively correlated for women, a conundrum known as the 'likeability trap'.

先前在經(jīng)濟學(xué)和社會心理學(xué)方面的研究也注意到社會交往中重要的性別差異可能會導(dǎo)致更大的不公平。例如，一些研究表明，受人喜愛和成功對女性來說是負相關(guān)的，這就是所謂的“受人喜愛陷阱”。

But while it certainly seems plausible that our concern for what other people think can influence our behaviour and cooperation at work, more research will be needed before we can claim any gender discrepancies with certainty.

但是，盡管我們對他人想法的關(guān)注可能會影響我們的行為和工作中的合作，這似乎是合理的，但在我們能夠肯定地宣稱存在性別差異之前，還需要更多的研究。