Contrary to expectations about solidarity and sisterhood between women, women managers sometimes distance themselves from junior women in the workplace when facing identity threat, that is, the feeling that one's social identity—such as race or gender—is devalued or undermined. For example, women managers might distance themselves from lower status junior women by seeing themselves as more masculine and career committed than their junior women colleagues. To advance our understanding of how to combat self‐group distancing, the present research proposed and tested whether taking the perspective of junior women would attenuate these ingroup‐distancing tendencies in women managers. Findings from a field study and an experimental study indicated that women managers reported greater self‐distancing from junior women (on masculine trait perceptions) compared to women employees. As predicted, this effect was attenuated for women managers with high levels of perspective‐taking (Study 1) and for women who were experimentally led to take the perspective of junior women (Study 2). For ratings of career commitment and support for affirmative actions, we did not replicate the self‐ingroup distancing effect reported in the literature. Theoretical and practical implications of these findings are discussed.

中文翻译：

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观点采纳在减轻女性管理者自我群体距离中的作用


与人们对女性之间团结和姐妹情谊的期望相反，女性管理者在面临身份威胁时有时会与职场中的初级女性保持距离，即感觉自己的社会身份（如种族或性别）被贬低或削弱。例如，女性经理可能会认为自己比初级女性同事更有男子气概和事业投入，从而与地位较低的初级女性保持距离。为了促进我们对如何对抗自我群体距离的理解，本研究提出并测试了从初级女性的角度出发是否会减弱女性管理者的这些内部群体距离倾向。一项实地研究和一项实验研究的结果表明，与女性员工相比，女性经理报告说，与初级女性的自我距离更大（在男性特质感知方面）。正如预测的那样，这种影响对于具有高度换位思考的女性经理（研究 1）和被实验引导采取初级女性观点的女性（研究 2）减弱。对于职业承诺和对平权行动的支持的评级，我们没有复制文献中报道的自我群体疏远效应。讨论了这些发现的理论和实践意义。