Abstract：
Perceptions of clothing are complex, varying across individuals, situations, cultures, and time. Although there is very little research on the topic in our field, evidence from a wide variety of other disciplines points to the importance of clothing in the workplace. In this article, we review this evidence and identify three universal and distinctive clothing characteristics at work: formality, provocativeness, and fashionability. We also identify two other categories: uniforms and religiosity of clothing, which are tied to particular social groups. Drawing on attribution theory and the stereotype content model, we provide a cohesive conceptual framework in which clothing characteristics influence observers\' perceptions of wearer\'s warmth and competence through observers\' dispositional attribution processes. These perceptions, in turn, influence facilitation behaviors, such as providing support to wearers, and harm behaviors, such as negatively biased performance appraisal. We conclude by offering suggestions for future research and implications for employees and employers with regard to managing clothing choices and avoiding potential biases. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
摘要：
对服装的认知是复杂的，因个体而异，情况,文化,和时间。尽管在我们这个领域对这个主题的研究很少，来自各种其他学科的证据表明服装在工作场所的重要性。在这篇文章中,我们回顾了这一证据，并确定了三个普遍和独特的服装特征：形式，挑衅,和时尚。我们还确定了另外两个类别：制服和服装的宗教信仰，与特定的社会群体联系在一起。借鉴归因理论和刻板印象内容模型，我们提供了一个有凝聚力的概念框架，其中服装特征通过观察者的性格归因过程影响观察者对穿着者温暖和能力的感知。这些感知，反过来,影响促进行为，例如为穿着者提供支持，和伤害行为，比如负面的绩效考核。最后，我们为未来的研究提供了建议，并在管理服装选择和避免潜在偏见方面对员工和雇主产生了影响。(PsycInfo数据库记录(c)2023年APA，保留所有权利)。
