Wiener R L, Hurt L, Russell B, Mannen K, Gasper C
Department of Psychology, Saint Louis University, MO 63103, USA.
Law Hum Behav. 1997 Feb;21(1):71-93. doi: 10.1023/a:1024818110678.
This research tests the possibility that the reasonable woman as compared to the reasonable person test of hostile work environment sexual harassment interacts with hostile and benevolent sexist beliefs and under some conditions triggers protectionist attitudes toward women who complain of sexual harassment. We administered to a sample of undergraduates the ambivalent sexism inventory along with the fact patterns in two harassment cases and asked them to make legally relevant decisions under either the reasonable woman or person standard. We found that those high in hostile sexism, and women, found more evidence of harassment. However, those high in benevolent sexism did not exhibit the hostile sexism effects. Although men were less sensitive to the reasonable woman standard than women, under some conditions the reasonable woman standard enabled both genders to find greater evidence of harassment. The results are discussed from the perspectives of law and psychology.
本研究检验了一种可能性，即与敌意工作环境性骚扰的合理人标准相比，合理女性标准与敌意和善意的性别歧视信念相互作用，并且在某些情况下会引发对投诉性骚扰的女性的保护主义态度。我们对一组本科生样本进行了矛盾性别歧视量表测试，并呈现了两个骚扰案例的事实模式，要求他们在合理女性或合理人标准下做出与法律相关的决定。我们发现，那些敌意性别歧视程度高的人以及女性，发现了更多的骚扰证据。然而，那些善意性别歧视程度高的人并未表现出敌意性别歧视的影响。尽管男性对合理女性标准的敏感度低于女性，但在某些情况下，合理女性标准使两性都能找到更多的骚扰证据。我们从法律和心理学的角度对结果进行了讨论。
