Following calls for research to increase gender equality, we investigated women's intentions to pursue career opportunities, in the form of career development programs. We built on lack of fit and signaling theory to argue that women's but not men's pursuit of career opportunities would be influenced by recruiter gender and gender-stereotypical wording in recruitment advertisements. We conducted two studies in Germany. In Study 1 (video-based experiment with 329 university students), we found that when a male recruiter used stereotypically masculine compared to feminine wording, female students anticipated lower belongingness, expected lower success of an application, and indicated lower application intentions for career opportunities. These differences in female students’ evaluations disappeared when the recruiter was female. While Study 2 (experimental vignette study with 545 employees) replicates the negative effects of masculine wording for female employees; the buffering effect of female recruiters was only replicated for younger, but not for older female employees. Women's anticipated belongingness mediated the relationship between advertisement wording and application intentions when the recruiter was male. Recruiter gender and wording had no effects on men. Our work contributes to a better understanding of when and why contextual characteristics in the recruitment process influence women's pursuit of career opportunities.

中文翻译：

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听起来很合适！招聘广告中的措辞和招聘人员性别通过预期归属感影响女性对职业发展计划的追求

在呼吁开展研究以提高性别平等之后，我们调查了女性以职业发展计划的形式寻求职业机会的意图。我们建立在缺乏契合和信号理论的基础上，认为女性而非男性对职业机会的追求会受到招聘广告中招聘人员性别和性别陈规定型用语的影响。我们在德国进行了两项研究。在研究 1（对 329 名大学生进行的基于视频的实验）中，我们发现当男性招聘人员使用刻板的男性化而非女性化的措辞时，女性学生预期归属感较低，预期申请成功率较低，并表示对职业机会的申请意向较低. 当招聘人员是女性时，这些女学生评价的差异就消失了。研究 2（对 545 名员工的实验性小插图研究）复制了男性用语对女性员工的负面影响；女性招聘人员的缓冲效应只对年轻女性复制，对年长女性员工则不然。当招聘人员是男性时，女性的预期归属感在广告措辞和申请意向之间的关系中起中介作用。招聘人员的性别和措辞对男性没有影响。我们的工作有助于更好地了解招聘过程中的情境特征何时以及为何会影响女性对职业机会的追求。但不适用于年长的女性员工。当招聘人员是男性时，女性的预期归属感在广告措辞和申请意向之间的关系中起中介作用。招聘人员的性别和措辞对男性没有影响。我们的工作有助于更好地了解招聘过程中的情境特征何时以及为何会影响女性对职业机会的追求。但不适用于年长的女性员工。当招聘人员是男性时，女性的预期归属感在广告措辞和申请意向之间的关系中起中介作用。招聘人员的性别和措辞对男性没有影响。我们的工作有助于更好地了解招聘过程中的情境特征何时以及为何会影响女性对职业机会的追求。