Heilman M E, Battle W S, Keller C E, Lee R A
Department of Psychology, New York University, New York 10003, USA.
J Appl Psychol. 1998 Apr;83(2):190-205. doi: 10.1037/0021-9010.83.2.190.
In 3 studies, 150 undergraduates and 75 MBA students, men and women, were exposed to selection policies differing in the degree to which merit and group membership were weighted in selection decisions involving women. Results indicated that in self-views and self-assessments of beneficiaries (Study 1), competence perceptions on the part of others (Study 2), and work-related reactions of nonbeneficiaries (Study 3), many, but not all, negative reactions to sex-based preferential selection were alleviated when the policy made clear that merit considerations were central to the decision-making process. In the absence of information about policy type, participants acted as if merit had not been a factor in preferential selection decisions.
在3项研究中，150名本科生和75名MBA学生（包括男性和女性）接触了在涉及女性的选拔决策中对功绩和群体成员身份加权程度不同的选拔政策。结果表明，在受益者的自我认知和自我评估（研究1）、他人的能力认知（研究2）以及非受益者的工作相关反应（研究3）方面，当政策明确功绩考量是决策过程的核心时，许多（但并非全部）对基于性别的优惠选拔的负面反应得到缓解。在没有关于政策类型信息的情况下，参与者的行为就好像功绩在优惠选拔决策中不是一个因素一样。
