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Updated: Sep 8, 2025
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Orienteering as a Tool for Cognitive Research: An Implementation Guide
Published on: November 29, 2024
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OTTERの枠組み: 意図的な無知が,仕事におけるアライシップの最大の障壁であり,それを克服するための5つのステップ
1Sauder School of Business, University of British Columbia, Canada.
Current opinion in psychology
|September 5, 2025
まとめ
優位な立場にある多くの人は 不平等について学ぶことを避け 仲間になるのを妨げています この研究は,意図的な無知と職場の公平性,多様性,包摂 (EDI) 努力を奨励するOTTERの枠組みを紹介しています.
科学分野:
- 組織心理学
- 社会心理学
- 多様性と包摂に関する研究
背景:
- 平等,多様性,包摂 (EDI) のイニシアチブが増加しているにもかかわらず,社会的に有利な個人はしばしば同盟者として関与しないままです.
- 不平等に関する情報を意識的に避けていると定義される 意図的な無知です
研究 の 目的:
- 職場で仲間になるための障壁として 意図的な無知を導入し定義する
- イデオロギー的なスペクトル全体で 意図的な無知が 異なった形で表れているかを調べるためです
- 意図的な無知を妨害し,同盟関係を促進するための枠組みを提案する.
主な方法:
- 心理学的障壁に関する文献のレビューと統合
- 意図的な無知とその表現の概念的発展
- 介入戦略としてのOTTER (観察,思考,話し合い,検討,再方向) の枠組みの導入
主要な成果:
- 意図的な無知は,イデオロギー的なスペクトル上の"左"による被動的な見過ごし, "右"による積極的な回避として提示されます.
- OTTERの枠組みは,意図的な無知に対抗するための実行可能なステップを提供します.
- 介入のステップは,有利なグループ間の不平等の知識の回避を妨げるように設計されています.
結論:
- 意図的な無知は 組織的な環境で 効果的な同盟関係を築くのに 大きな心理的な障壁です
- OTTERフレームワークは,友好を促進し,EDIを前進させるための実用的なアプローチを提供します.
- この研究は 意図的な無知と 包摂的な環境の促進における その役割に関する 将来の研究への道を開きます
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