中文摘要
我们通过多项研究考察在接受绩效反馈的偏好上是否存在性别差异。我们改变了反馈情境的诸多特征:绩效任务是认知测验还是模拟面试、反馈是客观的还是主观的,以及反馈提供者是否可能基于性别进行歧视。与以往研究一致,我们发现女性对自身绩效的乐观程度低于男性,且平均而言,越乐观的个体对反馈的需求越大。文献中已有假设认为,这类结果意味着女性会比男性更倾向于回避绩效反馈。而且,当我们对来自相似人群的参与者进行调查时,他们也预期女性对反馈的需求率会低于男性。然而,在我们两项采用真实激励的研究中,我们发现女性接受绩效反馈的意愿并不低于男性。这些结果能否以及如何推广到更广泛的情境——尤其是包含更多社会因素的情境,是未来研究的重要问题。
Abstract
Across multiple studies, we investigate whether there are gender differences in preferences for receiving performance feedback. We vary many features of the feedback context: whether the performance task is a cognitive test or a mock interview, the feedback is objective or subjective, and it is possible for the provider of the feedback to discriminate on the basis of gender. Consistent with past work, we find that women are less optimistic about their performance than men and that, on average, more optimistic individuals have greater demand for feedback. Results like these have been hypothesized in the literature to imply that women will shy away from performance feedback more so than men. And, when we survey participants from a similar population, they also anticipate that women will demand feedback at lower rates than men. Yet, across our two incentivized studies, we find that women are no less eager to receive performance feedback than men. Understanding whether and how these results might generalize to broader contexts, particularly those with more social factors, is an important question for future work.