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551本文基于2011—2021 年A股上市公司的企业微观数据，探讨了企业数智化进程对女性领导任用的影响及作用机制。研究结果表明：（1）企业数智化进程对女性领导任用起抑制作用。（2）这种作用主要来源于职业发展中的“不公正”导致的性别数字鸿沟。女性在早期职业发展中更少地从事研发和技术岗位，导致其数字技能和技术背景的缺乏，进而造成了在企业数智化情境下领导选拔任用的劣势。（3）对女性和领导角色认知冲突导致的“偏见”并不是导致女性领导任用机会减少的直接原因；数字技术带来的性别差异的消弭以及女性性别技能优势并没有起到提升企业女性领导比例的作用。研究结论揭示了数字智能化进程中男性与女性领导任用差异的原因，为推动男女领导力平权提供了重要启示。
差异、偏见还是不公：企业数智化对女性领导任用的影响研究
摘要
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段瑞焜, 吴以琪. 差异、偏见还是不公：企业数智化对女性领导任用的影响研究[J]. 外国经济与管理, 2024, 46(10): 39-54.
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