Their studies show that women who take an aggressive approach are often less likely to get ahead than those who exhibit more feminine traits. If however, they try to conform, promotion comes their way. The findings, which will dismay feminists, suggest the best way for a woman to succeed in a man’s world is to act like a lady. They tally with past research that showed women oozing with self-confidence, assertiveness and other characteristics linked with successful management can be side-lined at work in favour of meeker types. It is thought that while such traits are highly-prized in men, go-getting women are penalised for not being feminine enough and are seen as less likeable.
都說女強(qiáng)人“不是男人，勝似男人”，然而職場上能“頂半邊天”的女強(qiáng)人們倘若希望能在工作崗位上成功晉升都需要一些什么條件呢？殘酷的職場淘汰環(huán)境讓女人們工作中“不再可愛”了，似乎“男性化”的女職場白領(lǐng)更能占有一席之地。事實(shí)真的如此嗎？有研究稱，女性倘若真的想在工作中超過男同事，她所要展現(xiàn)的不是她男性化的一面，而是把她的“女人味”盡可能發(fā)揮出來。此外，其他所謂職場白領(lǐng)的必備素質(zhì)，比如：自信、有魄力等等對(duì)于女白領(lǐng)來說都是次要條件。真正有女人味、人見人愛的女白領(lǐng)更能在職場生涯中獲得成功！
The study asked 80 young men and women about their personality while they studied for a master’s degree in business administration. Eight years later, the researchers got back in touch to find out how their careers were progressing and found that ‘macho’ women who took an aggressive approach had been promoted less than more feminine sorts. The bossy women who made a conscious effort not to appear too threatening by ‘self-monitoring’ their behaviour had done better than those who had carried on regardless.
研究者通過對(duì)80名年輕職場男女白領(lǐng)為其8年的研究調(diào)查，這80位男女白領(lǐng)都在進(jìn)修經(jīng)濟(jì)碩士，期間，研究者通過對(duì)他們的性格研究后發(fā)現(xiàn)，性格開朗、比較“女性化”有女人味的女性白領(lǐng)相對(duì)其他人在職場上的進(jìn)步最為顯著。能夠切身處地考慮到下屬員工的心情，并不是處處刁難監(jiān)視員工的女老板更討人喜歡！
Some had been promoted five times, others just once or twice, a journal published by the British Psychological Society reports. Self-awareness – or the lack of it – did not affect the fledgling careers of men, the research from George Mason University in Virginia found. A previous U.S. study found that pushy women job applicants were the least likely candidates to be employed. Dr Olivia O’Neill, who carried out the latest piece of research, advises assertive women to pick and choose when to be forceful. She said: ‘If they are seen to behave in a stereotypically male way, they may damage their chances of promotion, even if these traits are synonymous with successful managers.’
據(jù)調(diào)查，這些討人喜歡的女老板在8年內(nèi)，獲得5次晉升機(jī)會(huì)，而其他人則是1次到2次機(jī)會(huì)。這項(xiàng)研究調(diào)查已經(jīng)發(fā)表在《英國心理社會(huì)》期刊上。通常情況，許多用人單位強(qiáng)調(diào)“自我意識(shí)”，但是這種自我意識(shí)并不能充分體現(xiàn)在晉升機(jī)會(huì)的分配上。此外，一項(xiàng)很久以前的調(diào)查發(fā)現(xiàn)，咄咄逼人、或者說是“特別厲害”的女求職者往往得不到用人單位的喜歡，得到聘用的幾率幾乎為0！專家Dr Olivia O’Neill說：“我建議有強(qiáng)烈事業(yè)心的女性朋友們，稍微學(xué)會(huì)選擇時(shí)機(jī)還表現(xiàn)自己的能力，不要時(shí)時(shí)刻刻表現(xiàn)出特別干練、厲害的樣子。如果她們表現(xiàn)得太過于男性化，那么老板們會(huì)感到自己受到威脅，不會(huì)選擇雇傭你的。”
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