失却锋芒：父母性别偏见对女性职场表现的负面影响

doi:10.3724/SP.J.1041.2023.01148

摘要/Abstract

摘要：

父母性别偏见对女孩影响的研究多聚焦于幼儿与青少年时期家庭领域, 忽视了其对女性成年后工作领域的深远影响。基于自我概念理论, 探讨了父母性别偏见对女性职场表现的负面影响机制。基于225份多时点、多来源的数据分析结果显示: (1)父母性别偏见通过降低女性自尊加剧其职业妥协; (2)职业妥协负向影响女性工作绩效和创造力; (3)父母性别偏见依次通过自尊、职业妥协削弱女性工作绩效和创造力。研究结论从原生家庭界面拓展女性职场表现研究视角, 为识别影响女性职业选择和职场表现根源因素、促进职场性别平等和女性职业发展提供新思路。

关键词: 父母性别偏见, 自尊, 职业妥协, 工作绩效, 创造力

Abstract:

Parental gender bias is critical for the early socialization of gender inequality, and it plays a vital role in women’s personality and development. Although the labor market continues to improve and develop, women’s career development still faces obstacles from gender bias. Gender inequality at home continues to constrain gender equality at work. However, most current research about the influence of parental gender bias focuses on girls’ early childhood and adolescence, neglecting its profound effects on women in the workplace. Identifying the underlying factors that influence women’s career choices and performance is key to promoting gender equality in the workplace.

Drawing on the self-concept theory, this study aims to examine the serial mediating roles of self-esteem and career compromise in the relationship between parental gender bias and female employees’ workplace in-role performance and creativity.

We tested our hypothesis using multi-source data collected from female college students recruited from a university in northern China. We collected our data in three separate waves to reduce the impact of common method bias. In the first wave survey (Wave 1), female college students were asked to provide information on their demographics, parental gender bias, and self-esteem. Once they secured a job (Wave 2), the participants were asked to provide information on their career compromise. Three months after they were officially hired after passing the probationary period (Wave 3), female employees were asked to rate the perceived gender bias at work, and supervisors evaluated their in-role performance and creativity. Finally, we reviewed 225 valid matching questionnaires.

We used structural equation modeling in Mplus 8 for data analyses and hypotheses testings. The results showed that: (1) parental gender bias was negatively related to women’s self-esteem; (2) self-esteem was negatively related to women’s career compromise; (3) self-esteem mediated the relationship between parental gender bias and women’s career compromise; (4) career compromise was negatively related to women’s in-role performance/creativity; (5) women’s self-esteem and career compromise serially mediated the relationship between parental gender bias and in-role performance/creativity.

Our findings contribute to the current literature in several ways. First, this study focuses on the more fundamental factor of early socialization−parental gender bias, to identify antecedents that prevent women from becoming high-performing and creative employees. This temporal independence allows for a clearer causal relationship and expands the research perspective on female career development barriers. Existing literature has also emerged on the influence of parents on individuals upon entry into the workplace. Our study complements the literature on the influence of upbringing on workplace performance. Second, this study reveals that parental gender bias negatively affects women’s workplace performance through self-esteem and career compromise, and that there is no difference in the effects of fathers and mothers. In doing so, we provide a two-fold expansion and addition to the literature on the far-reaching effects of parenting styles. On the one hand, this study provides a useful addition to previous studies that have mainly focused on maternal gender bias. On the other hand, our study expands the influence of fathers’ parenting on children after they enter the workplace. Third, external (parental gender bias) and internal (self-esteem) factors are combined to identify women’s career decision- making mechanisms in response to previous scholars’ call. Furthermore, this study explores in-role performance and creativity, which are more conducive to women’s career development, enriching previous research on the negative outcomes of career compromise.

Key words: parental gender bias, self-esteem, career compromise, in-role performance, creativity

中图分类号:

B849: C93

徐敏亚, 刘贝妮, 徐振宇. (2023). 失却锋芒：父母性别偏见对女性职场表现的负面影响. 心理学报, 55(7), 1148-1159.

XU Minya, LIU Beini, XU Zhenyu. (2023). Lost radiance: Negative influence of parental gender bias on women’s workplace performance. Acta Psychologica Sinica, 55(7), 1148-1159.

图/表 4

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模型	χ²	df	CFI	TLI	RMSEA	SRMR
6因子模型	1820.52^***	1109	0.91	0.90	0.05	0.05
5因子模型	2931.27^***	1117	0.76	0.75	0.09	0.10
4因子模型	3374.14^***	1121	0.70	0.69	0.10	0.11
3因子模型	3789.38^***	1124	0.65	0.63	0.10	0.12
2因子模型	5241.30^***	1126	0.46	0.44	0.13	0.20
单因子模型	6609.94^***	1127	0.28	0.25	0.15	0.18

模型	χ²	df	CFI	TLI	RMSEA	SRMR
6因子模型	1820.52^***	1109	0.91	0.90	0.05	0.05
5因子模型	2931.27^***	1117	0.76	0.75	0.09	0.10
4因子模型	3374.14^***	1121	0.70	0.69	0.10	0.11
3因子模型	3789.38^***	1124	0.65	0.63	0.10	0.12
2因子模型	5241.30^***	1126	0.46	0.44	0.13	0.20
单因子模型	6609.94^***	1127	0.28	0.25	0.15	0.18

