When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers

• 成果类型: Article; Proceedings Paper
• 署名作者: Lyness, Karen S.; Heilman, Madeline E.
• 署名单位: City University of New York (CUNY) System; Baruch College (CUNY); New York University
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/0021-9010.91.4.777
• 发表日期: 2006
• 页码: 777-785
• 关键词: gender bias; gender stereotypes; performance appraisal; promotion; glass ceiling

摘要

Using archival organizational data, the authors examined relationships of gender and type of position (i.e., line or staff) to performance evaluations of 448 upper-level managers, and relationships of performance evaluations to promotions during the subsequent 2 years. Consistent with the idea that there is a greater perceived lack of fit between stereotypical attributes of women and requirements of line jobs than staff jobs, women in line jobs received lower performance ratings than women in staff jobs or men in either line or staff jobs. Moreover, promoted women had received higher performance ratings than promoted men and performance ratings were more strongly related to promotions for women than men, suggesting that women were held to stricter standards for promotion.