你可能會認(rèn)為長相英俊帥氣的男人在生活中有著天生的優(yōu)勢。但一項新的研究表明，美貌并不總是放之四海而皆準(zhǔn)的標(biāo)桿，至少在找工作時，美貌并不一定能幫得上忙。

長相英俊的男性在競爭激烈的職場中成功面試得到一份工作的可能性不是很大，因為他們對老板而言是另一種威脅。

'It's not always an advantage to be pretty,' says Marko Pitesa, an assistant professor at the University of Maryland. 'It can backfire if you are perceived as a threat.'
“美貌并不總是優(yōu)勢，如果老板認(rèn)為你對他是一種威脅的話，可能會起到適得其反的作用，”馬里蘭大學(xué)的助理教授馬克奧·皮特薩說。

Interestingly, in Pitesa's study, it was male attractiveness in particular, rather than female beauty, that made the most difference.
有意思的是，皮特薩的研究認(rèn)為，英俊帥氣的男性美會造成最大的反作用，而不是女性美。

If the interviewer expected to work with the candidate as part of a team, then he preferred good-looking men.
如果面試官期望和候選者在一個團隊工作的話，那么他比較青睞俊男帥哥們。

However, if the interviewer saw the candidate as a potential competitor, the interviewer discriminated in favour of unattractive men.
不過，如果面試官把候選者看作潛在的競爭對手的話，面試官偏袒長相不出眾的男性。

In the first experiment, 241 adults were asked to evaluate fictional job candidates based on fake qualifications and experience, in an online setting.
在第一個實驗中，241名成年人被要求在網(wǎng)上根據(jù)虛假的資歷和經(jīng)驗來評估虛構(gòu)的求職者。

Men evaluated men and women evaluated women. Interviewers were primed to either think of the candidate as a future co-operator or competitor, and they were given a computer-generated headshot that was either attractive or unattractive.
男性評男性，女性評女性。面試官們提前接到指令，要么把候選者看作是未來的合作人，要么把候選者看作是競爭對手，他們用電腦生成頭像，把頭像分為英俊帥氣和沒有吸引力兩類。

'Kind of attractive and average, maybe slightly below average,' Pitesa clarifies - no supermodels.
把長相分為長相帥氣、長相一般、長相丑這三類，這些人的長相中沒有超模長相的人。

A second experiment involved 92 people in a lab. They were asked to evaluate future competitors or partners in a quiz game, based on credentials that included sample quiz answers, and they saw similar headshots.
第二組實驗在實驗室進(jìn)行，實驗對象92人。在問答游戲中，讓他們根據(jù)個人簡歷、測驗答案、個人頭像，來評估未來的競爭對手和合作伙伴。

The patterns of discrimination based on perceived self-interest was the same.
基于自我利益的偏向模式是相同的。

Another test opened up to include men interviewing women and women interviewing men.
另外一項測試包括男性面試女性，女性面試男性。

There was still a preference to cooperate with the attractive man and compete against the unattractive man.
人們?nèi)匀粌A向于與有魅力的男人合作，與沒有魅力的男人競爭。

A final experiment used photographs of actual European business school students, vetted for attractiveness, and found the same pattern.
最后一個實驗使用了真實的歐洲商學(xué)院學(xué)生的照片，經(jīng)過吸引力測試，發(fā)現(xiàn)了相同的模式。

The results suggest that interviewers were not blinded by beauty, and instead calculated which candidate would further their own career.
結(jié)果表明，面試官并沒有被美貌迷惑雙眼，而是衡量哪位候選人會對自己的職業(yè)生涯有幫助。

'The dominant theoretical perspective in the social sciences for several decades has been that biases and discrimination are caused by irrational prejudice,' Pitesa says.
皮特薩說：“幾十年來，社會科學(xué)的主流理論觀點一直認(rèn)為，偏見和歧視是由非理性偏見造成的。”

'The way we explain it here, pretty men just seem more competent, so it is actually subjectively rational to discriminate for or against them.'
“我們在這里要解釋的是，帥氣英俊的男人看起來能力更強，這樣的看法實際上是區(qū)別對待帥哥們的主觀理性的體現(xiàn)?！?/p>

On a deeper level, she adds, the behaviour remains irrational, since there's no evidence that a real link exists between looks and competence.
她還說道，在更深層面的意義上，這種主觀行為是屬于非理性的，因為沒有證據(jù)證明外表和能力之間真的有聯(lián)系。

來源：滬江英語