Vicarious Moral Licensing: The Influence of Others' Past Moral Actions on Moral Behavior
Vicarious Moral Licensing: The Influence of Others' Past Moral Actions on Moral Behavior
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DOI：
10.1037/a0024552
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发表时间：
2011-10-01
影响因子：
7.6
通讯作者：
Kouchaki, Maryam
中科院分区：
文献类型：
--
作者：
Kouchaki, Maryam
本文探讨了他人先前的无偏见行为对个体随后行为的影响。五项研究支持了这一假设，即当群体成员过去的行为建立了无偏见的凭证时，人们更愿意表达偏见的态度。研究表明，那些被告知他们的群体比其他类似群体更道德的参与者更愿意描述一份更适合白人而不是非洲裔美国人的工作。在研究1b中，当被告知小组成员先前的非歧视性行为（在先前的任务中选择西班牙裔申请人）时，参与者随后对西班牙裔申请人给予了更多的歧视性评级，因为该职位刻板地适合大多数成员（白人）。在研究2中，道德自我概念介导的影响，其他人的先前的nonprejudiced行动对参与者的随后的偏见行为，使其他人的过去nonprejudiced行动增强了参与者的道德自我概念，这种膨胀的道德自我概念，随后推动了参与者的偏见评级的西班牙裔申请人。在研究3中，验证了认证组认同的调节作用。结果表明，参与者表达了更多的偏见态度，对西班牙裔申请人时，他们高度认同的小组成员的行为在非偏见的方式。在研究4中，认证任务从参与者自己的判断任务中分离出来，此外，与认证组的身份被操纵而不是测量。与先前的研究一致，结果表明，参与者谁第一次有机会看到一个群体成员的无偏见的雇用决定更有可能拒绝一个非洲裔美国人的工作刻板印象适合大多数成员。这些研究表明了一种替代的道德许可效应。
This article investigates the effect of others' prior nonprejudiced behavior on an individual's subsequent behavior. Five studies supported the hypothesis that people are more willing to express prejudiced attitudes when their group members' past behavior has established nonprejudiced credentials. Study la showed that participants who were told that their group was more moral than similar other groups were more willing to describe a job as better suited for Whites than for African Americans. In Study 1b, when given information on group members' prior nondiscriminatory behavior (selecting a Hispanic applicant in a prior task), participants subsequently gave more discriminatory ratings to the Hispanic applicant for a position stereotypically suited for majority members (Whites). In Study 2, moral self-concept mediated the effect of others' prior nonprejudiced actions on a participant's subsequent prejudiced behavior such that others' past nonprejudiced actions enhanced the participant's moral self-concept, and this inflated moral self-concept subsequently drove the participant's prejudiced ratings of a Hispanic applicant. In Study 3, the moderating role of identification with the credentialing group was tested. Results showed that participants expressed more prejudiced attitudes toward a Hispanic applicant when they highly identified with the group members behaving in nonprejudiced manner. In Study 4, the credentialing task was dissociated from the participants' own judgmental task, and, in addition, identification with the credentialing group was manipulated rather than measured. Consistent with prior studies, the results showed that participants who first had the opportunity to view an in-group member's nonprejudiced hiring decision were more likely to reject an African American man for a job stereotypically suited for majority members. These studies suggest a vicarious moral licensing effect.