基于种族和性别的歧视与自尊的维持。
Ethnicity- and sex-based discrimination and the maintenance of self-esteem.
作者信息
Lönnqvist Jan-Erik, Hennig-Schmidt Heike, Walkowitz Gari
机构信息
Swedish School of Social Science, University of Helsinki, Helsinki, Finland.
Laboratory for Experimental Economics, University of Bonn, Bonn, Germany, & University of Oslo, Oslo, Norway.
出版信息
PLoS One. 2015 May 15;10(5):e0124622. doi: 10.1371/journal.pone.0124622. eCollection 2015.
The psychological underpinnings of labor market discrimination were investigated by having participants from Israel, the West Bank and Germany (N = 205) act as employers in a stylized employment task in which they ranked, set wages, and imposed a minimum effort level on applicants. State self-esteem was measured before and after the employment task, in which applicant ethnicity and sex were salient. The applicants were real people and all behavior was monetarily incentivized. Supporting the full self-esteem hypothesis of the social identity approach, low self-esteem in women was associated with assigning higher wages to women than to men, and such behavior was related to the maintenance of self-esteem. The narrower hypothesis that successful intergroup discrimination serves to protect self-esteem received broader support. Across all participants, both ethnicity- and sex-based discrimination of out-groups were associated with the maintenance of self-esteem, with the former showing a stronger association than the latter.
通过让来自以色列、约旦河西岸和德国的参与者（N = 205）在一个程式化的就业任务中扮演雇主的角色，研究了劳动力市场歧视的心理基础。在这个任务中，他们对求职者进行排名、设定工资，并为其设定最低努力水平。在就业任务前后测量了国家自尊，在该任务中，求职者的种族和性别是显著的。求职者是真实的人，所有行为都有金钱激励。支持社会认同方法的完全自尊假设，女性的低自尊与给女性比男性更高的工资有关，这种行为与自尊的维持有关。成功的群体间歧视有助于保护自尊这一狭义假设得到了更广泛的支持。在所有参与者中，对外群体基于种族和性别的歧视都与自尊的维持有关，前者的关联比后者更强。
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