Brief AP, Dietz J, Cohen RR, Pugh SD, Vaslow JB
A. B. Freeman School of Business and Department of Psychology, Tulane University
Organ Behav Hum Decis Process. 2000 Jan;81(1):72-97. doi: 10.1006/obhd.1999.2867.
In two experiments, we investigated the effects of prejudice (in the form of modern racism) and business justifications by authority figures (i.e., organizational superiors) to discriminate against minorities (Blacks in our research) in hiring situations. As expected, business justifications by legitimate authority figures led to participants' obedience in the form of discrimination relative to a no-justification condition and, in the second experiment, also relative to a condition in which the business justification came from an illegitimate authority figure. Moreover, in both experiments, as expected, modern racism did not have a main effect on discrimination, but interacted with business justifications such that modern racism predicted discrimination when a legitimate authority figure provided a business-related justification for such discrimination but not in the absence of such a justification. These results are discussed in terms of their theoretical implications for understanding prejudice and obedience to authority in organizations and in terms of their practical implications for addressing the problem of discrimination in the workplace. Copyright 2000 Academic Press.
在两项实验中，我们研究了偏见（以现代种族主义的形式）以及权威人物（即组织上级）给出的商业理由对在招聘情境中歧视少数群体（我们研究中的黑人）的影响。不出所料，合法权威人物给出的商业理由导致参与者以歧视的形式服从，相对于无理由的情况而言，并且在第二项实验中，相对于商业理由来自非法权威人物的情况而言也是如此。此外，在两项实验中，不出所料，现代种族主义对歧视没有主效应，但与商业理由相互作用，使得当合法权威人物为这种歧视提供与商业相关的理由时，现代种族主义预示着歧视，而在没有这种理由的情况下则不然。我们从这些结果对理解组织中的偏见和对权威的服从的理论意义以及对解决工作场所歧视问题的实际意义方面进行了讨论。版权所有2000年学术出版社。
