女性在智力测试中得分高者在工作中获得的帮助更少 2026年11月12日一项新研究发现，在智力测试中得分高的女性被队友视为更具敌意，获得的帮助也更少。得分高的男性则未面临此类惩罚。研究解释了其中原因。
Women who score high on intelligence tests get less help at work November 12, 2026 Women who scored high on intelligence tests were seen as more hostile by their teammates and got less help, a new study finds. High-scoring men faced no such penalty. Research explains why.
在谷歌上首选DW 高智力通常被视为职场优势。但一项新研究表明，对女性而言，高智力也可能导致同事对待她们的方式变差。
Prefer DW on Google High intelligence is usually counted as an asset at work. But a new study suggests that for women, it can also lead to worse treatment from colleagues.
在涵盖美国和中国826人的研究中，智力测试得分较高的女性被队友评价为更具敌意，获得的帮助更少，且更常遭到破坏。得分高的男性未面临此类惩罚。在其中一组中，他们甚至受到更好的对待。
Across 826 people in the United States China women who scored higher on an intelligence test were rated by their teammates as more hostile, received less help and were undermined more often. Men with high scores faced no such penalty. In one group, they were treated better.
该研究考察人们的认知能力是否影响队友对待他们的方式，以及这种影响在女性和男性之间是否存在差异。
study examined whether people's cognitive ability affects how their teammates treat them, and whether that differs between women and men.
该研究发表于今年以来，研究者Nitya Chawla表示，已有女性写信给她，称研究结果符合她们自身的职场经历。一些人告诉她，她们曾怀疑敌意是否源于自己。研究是如何进行的？有哪些局限性？
Since it was published this year, the researcher behind the study, Nitya Chawla, says, women have written to her saying the findings matched their own experience at work. Some told her they had wondered whether they were to blame for hostility. How was the study done, and what are its limits?
研究人员开展了两项研究。第一项追踪了美国一所公立大学的432名商科学生，他们以小组形式为真实机构开展咨询项目。第二项调查了在中国一家金融公司团队中工作的394名全职员工。
The researchers ran two studies. The first followed 432 business students at a US public university working in small teams on a consulting project for real organizations. The second surveyed 394 full-time employees working in teams at a financial company in China.
此处的智力是指通过雇主招聘时使用的标准化推理和解决问题测试所测量的认知能力。队友并未被告知任何人的得分。他们相互评价，几周后每个人报告自己获得了多少帮助，以及遭到破坏的频率，例如信息被隐瞒。
Intelligence here means cognitive ability measured with a standardized test of reasoning and problem-solving that employers use in hiring. Teammates were not told of anyone's scores. They rated one another, and a few weeks later each person reported how much help they had received and how often they had been undermined, for instance by having information withheld.
影响较小，且该研究显示的是关联，而非证明同事的认知导致了这种待遇。帮助与霸凌均由参与者自行报告，且研究未涉及种族或族裔因素。在学生群体中，当纳入两名得分极低的参与者后，女性与男性之间的差异不再具有统计学显著性。
The effects were small, and the study shows a link, not proof that colleagues' perceptions caused the treatment. Help and mistreatment were reported by the participants themselves, and the study did not look at race or ethnicity. In the student group, the difference between women and men was no longer statistically significant when two participants with extremely low scores were included.
智商130=天才？关于智商测试的真相 观看此视频 ，以及 为什么聪明女性在职场被视为充满敌意？
IQ 130 = Genius? The truth about IQ tests To view this video , and Why are intelligent women seen as hostile at work?
研究人员指出了社会角色理论，即人们期望男女符合传统角色：男性应表现得有能力且果断，女性应表现得温暖且支持他人。认知能力高的女性打破了这一期望，同事可能会假设她缺乏温暖。
The researchers point to social role theory, the idea that people expect men and women to fit traditional roles: men as capable and assertive, women as warm and supportive. A woman with high cognitive ability breaks that expectation, and colleagues may assume she lacks warmth.
查瓦拉对德国之声表示：“正是这种伴随智力表现而产生的自动的、隐性的假设，进而驱动了这些更消极的人际行为。”
"It's that automatic, implicit assumption that takes place alongside the presence of intelligence that then drives these more negative interpersonal behaviors " Chawla told DW.
在两个群体中，得分较高的女性被评价为更具敌意。在中国员工群体中，她们还被评价为不那么温暖。被视为更具敌意的女性报告获得的帮助较少，无论是在工作层面还是个人层面，且遭受的破坏性行为更多。
In both groups, women with higher scores were rated as more hostile. Among the employees in China, they were also rated as less warm. Women seen as more hostile reported less help, both with their work and on a personal level, and more undermining.
研究团队还核查了这些女性是否仅仅是行为表现不同。得分较高的女性被评价为略显专横，但这无法解释为何她们获得的帮助较少、遭受的霸凌更多。查瓦拉表示，研究结果指向同事的假设，而非这些女性自身的所作所为。得分高的男性是否面临同样的待遇？
The team also checked whether the women were simply behaving differently. Higher-scoring women were rated as somewhat more domineering, but that did not explain why they received less help or more mistreatment. The findings point to colleagues' assumptions, Chawla says, rather than to anything the women did. Do men with high intelligence scores face the same treatment?
并非如此。得分高的男性并未面临同样的待遇。在美国学生群体中，男性的得分对其队友如何评价或对待他没有任何影响。
No, men with high intelligence scores do not face the same treatment. Among the students in the United States, a man's score made no difference to how his teammates rated or treated him.
在中国的员工中，得分较高的男性被评价为敌意较低，获得的帮助更多，遭受虐待的频率也更低。作者认为，这两组人之间的差异可能反映了性别规范方面的文化差异，但他们并未对此进行检验。女性应该在工作中隐藏自己的智慧吗？
Among the employees in China, men with higher scores were rated as less hostile, received more help and were mistreated less often. The authors suggest the difference between the two groups may reflect cultural differences in gender norms, but they did not test this. Should women hide their intelligence at work?
Chawla 说不。她说：“那将是一个非常错误的结论。”她辩称，微小的影响依然重要，因为它们是日复一日经历的。随着时间的推移，这种待遇可能导致焦虑、自我怀疑和不归属感。她说：“这些经历和感受随着时间的推移会变得非常、非常沉重。”管理者可以针对职场性别偏见做些什么？
No, Chawla says. "That would be really the wrong conclusion to draw." Small effects still matter, she argues, because they are experienced day after day. Over time, this kind of treatment can lead to anxiety, self-doubt and a sense of not belonging. "These experiences and these feelings can become very, very burdensome over time," she said. What can managers do about gender bias at work?
Chawla 将责任归咎于职场，而非女性。她说，管理者应留意团队成员彼此相处的方式，组织应定期进行沟通，了解员工是否获得平等的支持。
Chawla puts the responsibility on workplaces rather than on women. Managers, she says, should keep track of how members of their teams treat one another, and organizations should hold regular check-ins to see whether employees are getting equal support.
她说，个人可以问自己一个简单的问题：如果那位同事是男性，他们会做出同样的反应吗？
Individuals can ask themselves a simple question, she says: would they react the same way if that colleague were a man?