吴欣桐^1;2;陈劲^1;3;梅亮^1;3;梁琳^1;2

• 1:清华大学 技术创新研究中心，北京 100084
• 2:西南石油大学 经济管理学院，四川 成都 610500
• 3:清华大学 经济管理学院，北京 100084

摘要(Abstract)：

创新驱动实质上是人才驱动，在激烈的国际竞争中，“惟创新者进、惟创新者强、惟创新者胜”。女性创新者作为技术创新工作中的重要一极，是创新驱动的不竭动力。理论上，刻板印象所构建出的女性预设形象让女性在创新活动中会面临刻板印象威胁。在分析女性创新者身份不一致、匹配度与合法性的丧失、女性创新者能力认知、认可与晋升劣势、技术创新团队氛围等刻板印象溯因的基础上，提出了“女性刻板印象与女性刻板印象威胁之间的非必然性”。技术创新的容错倾向、协同创新、技术创新风险的防御性保障、多身份调节和转换能够干预女性刻板印象威胁，甚至使之成为女性创新者的发展机会和有利条件，从而让晦涩不清的、在迷雾中探索的“女性创新者”进入研究视野。以此从平等、关怀和共同发展的层面上重构有关创新者的理论研究成果并增加创新理论的人文观。

关键词(KeyWords)： 技术创新;刻板印象;女性创新者

Abstract:

Keywords:

