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

当法律鼓励工人站在申诉人的角度时，他们更有可能发现社会性行为不端构成性骚扰，（即，适用合理的妇女，而不是合理的人标准）。为了解释这些发现，我们开发了一个两阶段的处理模型，其中工人达到初步的骚扰判断的基础上排练和容易检索的态度结构，如敌对和仁慈的性别歧视。 在两项研究中，全职工作者将观看两个有影响力的性骚扰案件的录像带。第一个研究操纵法律的标准（合理的人与合理的女人）和投诉人的最初行为。 研究2使用了类似的范式，但对所有参与者施加了合理的人标准。然而，一半的参与者将期待在录像带之后进行仔细的采访。我们预测，那些不希望面谈的人会对投诉人的行为所引发的他们自己的敌对和/或仁慈的性别歧视态度作出反应。然而，那些预期面试中他们必须解释他们的判断的人会纠正他们最初的偏见，并从公正的角度检查行动序列。对这些假设的成功检验表明，在理性的妇女管辖区，组织可以通过培训工人了解法律的微妙之处，即理性的妇女和人的观点之间的差异，使他们敏感。在合理的人管辖区，组织可以例行采访所有参与或报告可疑行为的工人。

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.