Department of Psychology, University of Cologne.
Department of Psychology, Yale University.
J Exp Psychol Gen. 2019 May;148(5):824-844. doi: 10.1037/xge0000473. Epub 2018 Jul 23.
What do people value about a creation: the idea behind it or the labor needed for its implementation? Recent developmental research suggests that children by the age of 6 begin to value ideas over labor. Yet, much less is known about whether adults similarly attribute a higher value to ideas and idea givers than to labor and idea executors. In seven studies (N = 1,463), we explored the relative valuation of ideas versus labor in adults, its mechanisms and boundary conditions. Participants learned about an idea giver and a laborer who collaborated to create a product and indicated who deserves ownership and monetary compensation for the product. Contrary to what has been reported for children, Studies 1a-1c found that participants valued the contribution of the laborer more than the contribution of the idea giver. This labor-valuation effect emerged even when participants themselves were idea givers (Study 1b), and it was replicated across different populations (including legal professionals, Study 1c) and contexts (e.g., art works and businesses, Study 2). Studies 3a and 3b established perceived effort as a central psychological process behind the labor-valuation effect. Finally, Study 4 extended the effect to the realm of praise and blame judgments, showing that laborers receive more praise for positive outcomes, but less blame for negative outcomes, relative to idea givers. The current findings may provide a useful framework for understanding the role of effort in lay people's valuation of ideas and labor, thereby bridging research on creativity, effort, and valuation judgments. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
它背后的想法还是实现它所需的劳动？最近的发展研究表明，儿童在 6 岁左右开始重视想法而不是劳动。然而，对于成年人是否同样认为想法和想法提供者比劳动和想法执行者更有价值，人们知之甚少。在七项研究中（N=1463），我们探讨了成年人对想法和劳动的相对价值评估、其机制和边界条件。参与者了解了一个想法提供者和一个劳动者，他们合作创造了一个产品，并为产品的所有权和金钱补偿指明了归属。与儿童的报告相反，研究 1a-1c 发现，参与者更看重劳动者的贡献，而不是想法提供者的贡献。即使参与者自己是想法提供者（研究 1b），这种劳动评估效应也会出现，而且在不同的人群（包括法律专业人士，研究 1c）和情境（例如，艺术作品和企业，研究 2）中也得到了复制。研究 3a 和 3b 确定了感知努力是劳动评估效应背后的核心心理过程。最后，研究 4 将该效应扩展到赞扬和责备判断的领域，表明劳动者在积极的结果中会得到更多的赞扬，而在消极的结果中会得到更少的责备，相对于想法提供者。目前的研究结果可能为理解努力在人们对想法和劳动的评价中的作用提供了一个有用的框架，从而弥合了创造力、努力和评价判断的研究。（APA，2019，所有权利保留）。
