Evaluators’ fit assessments are not only influenced by applicants’ qualities, but also by stereotypes, especially in recruitment for high-status jobs in male-dominated fields. The unidimensional agentic stereotype of these work contexts signals agentic job and organizational requirements (stereotypically male qualities such as achievement orientation), although the actual requirements usually also include communality (stereotypically female qualities such as interpersonal skills). In five experiments, we investigate the relevance of perceived applicant agency for perceived applicant fit, the influence of recruitment material, contextual differences, and the role of applicant gender. Our findings indicate that perceived applicant agency drives perceived person-job and person-organization fit in strictly male stereotyped work contexts, regardless of gender, and agentic recruitment material enhances this effect. Contrasting different contexts (high- with low-status jobs and a male-dominated with a gender-balanced and female-dominated field) revealed that the relevance of perceived agency increases with perceived job status, and the relevance of perceived communality decreases with the expected share of men. Although women were perceived as highly agentic in strictly male stereotyped work contexts, their need to be perceived as agentic also was higher than for men, due to the perceived lack of fit between women and high-status jobs.

中文翻译：

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当机构“适合”时，无论性别：当工作和组织表明男性刻板印象时，申请人的看法适合

评估人员的适合性评估不仅受申请人素质的影响，还受到刻板印象的影响，尤其是在男性主导领域的高地位工作招聘中。这些工作环境的一维代理刻板印象表明代理工作和组织要求（刻板印象的男性品质，如成就取向），尽管实际要求通常还包括社区性（刻板印象的女性品质，如人际交往能力）。在五个实验中，我们调查了感知申请人代理与感知申请人契合度的相关性、招聘材料的影响、背景差异以及申请人性别的作用。我们的研究结果表明，在严格的男性刻板印象的工作环境中，感知的申请人代理驱动感知的个人工作和个人组织适合，不分性别，代理招聘材料增强了这种效果。对比不同的背景（高地位与低地位的工作以及男性主导与性别平衡和女性主导的领域）表明，感知代理的相关性随着感知的工作地位而增加，感知社区的相关性随着预期的下降而降低。男性的份额。尽管女性在严格的男性刻板印象的工作环境中被认为具有高度的代理性，但由于女性与高地位工作之间缺乏契合，她们被认为具有代理性的需求也高于男性。对比不同的背景（高地位与低地位的工作以及男性主导与性别平衡和女性主导的领域）表明，感知代理的相关性随着感知的工作地位而增加，感知社区的相关性随着预期的下降而降低。男性的份额。尽管女性在严格的男性刻板印象的工作环境中被认为具有高度的代理性，但由于女性与高地位工作之间缺乏契合，她们被认为具有代理性的需求也高于男性。对比不同的背景（高地位与低地位的工作以及男性主导与性别平衡和女性主导的领域）表明，感知代理的相关性随着感知的工作地位而增加，感知社区的相关性随着预期的下降而降低。男性的份额。尽管女性在严格的男性刻板印象的工作环境中被认为具有高度的代理性，但由于女性与高地位工作之间缺乏契合，她们被认为具有代理性的需求也高于男性。