基金项目(Foundation): 国家自然科学基金重点项目（U160120282）；国家社会科学基金重点项目（15AZD005）

作者(Authors): 吴欣桐^1;2;陈劲^1;3;梅亮^1;3;梁琳^1;2

DOI: 10.16538/j.cnki.fem.2017.11.004

参考文献(References)：

• [1] 王沛, 陈学锋. 刻板印象的意识性抑制[J]. 心理学报, 2003,(3): 358-361.
  [2] 王沛. 内隐刻板印象研究综述[J]. 心理科学进展, 2002,(1): 97-101.
  [3] 叶文振, 刘建华, 杜鹃, 等. 中国女性的社会地位及其影响因素[J]. 人口学刊, 2003,(5): 22-28.
  [4] 徐大真. 性别刻板印象之性别效应研究[J]. 心理科学, 2003,(4): 741-742.
  [5] 秦启文, 余华. 性别角色刻板印象的调查[J]. 心理科学, 2001,(5): 593-594.
  [6] 梅亮, 陈劲. 负责任创新: 时域视角的概念、框架与政策启示[J]. 科学学与科学技术管理, 2016,(5): 17-23.
  [7] 梅亮, 陈劲. 责任式创新: 源起、归因解析与理论框架[J]. 管理世界, 2015,(8): 39-57.
  [8] 白新文, 王二平, 周莹等. 团队作业与团队互动两类共享心智模型的发展特征[J]. 心理学报, 2006,(4): 598-606.
  [9] Ansari S, Reinecke J, Spaan A. How are practices made to vary? Managing practice adaptation in a multinational corporation[J]. Organization Studies, 2014, 35(9): 1313-1341.
  [10] Bell A E, Spencer S J, Iserman E, et al. Stereotype threat and women's performance in engineering[J]. Journal of Engineering Education, 2003, 92(4): 307-312.
  [11] Biernat M, Fuegen K. Shifting standards and the evaluation of competence: Complexity in gender-based judgment and decision making[J]. Journal of Social Issues, 2001, 57(4): 707-724.
  [12] Biernat M, Sesko A K. Evaluating the contributions of members of mixed-sex work teams: Race and gender matter[J]. Journal of Experimental Social Psychology, 2013, 49(3): 471-476.
  [13] Brescoll V L, Dawson E, Uhlmann E L. Hard won and easily lost: The fragile status of leaders in gender-stereotype-incongruent occupations[J]. Psychological Science, 2010, 21(11): 1640-1642.
  [14] Brescoll V L, Uhlmann E L. Can an angry woman get ahead? Status conferral, gender, and expression of emotion in the workplace[J]. Psychological Science, 2008, 19(3): 268-275.
  [15] Brescoll V L. Who takes the floor and why: Gender, power, and volubility in organizations[J]. Administrative Science Quarterly, 2011, 56(4): 622-641.
  [16] Carr P B, Steele C M. Stereotype threat affects financial decision making[J]. Psychological Science, 2010, 21(10): 1411-1416.
  [17] Carr P B, Steele C M. Stereotype threat and inflexible perseverance in problem solving[J]. Journal of Experimental Social Psychology, 2009, 45(4): 853-859.
  [18] Cohen G L, Garcia J. Identity, belonging, and achievement: A model, interventions, implications[J]. Current Directions in Psychological Science, 2008, 17(6): 365-369.
  [19] DiTomaso N, Post C, Smith D R, et al. Effects of structural position on allocation and evaluation decisions for scientists and engineers in industrial R&D[J]. Administrative Science Quarterly, 2007, 52(2): 175-207.
  [20] Eagly A H, Karau S J. Role congruity theory of prejudice toward female leaders[J]. Psychological Review, 2002, 109(3): 573-598.
  [21] Fitzsimmons T W, Callan V J, Paulsen N. Gender disparity in the C-suite: Do male and female CEOs differ in how they reached the top?[J]. The Leadership Quarterly, 2014, 25(2): 245-266.
  [22] Foschi M. Double standards for competence: Theory and research[J]. Annual Review of Sociology, 2000, 26: 21-42.
  [23] Glick P, Fiske S T. The Ambivalence toward men inventory: Differentiating hostile and benevolent beliefs about men[J]. Psychology of Women Quarterly, 1999, 23(3): 519-536.
  [24] Good C, Aronson J, Harder J A. Problems in the pipeline: Stereotype threat and women's achievement in high-level math courses[J]. Journal of Applied Developmental Psychology, 2008, 29(1): 17-28.
  [25] Heilman M E. Description and prescription: How gender stereotypes prevent women's ascent up the organizational ladder[J]. Journal of Social Issues, 2001, 57(4): 657-674.
  [26] Heilman M E. Gender stereotypes and workplace bias[J]. Research in Organizational Behavior, 2012, 32: 113-135.
  [27] Heilman M E, Okimoto T G. Why are women penalized for success at male tasks?: The implied communality deficit[J]. Journal of Applied Psychology, 2007, 92(1): 81-92.
  [28] Heilman M E, Wallen A S, Fuchs D, et al. Penalties for success: Reactions to women who succeed at male gender-typed tasks[J]. Journal of Applied Psychology, 2004, 89(3): 416-427.
  [29] Hoyt C L, Murphy S E. Managing to clear the air: Stereotype threat, women, and leadership[J]. The Leadership Quarterly, 2016, 27(3): 387-399.
  [30] Inzlicht M, Ben-Zeev T. A threatening intellectual environment: Why females are susceptible to experiencing problem-solving deficits in the presence of males[J]. Psychological Science, 2000, 11(5): 365-371.
  [31] Johnson S K, Sitzmann T, Nguyen A T. Don't hate me because I'm beautiful: Acknowledging appearance mitigates the “beauty is beastly” effect[J]. Organizational Behavior and Human Decision Processes, 2014, 125(2): 184-192.
