Harrison David A, Kravitz David A, Mayer David M, Leslie Lisa M, Lev-Arey Dalit
Department of Management and Organization, Smeal College of Business, Pennsylvania State University, University Park, PA, USA.
J Appl Psychol. 2006 Sep;91(5):1013-36. doi: 10.1037/0021-9010.91.5.1013.
Affirmative action programs (AAPs) are controversial employment policies in the United States and elsewhere. A large body of evidence about attitudinal reactions to AAPs in employment has accumulated over 35 years: at least 126 independent samples involving 29,000 people. However, findings are not firmly established or integrated. In the current article, the authors summarize and meta-analytically estimate relationships of AAP attitudes with (a) structural features of such programs, (b) perceiver demographic and psychological characteristics, (c) interactions of structural features with perceiver characteristics, and (d) presentation of AAP details to perceivers, including justification of the AAP. Results are generally consistent with predictions derived from self-interest considerations, organizational justice theory, and racism theories. They also suggest practical ways in which AAPs might be designed and communicated to employees to reduce attitudinal resistance.
平权行动计划在美国及其他地区都是颇具争议的就业政策。35年来，积累了大量关于就业中对平权行动计划态度反应的证据：至少有126个涉及29000人的独立样本。然而，研究结果并未得到确凿确立或整合。在当前这篇文章中，作者总结并通过元分析估计了平权行动态度与以下因素的关系：(a) 此类计划的结构特征；(b) 感知者的人口统计学和心理特征；(c) 结构特征与感知者特征的相互作用；以及(d) 向感知者呈现平权行动细节，包括平权行动计划的正当理由。结果总体上与基于自身利益考量、组织公正理论和种族主义理论得出的预测一致。它们还提出了一些切实可行的方法，可据此设计平权行动计划并向员工传达，以减少态度上的抵触。
