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首页> 外文期刊>Journal of Applied Psychology >Employment Discrimination: Authority Figures' Demographic Preferences and Followers' Affective Organizational Commitment
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Employment Discrimination: Authority Figures' Demographic Preferences and Followers' Affective Organizational Commitment

机译：就业歧视：权威人士的人口偏好和追随者的情感组织承诺

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摘要

The authors used theories of organizational commitment and obedience to authority to explain employment discrimination. In Study 1, employees participated in an experimental simulation of their work. An organizational authority's demographic preferences led to employment discrimination. As expected, affective organizational commitment moderated this effect. such that it was stronger for more committed employees. In Study 2. another sample of employees completed a survey that included an employment discrimination scenario. A model of linkages from affective organizational commitment to submissiveness to organizational authorities to employment discrimination fit the data well, after controlling for prejudicial attitudes and authoritarianism. Submissiveness to organizational authorities mediated the relationship between affective organizational commitment and employment discrimination. The authors discuss the importance of studying employment discrimination as an organizational and not just an intergroup phenomenon.
机译：作者使用组织承诺和对权威的服从理论来解释就业歧视。在研究1中，员工参加了工作模拟实验。组织机构的人口偏好导致了就业歧视。正如预期的那样，情感组织承诺减轻了这种影响。这样对于更忠诚的员工来说，它更强大。在研究2中，另一个雇员样本完成了一项调查，其中包括就业歧视情形。在控制偏见态度和威权主义之后，从情感组织承诺到组织权威的顺从性到就业歧视的联系模型非常适合该数据。对组织权威的顺从介导了组织情感承诺与就业歧视之间的关系。作者讨论了研究将就业歧视作为一种组织而不仅仅是群体间现象的重要性。

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