In this research, we test the hypothesis that promotion-focused eagerness does not yield the same evaluative benefits in the workplace for women as it does for men. Regulatory focus theory suggests that promotion-focused eagerness potentially casts a person in a favorable light in the eyes of superiors. Nevertheless, we propose that promotion-focused eagerness violates the prescriptive gender-stereotypical expectations that people have of women. The gender deviance (i.e., not acting in line with gender expectations) that occurs when a woman is promotion-focused causes this woman to pay a “gender tax” that a promotion-focused man does not pay. First, we conducted two experiments wherein managers (N = 127) or students (N = 236) evaluated qualified fictional job applicants: in both experiments, compared with an identical male applicant, the promotion-focused female job applicant was valued less, as evidenced by a lower starting salary offer. Second, in a dyadic study (N = 474 dyads), male employees' promotion focus was positively associated with their manager's evaluations of them, whereas female employees' promotion focus was not. Our results show that promotion-focused women are not valued as positively as their male counterparts.

中文翻译：

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男性比女性更重视晋升重点

在这项研究中，我们检验了这样一个假设：在工作场所，以升职为中心的渴望不会为女性带来与男性相同的评价效益。监管焦点理论表明，以晋升为中心的渴望可能会使一个人在上级眼中处于有利地位。尽管如此，我们认为，以晋升为中心的渴望违反了人们对女性的规定性性别陈规定型期望。当女性注重晋升时发生的性别偏差（即行为不符合性别期望）导致该女性缴纳“性别税”，而注重晋升的男性则不缴纳。首先，我们进行了两项实验，其中经理（N  = 127）或学生（N  = 236）评估合格的虚构求职者：在这两个实验中，与相同的男性求职者相比，注重晋升的女性求职者的价值较低，有证据表明通过较低的起薪。其次，在一项二元研究（N  = 474 组）中，男性员工的晋升重点与其经理对他们的评价呈正相关，而女性员工的晋升重点则不然。我们的结果表明，注重晋升的女性不像男性同事那样受到积极的重视。