变量	M	SD	1	2	3	4	5	6	7	8	9	10	11	12
1. 独生子女	0.62	0.49
2. 户口类型	0.79	0.41	0.35 (0.000)
3. 母亲的教育水平	4.09	1.50	0.32 (0.000)	0.41 (0.000)
4. 母亲工作	0.90	0.30	0.16 (0.02)	0.11 (0.10)	0.16 (0.02)
5. 父亲的教育水平	4.37	1.60	0.33 (0.000)	0.34 (0.000)	0.73 (0.000)	0.13 (0.06)
6. 母亲的性别偏见	2.29	1.11	−0.05 (0.43)	−0.01 (0.92)	−0.10 (0.13)	−0.03 (0.61)	−0.04 (0.58)	(0.95)
7. 父亲的性别偏见	2.54	1.28	−0.05 (0.49)	−0.01 (0.87)	0.00 (0.99)	−0.13 (0.06)	−0.01 (0.87)	0.66 (0.000)	(0.94)
8. 自尊	4.89	1.07	0.02 (0.75)	−0.01 (0.84)	−0.02 (0.81)	0.04 (0.50)	0.02 (0.79)	−0.20 (0.003)	−0.19 (0.005)	(0.93)
9. 职业妥协	3.21	0.89	−0.02 (0.73)	0.02 (0.76)	−0.02 (0.74)	0.07 (0.29)	−0.07 (0.30)	0.27 (0.000)	0.11 (0.09)	−0.37 (0.000)	(0.91)
10. 工作中感受到的性别歧视	5.24	1.33	−0.01 (0.94)	−0.00 (0.97)	−0.04 (0.56)	−0.09 (0.18)	−0.07 (0.32)	0.12 (0.08)	0.10 (0.13)	−0.22 (0.001)	0.26 (0.000)	(0.92)
11. 工作绩效	5.05	1.03	0.04 (0.51)	0.04 (0.58)	0.01 (0.91)	0.06 (0.35)	0.04 (0.60)	−0.13 (0.06)	−0.10 (0.13)	0.54 (0.000)	−0.44 (0.000)	−0.35 (0.000)	(0.89)
12. 创造力	4.87	1.17	0.07 (0.27)	0.09 (0.17)	0.02 (0.76)	−0.00 (0.99)	0.09 (0.19)	−0.12 (0.08)	−0.11 (0.11)	0.43 (0.000)	−0.40 (0.000)	−0.29 (0.000)	0.48 (0.000)	(0.95)

变量	M	SD	1	2	3	4	5	6	7	8	9	10	11	12
1. 独生子女	0.62	0.49
2. 户口类型	0.79	0.41	0.35 (0.000)
3. 母亲的教育水平	4.09	1.50	0.32 (0.000)	0.41 (0.000)
4. 母亲工作	0.90	0.30	0.16 (0.02)	0.11 (0.10)	0.16 (0.02)
5. 父亲的教育水平	4.37	1.60	0.33 (0.000)	0.34 (0.000)	0.73 (0.000)	0.13 (0.06)
6. 母亲的性别偏见	2.29	1.11	−0.05 (0.43)	−0.01 (0.92)	−0.10 (0.13)	−0.03 (0.61)	−0.04 (0.58)	(0.95)
7. 父亲的性别偏见	2.54	1.28	−0.05 (0.49)	−0.01 (0.87)	0.00 (0.99)	−0.13 (0.06)	−0.01 (0.87)	0.66 (0.000)	(0.94)
8. 自尊	4.89	1.07	0.02 (0.75)	−0.01 (0.84)	−0.02 (0.81)	0.04 (0.50)	0.02 (0.79)	−0.20 (0.003)	−0.19 (0.005)	(0.93)
9. 职业妥协	3.21	0.89	−0.02 (0.73)	0.02 (0.76)	−0.02 (0.74)	0.07 (0.29)	−0.07 (0.30)	0.27 (0.000)	0.11 (0.09)	−0.37 (0.000)	(0.91)
10. 工作中感受到的性别歧视	5.24	1.33	−0.01 (0.94)	−0.00 (0.97)	−0.04 (0.56)	−0.09 (0.18)	−0.07 (0.32)	0.12 (0.08)	0.10 (0.13)	−0.22 (0.001)	0.26 (0.000)	(0.92)
11. 工作绩效	5.05	1.03	0.04 (0.51)	0.04 (0.58)	0.01 (0.91)	0.06 (0.35)	0.04 (0.60)	−0.13 (0.06)	−0.10 (0.13)	0.54 (0.000)	−0.44 (0.000)	−0.35 (0.000)	(0.89)
12. 创造力	4.87	1.17	0.07 (0.27)	0.09 (0.17)	0.02 (0.76)	−0.00 (0.99)	0.09 (0.19)	−0.12 (0.08)	−0.11 (0.11)	0.43 (0.000)	−0.40 (0.000)	−0.29 (0.000)	0.48 (0.000)	(0.95)

变量	自尊	职业妥协	工作绩效	创造力
独生子女	0.04	0.02	0.01	0.10
	(0.33)	(0.21)	(0.09)	(0.64)
户口类型	0.01	0.03	0.09	0.24
	(0.07)	(0.24)	(0.79)	(1.32)
母亲教育水平	−0.04	0.01	−0.01	−0.07
	(−0.76)	(0.28)	(−0.19)	(−0.87)
母亲工作	0.08	0.27	0.09	−0.06
	(0.54)	(1.44)	(0.80)	(−0.31)
父亲教育水平	0.02	−0.05	−0.01	0.05
	(0.54)	(−1.12)	(−0.28)	(0.82)
父母性别偏见	−0.16^**	0.11	0.04	0.02
	(−2.89)	(1.77)	(1.02)	(0.29)
工作中感受到的性别歧视			−0.12^**	−0.15^**
工作中感受到的性别歧视			(−2.95)	(−2.86)
自尊		−0.39^***	0.48^***	0.45^**
		(−4.06)	(5.46)	(3.45)
职业妥协			−0.28^**	−0.44^***
			(−3.44)	(−3.69)