Both men and women who violate gender stereotypes incur backlashes, or penalties, for these transgressions. However, men who engage in warm, communal behaviors occasionally receive a boost (or benefit) for this female-stereotyped behavior. To understand how and why warmth and gender interact to predict backlashes or boosts, we integrate uncertainty reduction theory with the stereotype content model and examine warmth by gender interactions. In our first study (a field examination of job seekers), we find that men receive a boost in hireability (i.e., an increased likelihood of obtaining a job offer) for exhibiting gender incongruent (i.e., high) levels of warmth, but women do not receive a backlash in hireability for exhibiting gender incongruent (i.e., low) levels of warmth. In our second study (a laboratory experiment), we replicate and extend these findings by elucidating why they occur: warmth reduces relational uncertainty for male, but not female, applicants. In our third study (another laboratory experiment), we again replicate and extend our findings by identifying when these effects are stronger: in male-dominated roles. Our investigation suggests that the valence of the gender stereotype violation matters when it comes to hiring decisions. Indeed, we find that displaying warmth appears to promote, rather than impede, career outcomes for men.

中文翻译：

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反弹还是推动？温暖和性别在减少关系不确定性中的作用

违反性别陈规定型观念的男性和女性都会因这些违规行为而受到强烈抵制或惩罚。然而，从事热情、集体行为的男性偶尔会因为这种女性刻板行为而得到提升（或受益）。为了理解温暖和性别如何以及为何相互作用来预测反弹或提升，我们将不确定性减少理论与刻板印象内容模型结合起来，并通过性别相互作用来检查温暖。在我们的第一项研究（对求职者的实地调查）中，我们发现男性因表现出性别不一致（即高）的热情而提高了受聘能力（即获得工作机会的可能性增加），但女性则相反不会因为表现出性别不一致（即低水平）的热情而在招聘能力方面受到强烈反对。在我们的第二项研究（实验室实验）中，我们通过阐明其发生的原因来复制和扩展这些发现：温暖减少了男性申请人的关系不确定性，但不会减少女性申请人的关系不确定性。在我们的第三项研究（另一项实验室实验）中，我们通过确定这些影响何时更强：在男性主导的角色中，再次复制并扩展了我们的发现。我们的调查表明，性别刻板印象违规的程度在招聘决策时很重要。事实上，我们发现表现出温暖似乎可以促进而不是阻碍男性的职业成就。