研究减少工作中歧视行为的干预措施的有效性:态度维度一致性视角。

IF 9.4 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-08-29 DOI:10.1037/apl0001215
Elaine Costa
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引用次数: 0

摘要

学术界对减少歧视的兴趣已经产生了大量的研究,对减少偏见结果的干预措施进行了测试。然而,由于研究结果不尽相同,而且缺乏对工作相关行为措施的研究,因此很难确定哪些干预措施更适合减少工作场所的歧视。从态度的三方理论和兼容性原则出发,我建立了一个概念模型,映射了干预措施的态度重点,并对过去二十年中这些文献中的研究进行了编码,以确定这些共同特性。基于对 70 篇文章共计 208 个效应大小的荟萃分析,我对这一概念模型进行了检验,发现它有助于解释为什么某些减少歧视的干预措施会产生优于其他干预措施的结果。特别是,结果表明,被动的干预措施,如短期教育或提醒偏见过程,在很大程度上对改变行为无效。相反,通过试图抑制偏见的表现来直接针对行为的干预措施(例如,让个人对自己的决定负责或改变社会规范)则成为该领域最有帮助的一类干预措施。总之,研究结果支持了态度维度一致性观点的一个关键预测,表明将干预措施主要针对的态度维度与所测量的结果相一致,可以改善这方面的结果。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Examining the effectiveness of interventions to reduce discriminatory behavior at work: An attitude dimension consistency perspective.

Academic interest in reducing discrimination has produced substantial research testing interventions to mitigate biased outcomes. However, disparate findings and a scarcity of studies examining work-related behavioral measures make it challenging to determine which interventions are better suited to reduce workplace discrimination. Derived from the tripartite theory of attitudes and the principle of compatibility, I develop a conceptual model mapping the attitude focus of interventions and code studies in this literature from the past two decades for these common properties. Based on a meta-analysis of 70 articles totaling 208 effect sizes, I test this conceptual model, finding that it helps explain why some interventions to reduce discrimination yield superior outcomes relative to others. In particular, results indicate that passive interventions, such as short-term education or reminders of bias processes, are largely ineffective in shifting behavior. Conversely, the class of interventions that targets behavior directly by attempting to inhibit the manifestation of bias (e.g., making individuals accountable for their decisions or changing social norms) emerged as the most helpful category of interventions in this area. Overall, results support a key prediction of the attitude dimension consistency perspective, demonstrating that aligning the attitude dimension primarily targeted by an intervention and the outcome measured could lead to improved results in this area. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

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来源期刊
CiteScore
17.60
自引率
6.10%
发文量
175
期刊介绍: The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.
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