  [32] Joshi A, Son J, Roh H. When can women close the gap? A meta-analytic test of sex differences in performance and rewards[J]. Academy of Management Journal, 2015, 58(5): 1516-1545.
  [33] Lammers J, Galinsky A D, Gordijn E H, et al. Illegitimacy moderates the effects of power on approach[J]. Psychological Science, 2008, 19(6): 558-564.
  [34] Livingston R W, Rosette A S, Washington E F. Can an agentic black woman get ahead? The impact of race and interpersonal dominance on perceptions of female leaders[J]. Psychological Science, 2012, 23(4): 354-358.
  [35] Logel C, Walton G M, Spencer S J, et al. Interacting with sexist men triggers social identity threat among female engineers[J]. Journal of Personality and Social Psychology, 2009, 96(6): 1089-1103.
  [36] Lyness K S, Thompson D E. Climbing the corporate ladder: Do female and male executives follow the same route?[J]. Journal of Applied Psychology, 2000, 85(1): 86-101.
  [37] Marx D M, Stapel D A, Muller D. We can do it: The interplay of construal orientation and social comparisons under threat[J]. Journal of Personality and Social Psychology, 2005, 88(3): 432-446.
  [38] McGlone M S, Pfiester R A. Stereotype threat and the evaluative context of communication[J]. Journal of Language and Social Psychology, 2015, 34(2): 111-137.
  [39] Owen R, Macnaghten P, Stilgoe J. Responsible research and innovation: From science in society to science for society, with society[J]. Science and Public Policy, 2012, 39(6): 751-760.
  [40] Parks-Stamm E J, Heilman M E, Hearns K A. Motivated to penalize: Women's strategic rejection of successful women[J]. Personality and Social Psychology Bulletin, 2008, 34(2): 237-247.
  [41] Paustian-Underdahl S C, Walker L S, Woehr D J. Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators[J]. Journal of Applied Psychology,2014, 99(6): 1129-1145.
  [42] Perel M. One point of view: Corporate courage: Breaking the barrier to innovation[J]. Research-Technology Management, 2002, 45(3): 9-17.
  [43] Phelan J E, Moss-Racusin C A, Rudman L A. Competent yet out in the cold: Shifting criteria for hiring reflect backlash toward agentic women[J]. Psychology of Women Quarterly, 2008, 32(4): 406-413.
  [44] Purdie-Vaughns V, Steele C M, Davies P G, et al. Social identity contingencies: How diversity cues signal threat or safety for African Americans in mainstream institutions[J]. Journal of Personality and Social Psychology, 2008, 94(4): 615-630.
  [45] Rudman L A, Glick P. Prescriptive gender stereotypes and backlash toward agentic women[J]. Journal of Social Issues, 2001, 57(4): 743-762.
  [46] Rudman L A, Kilianski S E. Implicit and explicit attitudes toward female authority[J]. Personality and Social Psychology Bulletin, 2000, 26(11): 1315-1328.
  [47] Rudman L A, Moss-Racusin C A, Phelan J E, et al. Status incongruity and backlash effects: Defending the gender hierarchy motivates prejudice against female leaders[J]. Journal of Experimental Social Psychology, 2012, 48(1): 165-179.
  [48] Rudman L A, Phelan J E. Backlash effects for disconfirming gender stereotypes in organizations[J]. Research in Organizational Behavior, 2008, 28: 61-79.
  [49] Ryan M K, Haslam S A. The glass cliff: Evidence that women are over‐represented in precarious leadership positions[J]. British Journal of Management, 2005, 16(2): 81-90.
  [50] Schmader T. Gender identification moderates stereotype threat effects on women's math performance[J]. Journal of Experimental Social Psychology, 2002, 38(2): 194-201.
  [51] Shapiro J R, Neuberg S L. From stereotype threat to stereotype threats: Implications of a multi-threat framework for causes, moderators, mediators, consequences, and interventions[J]. Personality and Social Psychology Review, 2007, 11(2): 107-130.
  [52] Shapiro J R, Williams A M. The role of stereotype threats in undermining girls' and women's performance and interest in STEM fields[J]. Sex Roles, 2012, 66(3-4): 175-183.
  [53] Smith P K, Jost J T, Vijay R. Legitimacy crisis? Behavioral approach and inhibition when power differences are left unexplained[J]. Social Justice Research, 2008, 21(3): 358-376.
  [54] Steele J R, Ambady N. “Math is Hard!” The effect of gender priming on women's attitudes[J]. Journal of Experimental Social Psychology, 2006, 42(4): 428-436.
  [55] Vial A C, Napier J L, Brescoll V L. A bed of thorns: Female leaders and the self-reinforcing cycle of illegitimacy[J]. The Leadership Quarterly, 2016, 27(3): 400-414.
  [56] Walton G M, Cohen G L. A question of belonging: race, social fit, and achievement[J]. Journal of Personality and Social Psychology, 2007, 92(1): 82-96.