Members of high-status groups (e.g., men) often lead social justice efforts that seek to benefit low-status groups (e.g., women), but little is known about how observers respond to such instances of visible and influential solidarity. We presented information about a nonprofit organization seeking to address gender (Study 1, N = 198) or racial (Study 2, N = 216) inequality, in which the leadership team was manipulated to include a numerical majority of either high-status group members or low-status group members. Members of low-status groups who read about the majority high-status leadership team reported lower levels of collective action intentions, compared with those who read about the majority low-status leadership team. Mediation analyses (Studies 1 and 2) and an experimental-causal-chain design (Study 3, N = 405) showed that lower collective action intentions in response to the majority high-status leadership team were mediated by participants' perception of a specific problem presented by high-status group leaders (lower awareness of inequality) and lower levels of hope. Study 4 (N = 555) demonstrated that low-status group members responded more negatively to a majority high-status leadership team in an organization seeking to benefit their low-status ingroup (solidarity context), compared with organizations seeking to benefit other groups (nonsolidarity contexts). Results provide the first evidence that the presence of influential high-status group leaders can discourage members of low-status groups from joining a social justice effort that seeks to benefit their ingroup, and that these negative responses extend beyond preferences predicted by frameworks of ingroup bias and role congruity. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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动员还是边缘化？了解低地位群体对高地位群体领导的社会正义努力的反应。

地位较高的团体（例如男人）的成员经常领导社会正义努力，以使地位低下的团体（例如妇女）受益，但对于观察员如何回应这种可见和有影响力的团结的情况知之甚少。我们提供了有关一个非营利组织的信息，该组织寻求解决性别（研究1，N = 198）或种族（研究2，N = 216）不平等问题，其中领导团队被操纵以囊括人数众多的高级身份成员或地位低下的小组成员。与了解多数低地位领导团队的人相比，了解多数高地位领导团队的低地位团体的成员报告的集体行动意图水平较低。中介分析（研究1和2）和实验因果链设计（研究3，N = 405）表明，对大多数高地位领导团队的集体行动意愿较低，是由参与者对高地位领导者提出的特定问题（对不平等的意识较低）和希望水平较低的看法所介导的。研究4（N = 555）证明，与试图使其他群体受益的组织相比，低地位的团队成员对寻求使低地位的群体（团结背景）受益的组织中的多数高地位的领导团队的负面反应更大（非团结背景）。结果提供了第一个证据，表明有影响力的高地位团体领导者的存在会阻止低地位团体的成员加入旨在使他们的团体受益的社会正义努力，而且这些负面反应超出了群体内偏见和角色一致性框架所预测的偏好范围。（PsycInfo数据库记录（c）2020 APA，保留所有权利）。