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首页> 外文期刊>Journal of Applied Psychology >A field experiment: Reducing interpersonal discrimination toward pregnant job applicants
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A field experiment: Reducing interpersonal discrimination toward pregnant job applicants

机译：实地实验：减少对怀孕求职者的人际歧视

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摘要

The current research targets 4 potential stereotypes driving hostile attitudes and discriminatory behaviors toward pregnant women: incompetence, lack of commitment, inflexibility, and need for accommodation. We tested the relative efficacy of reducing concerns related to each of the stereotypes in a field experiment in which female confederates who sometimes wore pregnancy prostheses applied for jobs in a retail setting. As expected, ratings from 3 perspectives (applicants, observers, and independent coders) converged to show that pregnant applicants received more interpersonal hostility than did nonpregnant applicants. However, when hiring managers received (vs. did not receive) counterstereotypic information about certain pregnancy-related stereotypes (particularly lack of commitment and inflexibility), managers displayed significantly less interpersonal discrimination. Explicit comparisons of counterstereotypic information shed light on the fact that certain information may be more effective in reducing discrimination than others. We conclude by discussing how the current research makes novel theoretical contributions and describe some practical organizational implications for understanding and improving the experiences of pregnant workers.
机译：当前的研究针对4种潜在的定型观念，这些定型观念导致对孕妇的敌对态度和歧视行为：无能，缺乏承诺，缺乏灵活性和需要住宿。我们在现场实验中测试了减少与每个定型观念有关的担忧的相对功效，在该实验中，有时穿着假体的女性同盟在零售环境中申请工作。正如预期的那样，从3个方面（申请人，观察员和独立编码员）的评分趋同表明，怀孕的申请人比非怀孕的申请人受到的人际交往更为敌意。但是，当招聘经理收到（相对于未收到）有关某些与妊娠有关的陈规定型观念（特别是缺乏承诺和缺乏灵活性）的反刻板印象信息时，经理人际交往的歧视明显减少。反刻板印象信息的显式比较表明，某些信息在减少歧视方面可能比其他信息更有效。最后，我们讨论当前的研究如何做出新的理论贡献，并描述一些对理解和改善孕妇工作经验的实际组织意义。

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