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You might think that good-looking men have every advantage in life.
你可能会认为长相英俊帅气的男人在生活中有着天生的优势。
But a new study suggests being handsome may not always work in a man's favour – at least when it comes to his career.
但一项新的研究表明，美貌并不总是放之四海而皆准的标杆，至少在找工作时，美貌却并不一定能帮得上忙。
The research claims that attractive men are less likely to be given a job in a competitive workplace because they intimidate bosses.
长相英俊的男性在竞争激烈的职场中成功面试得到一份工作的可能性不是很大，因为他们对老板而言是另一种威胁。
'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.'
“美貌并不总占优势，如果老板认为你对他是另一种威胁的话，可能会起到适得其反的作用，”马里兰大学的助理教授说。
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，他的这项研究针对的不是女性美，而是重点对英俊帅气的男性长相专门做了研究。
If the interviewer expected to work with the candidate as part of a team, then he preferred good-looking men.
如果面试官期望面试的人为工作团队贡献一份力量的话，那么，他比较青睐俊男帅哥们。
However, if the interviewer saw the candidate as a potential competitor, the interviewer discriminated in favour of unattractive men.
不过，如果面试官把面试的人看作是一个潜在的竞争对手的话，面试官偏袒长相不出众的人。
In the first experiment, 241 adults were asked to evaluate fictional job candidates based on fake qualifications and experience, in an online setting.
在第一个实验中，做了一些假的资历和经验简历，要求对241名成人假求职者在网上进行评估和判断。
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.
男性评男性，女性评女性。面试官把有些面试人看作是未来的合作人，把有些面试人看作是竞争对手，他们用电脑生成头像，把头像分为英俊帅气和没有吸引力两类。
'Kind of attractive and average, maybe slightly below average,' Pitesa clarifies - no supermodels.
把长相分为长相帅气、长相一般、长相丑这三类，这些人的长相中没有超模长相的人。
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.
在实验室对92人做了第二个实验：在问答游戏中，让他们根据个人简历、测验答案、个人头像，来评估哪些人属于未来的竞争对手类哪些人属于合作伙伴类。
The patterns of discrimination based on perceived self-interest was the same.
我们都是从自我感知这个角度而产生歧视。
Another test opened up to include men interviewing women and women interviewing men.
还做了另外一项测试：男性面试女性，女性面试男性。
There was still a preference to cooperate with the attractive man and compete against the unattractive man.
和长相没有吸引力的人相比，我们更愿意和长相好看的人合作。
A final experiment used photographs of actual European business school students, vetted for attractiveness, and found the same pattern.
使用欧洲商学院学生的照片做了最后一个实验，都在同一个模式下从长相方面加以判断。
The results suggest that interviewers were not blinded by beauty, and instead calculated which candidate would further their own career.
结果表明，面试官并没有被美貌迷惑双眼，而是衡量哪位面试人会在自己的职业生涯中有进一步的发展。
'The dominant theoretical perspective in the social sciences for several decades has been that biases and discrimination are caused by irrational prejudice,' Pitesa says.
社会科学的主导理论视角几十年来一直都因非理性的主观偏见看法而存在偏见和歧视。”
'The way we explain it here, pretty men just seem more competent, so it is actually subjectively rational to discriminate for or against them.'
“我们在这里要解释的是帅气英俊的男人看起来能力更强，这样的看法实际上是对歧视或攻击帅男们的主观理性的体现。”
On a deeper level, she adds, the behaviour remains irrational, since there's no evidence that a real link exists between looks and competence.
在更深层面的意义上，这种主观行为是属于非理性的，因为没有证据证明外表和能力之间真的有联系关系。
