Despite Americans' recent heightened awareness of racial inequality, anti-Asian racism at work remains underrecognized and largely unaddressed. In this research, we aim to understand why White bystander coworkers may fail to confront anti-Asian racism. Integrating the moral exclusion perspective and research on racial positions, we propose that due to perceiving Asian Americans as more foreign than other non-White coworkers, White coworkers are less likely to feel anger and engage in confrontation when witnessing anti-Asian racism at work. We first conducted a survey study (Study 1), demonstrating the external validity of the phenomenon that White coworkers are less likely to confront racism when the victim is Asian American versus Black. We then conducted two experiments (Studies 2 and 3) with a realistic, interactive design and behavioral measures of confrontation, supporting our hypothesized mechanisms (i.e., perceived target foreignness and anger). Study 3 further generalized our theory by including Hispanic/Latinx American targets as an additional comparison group and showing that the relative perceived foreignness among Asian American, Hispanic/Latinx American, and Black targets reduced White coworkers' anger and confrontation. We then conclude by discussing the theoretical and practical implications of our work. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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工作中出现反亚裔种族主义后会发生什么？关于同事对抗和机制的道德排斥视角。


尽管美国人最近对种族不平等的认识有所提高，但工作中的反亚裔种族主义仍然没有得到充分认识，而且基本上没有得到解决。在这项研究中，我们旨在了解为什么白人旁观者同事可能无法对抗反亚裔种族主义。结合道德排斥的观点和对种族立场的研究，我们提出，由于认为亚裔美国人比其他非白人同事更外国人，白人同事在目睹工作中的反亚裔种族主义时不太可能感到愤怒和参与对抗。我们首先进行了一项调查研究（研究 1），证明了以下现象的外部有效性：与黑人相比，当受害者是亚裔美国人时，白人同事不太可能面临种族主义。然后，我们进行了两项实验（研究 2 和 3），采用现实的交互式设计和对抗行为测量，支持我们假设的机制（即感知目标异物和愤怒）。研究3进一步概括了我们的理论，将西班牙裔/拉丁裔美国人目标纳入额外的比较组，并表明亚裔美国人、西班牙裔/拉丁裔美国人和黑人目标之间的相对感知异国情调减少了白人同事的愤怒和对抗。然后我们通过讨论我们工作的理论和实践意义来结束。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。