Women’s Managerial Aspirations
研究提出管理者对女性职业动机的偏见评价模型，认为日常管理决策中分配给女性的挑战性工作、培训和发展机会较少，导致其组织发展不足，进而降低管理抱负。基于社会角色理论，在美国财富500强企业的112对上下级样本中检验。
Some authors have explained the dearth of women leaders as an “opt-out revolution”—that women today are making a choice not to aspire to leadership positions. The authors of this article present a model that tests managers’ biased evaluations of women as less career motivated as an explanation for why women have lower managerial aspirations than men. Specifically, they hypothesize that day-to-day managerial decisions involving allocating challenging work, training and development, and career encouragement mean women accrue less organizational development, and this is one explanation for their lower managerial aspirations. The authors’ model is based on social role theory and is examined in a sample of 112 supervisor–subordinate dyads at a U.S. Fortune 500 firm.