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

当法律鼓励工人站在原告的角度(即适用理性女性而不是理性人标准)时，工人更有可能发现社会性不端行为构成了性骚扰。为了解释这些发现，我们开发了一个两阶段加工模型，在这个模型中，员工根据精心排练的和容易找回的态度结构，如敌意和仁慈的性别歧视，得出初步的骚扰判断。在两项研究中，全职工作人员将观看描述两起有影响力的性骚扰案件的行动序列的录像带。第一项研究操纵了法律标准(理性的人与理性的女人)和原告的初始行为。研究2使用了类似的范式，但将合理的人标准强加于所有参与者。然而，一半的参与者希望在录像带之后进行一次仔细的采访。我们预测，那些不期待面谈的人会对投诉人的行为引发的敌意和/或善意的性别歧视态度做出反应。然而，那些期待在面试中必须解释他们的判断的人将纠正他们最初的偏见，并从公正的角度审查行动顺序。对这些假设的成功检验将表明，在合理的女性司法管辖区，组织可以通过培训工人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个人观点之间的差异。在合理的人管辖范围内，组织可以例行公事地询问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.