The Effects of Prior Conduct, Legal Standards, and Investigative Interviews

当法律鼓励员工站在投诉人的角度考虑问题时（即，适用通情达理的女性标准，而不是通情达理的人标准），员工更有可能发现社会上的不当性行为构成性骚扰。为了解释这些发现，我们开发了一个两阶段的处理模型，在这个模型中，工人根据预先排练好的、易于检索的态度结构（如敌意和善意的性别歧视）得出初步的骚扰判断。在两项研究中，全职员工将观看两起有影响的性骚扰案件的录像。第一项研究操纵了法律标准（理性的人vs.理性的女人）和投诉人的初始行为。研究2使用了类似的范例，但对所有参与者施加了理性人标准。然而，一半的参与者预计在录像带之后会有一次严格的面试。我们预测，那些不期待面试的人会对投诉人的行为引发的自己的敌意和/或善意的性别歧视态度做出反应。然而，那些预料到面试中他们必须解释自己的判断的人会纠正他们最初的偏见，从公正的角度审视行动顺序。对这些假设的成功测试表明，在合理的女性管辖范围内，组织可以通过培训员工了解法律的微妙之处来提高他们的敏感度，这就是合理的女性和人的观点之间的区别。在合理人管辖范围内，组织可以定期约谈涉及或报告可疑行为的所有员工。

Workers are more likely to find that social sexual misconduct constitutes sexual harassment when the law encourages them to take the perspective of the complainant, (i.e., apply the reasonable woman as opposed to the reasonable person standard). To explain these findings, we developed a two-stage processing model in which workers reach a preliminary harassment judgment based upon well-rehearsed and easily retrievable attitude structures, such as hostile and benevolent sexism. In two studies full-time workers will view videotapes depicting action sequences in two influential sexual harassment cases. The first study manipulates legal standard (reasonable person vs. reasonable woman) and the complainant's initial behavior. Study 2 uses a similar paradigm but imposes the reasonable person standard on all participants. However, half the participants will expect a scrutinizing interview following the videotapes. We predict that those who do not expect an interview will react to their own hostile and/or benevolent sexist attitudes triggered by the complainant's conduct. However, those who anticipate an interview in which they must explain their judgments will correct their initial biases and examine the action sequence from an impartial point of view. A successful test of these hypotheses would suggest that in reasonable woman jurisdictions, organizations can sensitize workers by training them on the subtleties of the law, that is the difference between the reasonable woman and person's perspectives. In reasonable person jurisdictions, organizations could routinely interview all workers involved in or reporting suspicious conduct.