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女性最大的壓迫竟然來(lái)源于自己！悲觀(guān)態(tài)度是女性最大的敵人
發(fā)起人：eging3　　回復數：1　　瀏覽數：3456　　最后更新：2022/9/28 21:42:51 by nihaota

發(fā)表新帖 　帖子排序：
2017/3/15 9:46:59
eging3





角　　色：管理員
發(fā) 帖 數：1914
注冊時(shí)間：2015/7/22
女性最大的壓迫竟然來(lái)源于自己！悲觀(guān)態(tài)度是女性最大的敵人

Controversial study claims female pessimism keeps them from seeking higher salaries

女性最大的壓迫竟然來(lái)源于自己！悲觀(guān)態(tài)度是女性最大的敵人

Pessimism about their earning potential could be preventing women from pushing for higher wages or a promotion, according to a new study.

據一項最新研究顯示，對自己收入潛力的悲觀(guān)態(tài)度可能會(huì )阻止女性升職和加薪。

In turn, this could be helping to sustain the gender pay gap.

反過(guò)來(lái)，這又會(huì )導致性別收入差距繼續存在。

The study found that women tend to underestimate their earning prospects, while men often do the opposite, and researchers say it could help to explain why women are more often satisfied at work than men despite unequal pay.

該研究發(fā)現，女性?xún)A向于低估自己的收入前景，而男性則往往相反。而研究人員表示稱(chēng)，這有助于解釋為什么薪酬不平等，但是女性通常比男性對自己的工作感到更滿(mǎn)意。

In the controversial new study from the University of Bath, researchers concluded that pessimism among women could cause them to have little inclination to seek higher wages or even a better paid position.

在巴斯大學(xué)這項有爭議的新研究中，研究人員得出結論，女性的悲觀(guān)情緒可能會(huì )導致她們傾向于追求更高的工資，或者甚至薪水更多的職位。

Men, on the other hand, were found to consistently overestimate their own abilities.

而另一方面，男性則總是高估自己的能力。

The researchers analyzed the British household Panel Survey, a major longitudinal study, to track individuals’ expectations of salaries ranging from unemployment to paid employment.

研究人員們對英國家庭小組調查（一項大型縱向研究）進(jìn)行了分析，追蹤從失業(yè)人口到有償工作的人們對工資的期望。

While women tended to have lower expectations, men were more likely to feel dissatisfied when the reality didn’t match their outlooks, and consequently pursue better pay or change jobs.

他們發(fā)現女性的期望往往較低，而男性在現實(shí)不符合自己預期時(shí)更容易感到不滿(mǎn)，從而追求加薪或者換工作。

‘If low female expectations in terms of pay is fuelled by a pessimistic outlook, then even without discrimination and progression-related issues, women will continue to underestimate themselves and continue to inadvertently accept pay inequality,’ said Dr Chris Dawson, Senior Lecturer in Business Economics.

商業(yè)經(jīng)濟學(xué)高級講師克里斯·道森博士表示說(shuō)：“如果悲觀(guān)態(tài)度降低了女性對工資的預期，那么即使沒(méi)有歧視和發(fā)展相關(guān)等問(wèn)題，女性也將繼續低估她們自己，并在不知不覺(jué)間接受工資不平等?！?/font>

‘It has serious implications for policy that is trying to address the gender pay gap and suggests more needs to be done to actively advance women at work, without relying on them to self-select for promotion and senior opportunities.

“這對試圖解決性別工資差距的政策有著(zhù)嚴重的影響，并且表明需要更加積極地在工作中提升女性，而不是依靠她們自己選擇晉升機會(huì )?！?/font>

‘The takeaway message of this research is not about putting the responsibility on women, but recognising that without policy measures to address this, we run the risk of never closing the gender pay gap.’

“這項研究所傳達的意思并不是要把責任歸咎于女人身上，而是認識到如果沒(méi)有政策措施來(lái)解決這個(gè)問(wèn)題，我們就有可能永遠不能消除性別收入差距?！?/font>

The researchers say the findings shed light on the complex nature of the pay gap.

研究人員們表示稱(chēng)，這些發(fā)現揭示了工資差距的復雜本質(zhì)。

It could also help to address the ‘paradox of the contented female worker,’ which describes the phenomenon in which women are more satisfied than their male counterparts despite being paid less.

這也可以幫助說(shuō)明“女職工滿(mǎn)意悖論”——即盡管女職工工資更少，但是她們比男職工更滿(mǎn)意。

‘Whilst the role of unconscious bias in gender relations in the workplace has been well documented, this new research demonstrates the role of unconscious pessimism and passivity on the part of women,’ said Professor Veronica Hope Hailey, Dean of the University’s School of Management.

巴斯大學(xué)管理學(xué)院院長(cháng)維羅妮卡·霍普·黑利教授表示說(shuō)：“盡管職場(chǎng)性別關(guān)系無(wú)意識偏見(jiàn)的作用已經(jīng)得到了證實(shí)，但是這項新研究說(shuō)明了女性無(wú)意識悲觀(guān)和被動(dòng)性的影響?！?/font>

‘It shows the importance of people management practices that enable and encourage women to progress and recognize their value.

“它表明了人們管理的重要性——使得、并且鼓勵女性取得進(jìn)步、認識到自己的價(jià)值?！?/font>

‘The onus is on policy makers and employers to foster female talent so that initiatives to close the gender pay gap can succeed.’

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