You might think that good-looking men have every advantage in life.
你可能會(huì)認(rèn)為長(zhǎng)相英俊帥氣的男人在生活中有著天生的優(yōu)勢(shì)。

But a new study suggests being handsome may not always work in a man's favour – at least when it comes to his career.
但一項(xiàng)新的研究表明，美貌并不總是放之四海而皆準(zhǔn)的標(biāo)桿，至少在找工作時(shí)，美貌卻并不一定能幫得上忙。

The research claims that attractive men are less likely to be given a job in a competitive workplace because they intimidate bosses.
長(zhǎng)相英俊的男性在競(jìng)爭(zhēng)激烈的職場(chǎng)中成功面試得到一份工作的可能性不是很大，因?yàn)樗麄儗?duì)老板而言是另一種威脅。

'It's not always an advantage to be pretty,' says Marko Pitesa, an assistant professor at the University of Maryland. 'It can backfire if you are perceived as a threat.'
“美貌并不總占優(yōu)勢(shì)，如果老板認(rèn)為你對(duì)他是另一種威脅的話，可能會(huì)起到適得其反的作用，”馬里蘭大學(xué)的助理教授說(shuō)。

Interestingly, in Pitesa's study, it was male attractiveness in particular, rather than female beauty, that made the most difference.
有意思的是，他的這項(xiàng)研究針對(duì)的不是女性美，而是重點(diǎn)對(duì)英俊帥氣的男性長(zhǎng)相專門做了研究。

If the interviewer expected to work with the candidate as part of a team, then he preferred good-looking men.
如果面試官期望面試的人為工作團(tuán)隊(duì)貢獻(xiàn)一份力量的話，那么，他比較青睞俊男帥哥們。

However, if the interviewer saw the candidate as a potential competitor, the interviewer discriminated in favour of unattractive men.
不過(guò)，如果面試官把面試的人看作是一個(gè)潛在的競(jìng)爭(zhēng)對(duì)手的話，面試官偏袒長(zhǎng)相不出眾的人。

In the first experiment, 241 adults were asked to evaluate fictional job candidates based on fake qualifications and experience, in an online setting.
在第一個(gè)實(shí)驗(yàn)中，做了一些假的資歷和經(jīng)驗(yàn)簡(jiǎn)歷，要求對(duì)241名成人假求職者在網(wǎng)上進(jìn)行評(píng)估和判斷。

Men evaluated men and women evaluated women. Interviewers were primed to either think of the candidate as a future co-operator or competitor, and they were given a computer-generated headshot that was either attractive or unattractive.
男性評(píng)男性，女性評(píng)女性。面試官把有些面試人看作是未來(lái)的合作人，把有些面試人看作是競(jìng)爭(zhēng)對(duì)手，他們用電腦生成頭像，把頭像分為英俊帥氣和沒(méi)有吸引力兩類。

'Kind of attractive and average, maybe slightly below average,' Pitesa clarifies - no supermodels.
把長(zhǎng)相分為長(zhǎng)相帥氣、長(zhǎng)相一般、長(zhǎng)相丑這三類，這些人的長(zhǎng)相中沒(méi)有超模長(zhǎng)相的人。

A second experiment involved 92 people in a lab. They were asked to evaluate future competitors or partners in a quiz game, based on credentials that included sample quiz answers, and they saw similar headshots.
在實(shí)驗(yàn)室對(duì)92人做了第二個(gè)實(shí)驗(yàn)：在問(wèn)答游戲中，讓他們根據(jù)個(gè)人簡(jiǎn)歷、測(cè)驗(yàn)答案、個(gè)人頭像，來(lái)評(píng)估哪些人屬于未來(lái)的競(jìng)爭(zhēng)對(duì)手類哪些人屬于合作伙伴類。

The patterns of discrimination based on perceived self-interest was the same.
我們都是從自我感知這個(gè)角度而產(chǎn)生歧視。

Another test opened up to include men interviewing women and women interviewing men.
還做了另外一項(xiàng)測(cè)試：男性面試女性，女性面試男性。

There was still a preference to cooperate with the attractive man and compete against the unattractive man.
和長(zhǎng)相沒(méi)有吸引力的人相比，我們更愿意和長(zhǎng)相好看的人合作。

A final experiment used photographs of actual European business school students, vetted for attractiveness, and found the same pattern.
使用歐洲商學(xué)院學(xué)生的照片做了最后一個(gè)實(shí)驗(yàn)，都在同一個(gè)模式下從長(zhǎng)相方面加以判斷。

The results suggest that interviewers were not blinded by beauty, and instead calculated which candidate would further their own career.
結(jié)果表明，面試官并沒(méi)有被美貌迷惑雙眼，而是衡量哪位面試人會(huì)在自己的職業(yè)生涯中有進(jìn)一步的發(fā)展。

'The dominant theoretical perspective in the social sciences for several decades has been that biases and discrimination are caused by irrational prejudice,' Pitesa says.
社會(huì)科學(xué)的主導(dǎo)理論視角幾十年來(lái)一直都因非理性的主觀偏見(jiàn)看法而存在偏見(jiàn)和歧視?！?/div>

'The way we explain it here, pretty men just seem more competent, so it is actually subjectively rational to discriminate for or against them.'
“我們?cè)谶@里要解釋的是帥氣英俊的男人看起來(lái)能力更強(qiáng)，這樣的看法實(shí)際上是對(duì)歧視或攻擊帥男們的主觀理性的體現(xiàn)。”

On a deeper level, she adds, the behaviour remains irrational, since there's no evidence that a real link exists between looks and competence.
在更深層面的意義上，這種主觀行為是屬于非理性的，因?yàn)闆](méi)有證據(jù)證明外表和能力之間真的有聯(lián)系關(guān)系。