Department of Management, David Eccles School of Business, University of Utah, 1645 East Campus Center Drive, Salt Lake City, UT 84112, USA.
J Pers Soc Psychol. 2011 Oct;101(4):702-15. doi: 10.1037/a0024552.
This article investigates the effect of others' prior nonprejudiced behavior on an individual's subsequent behavior. Five studies supported the hypothesis that people are more willing to express prejudiced attitudes when their group members' past behavior has established nonprejudiced credentials. Study 1a showed that participants who were told that their group was more moral than similar other groups were more willing to describe a job as better suited for Whites than for African Americans. In Study 1b, when given information on group members' prior nondiscriminatory behavior (selecting a Hispanic applicant in a prior task), participants subsequently gave more discriminatory ratings to the Hispanic applicant for a position stereotypically suited for majority members (Whites). In Study 2, moral self-concept mediated the effect of others' prior nonprejudiced actions on a participant's subsequent prejudiced behavior such that others' past nonprejudiced actions enhanced the participant's moral self-concept, and this inflated moral self-concept subsequently drove the participant's prejudiced ratings of a Hispanic applicant. In Study 3, the moderating role of identification with the credentialing group was tested. Results showed that participants expressed more prejudiced attitudes toward a Hispanic applicant when they highly identified with the group members behaving in nonprejudiced manner. In Study 4, the credentialing task was dissociated from the participants' own judgmental task, and, in addition, identification with the credentialing group was manipulated rather than measured. Consistent with prior studies, the results showed that participants who first had the opportunity to view an in-group member's nonprejudiced hiring decision were more likely to reject an African American man for a job stereotypically suited for majority members. These studies suggest a vicarious moral licensing effect.
本文研究了他人先前无偏见行为对个体后续行为的影响。五项研究支持了这样一种假设，即当人们的群体成员过去的行为已经确立了无偏见的信誉时，他们更愿意表达偏见态度。研究 1a 表明，参与者被告知他们的群体比类似的其他群体更有道德，他们更愿意描述一份工作更适合白人，而不是非裔美国人。在研究 1b 中，当参与者获得关于群体成员先前非歧视性行为的信息（在之前的任务中选择一名西班牙裔申请人）时，他们随后对西班牙裔申请人在一个典型适合多数群体成员（白人）的职位上的评价更具歧视性。在研究 2 中，道德自我概念中介了他人先前无偏见行为对参与者后续偏见行为的影响，即他人过去的无偏见行为增强了参与者的道德自我概念，而这种膨胀的道德自我概念随后驱使参与者对西班牙裔申请人的偏见评价。在研究 3 中，测试了认同认证群体的调节作用。结果表明，当参与者高度认同以无偏见方式行事的认证群体成员时，他们对西班牙裔申请人表现出更多的偏见态度。在研究 4 中，认证任务与参与者自己的判断任务分离，并且，认同认证群体是通过操纵而不是测量来实现的。与先前的研究一致，结果表明，首先有机会观察到群体成员无偏见的雇佣决策的参与者更有可能拒绝一名非裔美国人担任一个典型适合多数群体成员的工作。这些研究表明存在替代性道德许可效应。
