歧视减少了那些处于不利地位的人和那些受益于它的人的工作努力
Nicholas Heiserman1, Brent Simpson2
1Department of Sociology, Oklahoma State University, Stillwater, OK, USA.
Nature human behaviour
|September 22, 2023
概括
工作场所的歧视,即使有利于一些人,也会通过削弱辛勤工作和奖励之间的联系来减少员工的努力. 这对弱势群体和优势群体都有影响,可能会强化偏见的信念.
科学领域:
- 组织行为 组织行为
- 社会心理学 社会心理学
- 劳动经济学 劳动经济学
背景情况:
- 歧视在工作场所普遍存在,但它对员工工作努力的直接影响仍未得到充分研究.
- 现有的研究往往忽视了歧视对弱势和优势个体的微妙影响.
研究的目的:
- 调查工作场所歧视与员工劳动力之间的因果关系.
- 通过将努力与奖励脱而出的歧视如何影响动机和绩效.
- 探索组织进步中歧视的自我延续循环.
主要方法:
- 进行了五项实验,模拟了1184名参与者组织推广场景.
- 员工的工作精力水平的比较,由经理监督的员工有歧视性偏好与非歧视性经理相比.
- 使用了119名经理的后续实验,以根据观察到的努力差异来评估能力和进步的判断.
主要成果:
- 与对照组相比,歧视性管理导致处境不利和处境有利的员工减少工作量.
- 对于因歧视而处于不利地位的员工来说,工作量减少的程度更为明显.
- 员工对努力和奖励之间的联系的信念调解了观察到的效应.
- 经理们,没有先前的偏见,认为优势的员工更有能力,由于较高的相对努力而值得晋升,创造了一个自我实现的预言.
结论:
- 工作场所的歧视会对所有工作者产生负面影响,影响目标和受惠者.
- 优势群体和弱势群体之间的差异化努力可以巩固歧视性的信念和做法.
- 旨在减少歧视的干预措施对于促进公平和富有成效的工作环境至关重要.
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