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首页> 外文期刊>Journal of personality and social psychology >Vicarious Moral Licensing: The Influence of Others' Past Moral Actions on Moral Behavior
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Vicarious Moral Licensing: The Influence of Others' Past Moral Actions on Moral Behavior

机译：替代道德授权：他人过去的道德行为对道德行为的影响

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摘要

This article investigates the effect of others' prior nonprejudiced behavior on an individual's subsequent behavior. Five studies supported the hypothesis that people are more willing to express prejudiced attitudes when their group members' past behavior has established nonprejudiced credentials. Study 1a showed that participants who were told that their group was more moral than similar other groups were more willing to describe a job as better suited for Whites than for African Americans. In Study 1b, when given information on group members' prior nondiscriminatory behavior (selecting a Hispanic applicant in a prior task), participants subsequently gave more discriminatory ratings to the Hispanic applicant for a position stereotypically suited for majority members (Whites). In Study 2, moral self-concept mediated the effect of others' prior nonprejudiced actions on a participant's subsequent prejudiced behavior such that others' past nonprejudiced actions enhanced the participant's moral self-concept, and this inflated moral self-concept subsequently drove the participant's prejudiced ratings of a Hispanic applicant. In Study 3, the moderating role of identification with the credentialing group was tested. Results showed that participants expressed more prejudiced attitudes toward a Hispanic applicant when they highly identified with the group members behaving in nonprejudiced manner. In Study 4, the credentialing task was dissociated from the participants' own judgmental task, and, in addition, identification with the credentialing group was manipulated rather than measured. Consistent with prior studies, the results showed that participants who first had the opportunity to view an in-group member's nonprejudiced hiring decision were more likely to reject an African American man for a job stereotypically suited for majority members. These studies suggest a vicarious moral licensing effect.
机译：本文研究了他人先前的非偏见行为对个人后续行为的影响。五项研究支持以下假设：当小组成员的过去行为建立了非偏见的凭据时，人们更愿意表达偏见的态度。研究1a显示，被告知自己的团队比其他相似群体更有道德的参与者更愿意形容这份工作比非裔美国人更适合白人。在研究1b中，当获得关于小组成员先前的非歧视性行为的信息（在先前的任务中选择西班牙裔申请人）时，参与者随后对西班牙裔申请人给出了更具歧视性的评级，以定型地认为适合多数成员（白人）。在研究2中，道德自我概念介导了他人先前的非偏见行为对参与者随后的偏见行为的影响，从而他人过去的非偏见行为增强了参与者的道德自我概念，而这种虚假的道德自我概念随后驱使参与者的偏见西班牙裔申请人的评分。在研究3中，测试了与认证组进行身份识别的协调作用。结果表明，当参与者高度认同非偏见行为的小组成员时，他们对西班牙裔申请人表现出更加偏见的态度。在研究4中，将认证任务与参与者自己的判断任务分离开来，此外，对认证组的标识也被操纵而不是进行度量。与先前的研究一致，结果表明，首先有机会查看组内成员的不偏颇的聘用决定的参与者更有可能拒绝一名非洲裔美国人从事刻板的适合多数成员的工作。这些研究表明替代性的道德许可效应。

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