同事认为你在工作中的表现怎样？如果你是女性，那你答错这个问题的概率可能是男性的3倍。

美国一项新研究表明，美国多数女性长期习惯于低估自己在老板和同事心目中的地位，这成为阻碍她们事业发展的因素之一。

新墨西哥大学的斯科特·泰勒对251名管理人员进行调查后发现，当被要求预测上司、直接领导和同事给自己的工作表现打分时，女性预测自己的表现远远不如男性好。

按照平均分来计算，总体上女性的预测与现实之间的差距比男性坏三倍。

女性并非缺乏自信

该研究发现，受调查者中女性对自己的评价比男性高，因此女性并不是缺乏自信。但女性普遍认为自己的很多能力被别人低估了，包括调查问卷中提到的沟通、冲突处理、可信度和团队合作等多方面特质。

当然，现在有一些美国公司拥有公正、透明、基于工作表现的奖励系统，从而消除了性别歧视。但在很多公司里，认为自己被低估可能会付出很高的代价。

泰勒举例说，他的一位女性朋友多年来一直低估自己在工作中的表现，为此在薪资方面损失惨重。由于她几年都没有要求加薪，最后才发现资历跟她相同甚至不如她的同事挣得比她还多。

该研究报告呼吁，如果周围女性有低估自己成就的现象存在，那么女性应该多宣传自己才能获得更公正的待遇。但最重要的还是要建立可消除性别歧视的、透明的、基于工作表现的晋升或薪资体系。

该研究报告将被提交到下月举行的美国管理学会上进行讨论。

How do your colleagues evaluate your job performance? You probably answered wrong if you were a female, and the probability is three times higher than it happens in male.

Most American females get used to undervaluing their position in the mind of their boss and colleagues, according to a new research in America. This becomes one of the major factors which block their career.

Scott Tailor, from the university of New Mexico, found that the female's prediction on themselves was not as good as male's when they were asked to predict their job performance in the mind of their boss, direct general and colleagues, according to the research on 251 administrators.

In the light of the average score, the gap between reality and prediction of female's is generally three times wider than that of male's.

Nothing to do with confidence

It showed that female respondents have a higher self-evaluation than male. So the cause is not about confidence. But it was generally accepted among them that their ability was undervalued, such as communication skill, conflicts resolution, reliability and team work.

However, some of American companies have established a fair, transparent reward system based on job performance. This system effectively avoids sexual discrimination. But you shall pay a high price for this being undervalued thought in some companies.

For example, a female friend of Tailor's has undervalued her performance for many years and she lost a lot in her salary. She has not asked for a raise for these years until she found out that her colleagues who are qualified or not qualified as her earned much more than she did.

The report claimed females need to propagandize themselves to gain a more equitable treatment if this phenomenon still existed. Above all, a promotion or salary system, which is non-sexual-discrimination, transparent and based on job performance, shall be established as soon as possible.

This report will be submitted to AMA held next month to deliberate.