Academic interest in reducing discrimination has produced substantial research testing interventions to mitigate biased outcomes. However, disparate findings and a scarcity of studies examining work-related behavioral measures make it challenging to determine which interventions are better suited to reduce workplace discrimination. Derived from the tripartite theory of attitudes and the principle of compatibility, I develop a conceptual model mapping the attitude focus of interventions and code studies in this literature from the past two decades for these common properties. Based on a meta-analysis of 70 articles totaling 208 effect sizes, I test this conceptual model, finding that it helps explain why some interventions to reduce discrimination yield superior outcomes relative to others. In particular, results indicate that passive interventions, such as short-term education or reminders of bias processes, are largely ineffective in shifting behavior. Conversely, the class of interventions that targets behavior directly by attempting to inhibit the manifestation of bias (e.g., making individuals accountable for their decisions or changing social norms) emerged as the most helpful category of interventions in this area. Overall, results support a key prediction of the attitude dimension consistency perspective, demonstrating that aligning the attitude dimension primarily targeted by an intervention and the outcome measured could lead to improved results in this area. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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检查减少工作中歧视行为的干预措施的有效性：态度维度一致性视角。


学术界对减少歧视的兴趣已经产生了大量研究测试干预措施，以减少偏见结果。然而，不同的发现和缺乏检查工作相关行为测量的研究，使得确定哪些干预措施更适合减少工作场所歧视变得具有挑战性。源自态度的三方理论和兼容性原则，我开发了一个概念模型，映射了过去二十年文献中干预和代码研究的态度重点，以了解这些共同属性。基于对 70 篇文章（总计 208 个效应量）的荟萃分析，我测试了这个概念模型，发现它有助于解释为什么一些减少歧视的干预措施相对于其他干预措施会产生更好的结果。特别是，结果表明，被动干预，例如短期教育或偏见过程提醒，在很大程度上对改变行为无效。相反，通过试图抑制偏见的表现（例如，让个人对自己的决定负责或改变社会规范）直接针对行为的干预类别成为该领域最有用的干预类别。总体而言，结果支持对态度维度一致性观点的关键预测，表明使干预主要针对的态度维度与测量的结果保持一致可以改善该领域的结果。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。