Perceived legitimacy of a promotion decision in relation to deservingness, entitlement, and resentment in the context of affirmative action and performance
Perceived legitimacy of a promotion decision in relation to deservingness, entitlement, and resentment in the context of affirmative action and performance
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在平权行动和绩效背景下，与应得性、权利和怨恨相关的晋升决策的合法性
DOI：
10.1111/j.1559-1816.2008.00346.x
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发表时间：
2008
影响因子：
2.5
通讯作者：
N. Feather
中科院分区：
文献类型：
--
作者：
N. Feather
本研究测试一个模型相关的合法性的晋升委员会的决定，应得的和权利的男性或女性候选人晋升和怨恨的决定。大学生的情况下，当之无愧的候选人的表现质量的信息操纵的反应;权利被操纵的平权行动政策的信息。结果表明，感知应得性对感知合法性有很强的正向影响，其中部分由怨恨介导。感知权利也是感知合法性的正向预测因子。性别偏见时有发生，特别是在怨恨和男性候选人晋升时。本研究将应得性理论拓展到一个新的领域，并为应得性与权利性的区分提供了证据。
This study tests a model relating perceived legitimacy of a promotion committee's decision to the deservingness and entitlement of a male or female candidate for promotion and to resentment about the decision. University students responded to scenarios in which deservingness was manipulated by information about the quality of the candidate's performance; entitlement was manipulated by information about an affirmative-action policy. Results showed strong positive effects of perceived deservingness on perceived legitimacy, which were partially mediated by resentment. Perceived entitlement was also a positive predictor of perceived legitimacy. Gender bias occurred, especially in regard to resentment and when the male candidate was promoted. The study extends deservingness theory to a new area and provides evidence for the distinction between deservingness and entitlement.