Dovidio J F, Gaertner S L
Department of Psychology, Colgate University, Hamilton, NY 13346, USA.
Psychol Sci. 2000 Jul;11(4):315-9. doi: 10.1111/1467-9280.00262.
The present study investigated differences over a 10-year period in whites' self-reported racial prejudice and their bias in selection decisions involving black and white candidates for employment. We examined the hypothesis, derived from the aversive-racism framework, that although overt expressions of prejudice may decline significantly across time, subtle manifestations of bias may persist. Consistent with this hypothesis, self-reported prejudice was lower in 1998-1999 than it was in 1988-1989, and at both time periods, white participants did not discriminate against black relative to white candidates when the candidates' qualifications were clearly strong or weak, but they did discriminate when the appropriate decision was more ambiguous. Theoretical and practical implications are considered.
本研究调查了白人在10年期间自我报告的种族偏见以及他们在涉及黑人和白人求职者选拔决策中的偏见差异。我们检验了源自厌恶性种族主义框架的假设，即尽管偏见的公开表达可能会随着时间显著减少，但偏见的微妙表现可能会持续存在。与这一假设一致，1998 - 1999年自我报告的偏见低于1988 - 1989年，并且在两个时间段，当求职者的资质明显强或弱时，白人参与者相对于白人求职者没有歧视黑人求职者，但当合适的决策更模糊时，他们确实存在歧视行为。我们还考虑了理论和实践意义。
