Benevolent Sexism at Work
研究基于矛盾性别歧视理论，发现男女在职业发展经历数量上无差异，但男性经历更具挑战性且获得更多负面反馈；实验表明善意性别歧视导致男性较少给女性分配挑战性任务，这可能限制女性晋升。
The current research draws from ambivalent sexism theory to examine potential gender differences in the quantity and quality of developmental work experiences. In a sample of managers in the energy industry, men and women reported participating in a similar number of developmental experiences (with comparable levels of support), but men rated these experiences as more challenging and received more negative feedback than did women. Similarly, a sample of female managers in the health care industry reported comparable amounts, but less challenging types, of developmental experiences than their male counterparts’. The results of three complementary experiments suggest that benevolent sexism is negatively related to men’s assignment of challenging experiences to female targets but that men and women were equally likely to express interest in challenging experiences. Taken together, these results suggest that stereotype-based beliefs that women should be protected may limit women’s exposure to challenging assignments, which in turn may partially explain the underrepresentation of women at the highest levels of organizations.