本研究主要的目的在於探討決策者本身的「性別角色刻板印象」、「晉升者性別」及晉升決策的過程中是否提供「平權意識喚起」，對晉升決策的影響。研究者採用2 X 2 X 2三因子實驗設計，即以決策者「性別角色刻板印象」（高、低）、「晉升者性別」（男、女）及「平權意識喚起」（有、無）等三個獨變項，並以受試者對應徵者有關晉升決策的評量項目為依變項（評量項目：能力的評估、工作績效的表現、晉升至高階主管的可能性、共事的愉快程度、晉升至主管職位的同意程度及建議起始的薪資），探討三個獨變項對晉升決策的影響。

參與本研究之有效受試共144位(男性69名，女性75名)。研究結果發現，(一)「晉升者性別」對工作績效的表現、晉升至高階主管的可能性、晉升至主管職位的同意程度及建議起始的薪資等評量項目上沒有差異，但女性晉升者在能力的評估及共事的愉快程度上則被評量得比男性晉升者佳。（二）晉升至高階主管可能性的評量項目會受到「晉升者性別」、「性別角色刻板印象」二變項交互作用的影響而有所不同。低「性別角色刻板印象」的決策者對男女晉升者在晉升至高階主管的可能性評估沒有不同，但高「性別角色刻板印象」的決策者對女性晉升者在晉升至高階主管的可能性評估會低於男性晉升者。（三）晉升至高階主管可能性的評量項目會受到「性別角色刻板印象」、「平權意識喚起」二變項交互作用的影響而有所不同。低「性別角色刻板印象」的決策者，「平權意識喚起」的有無對晉升者晉升至高階主管的可能性評估沒有差異，但高「性別角色刻板印象」的決策者，在有「平權意識喚起」的情境下對晉升者的評估會低於沒有「平權意識喚起」的情境。

本研究最後乃針對不符合假設之結果提出討論，並提出本研究之建議，以供未來研究及企業應用之參考。

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