Amy J.C. Cuddy2014-02-26 4:26 PM

热情(温暖)和能力评价动力学,以及他们在组织中产生的结果。 The Dynamics of Warmth and Competence Judgments, and Their Outcomes in Organizations.

论文摘要 

两种特质-热情(温暖)和能力-决定着社会对个人和群体的评价,并且这些评价决定了人类的情感和行为。 这篇论文介绍了人们对热情(温暖)和能力进行评价的原因及结果,以及他们为什么,什么时候,如何决定了一些组织的重要且专业的结论,比如招聘,员工评估以及任务和资源的分配。 热情(温暖)和能力代表了群体印象的两个主要尺度, 对群体的印象很多是矛盾的,比如对一些群体的印象是有热情(温暖)但是没有能力(比如老人,工作的妈妈),对一些群体的印象有能力但是比较冷酷(顶尖模特,女性领导人)。 这两种矛盾的印象导致了矛盾的感情(例如:怜悯和嫉妒),并导致人们对两种群体的不同对待。 然而,人们可以通过非语言的行动巧妙地传达自己具有热情(温暖)和能力的信息,从而经营自己给同事,未来的雇主,以及可能的投资人的印象。 最后,我们讨论了将来研究的重要方向,比如调查组织和行业的热情(温暖)和能力如何被评估原因和结果。 


Abstract

Two traits-warmth and competence-govern social judgments of individuals and groups, and these judgments shape people's emotions and behaviors. This paper describes the causes and consequences of warmth and competence judgments; how, when, and why they determine significant professional and organizational outcomes, such as hiring, employee evaluation, and allocation of tasks and resources. Warmth and competence represent the central dimensions of group stereotypes, the majority of which are ambivalent-characterizing groups as warm but incompetent (e.g., older people, working mothers) or competent but cold (e.g., model minorities, female leaders), in turn eliciting ambivalent feelings (i.e., pity and envy, respectively) and actions toward members of those groups. However, through nonverbal behaviors that subtly communicate warmth and competence information, people can manage the impressions they make on colleagues, potential employers, and possible investors. Finally, we discuss important directions for future research, such as investigating the causes and consequences of how organizations and industries are evaluated on warmth and competence.


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Amy J.C. Cuddy

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