Previous research suggests that affirmative action policies tend to be perceived more negatively by men than by women, and by nonbeneficiaries relative to beneficiaries. However, studies focusing on men as beneficiaries are scarce. The present paper reports the results of two preregistered studies conducted in Sweden. Study 1 investigated gender differences in reactions to being selected for a position based on either a strong or weak type of affirmative action policy. The results revealed that men (relative to women) displayed more negative attitudes, but not stronger resentment, and that a procedure using explicit quotas was perceived more negatively than a softer type of preferential treatment. In Study 2, we experimentally manipulated whether participants imagined being selected or rejected due to the same preferential treatment policy. Again, men displayed more negative attitudes than women, but not stronger resentment. The results further showed that attitudes were negative regardless of whether one was selected or rejected. However, those who were rejected felt stronger resentment than those who were selected. This effect was significant for both men and women, but stronger among women. Implications for research, organizations, and policy-makers are discussed.

中文翻译：

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选择或拒绝：男性和女性对招聘中平权行动程序的反应

先前的研究表明，男性对平权行动政策的看法往往比女性更消极，相对于受益人而言，非受益人的看法也更消极。然而，将男性作为受益人的研究很少。本文报告了在瑞典进行的两项预注册研究的结果。研究 1 调查了基于强或弱的肯定行动政策类型对被选为职位的反应中的性别差异。结果表明，男性（相对于女性）表现出更多的消极态度，但没有更强烈的怨恨，并且使用明确配额的程序被认为比更温和的优惠待遇更消极。在研究 2 中，我们通过实验操纵参与者是否想象由于相同的优惠待遇政策而被选中或拒绝。再次，男性比女性表现出更多的消极态度，但没有更强烈的怨恨。结果进一步表明，无论选择还是拒绝，态度都是消极的。然而，那些被拒绝的人比被选中的人感到更强烈的怨恨。这种影响对男性和女性都很显着，但在女性中更强。讨论了对研究、组织和政策制定者的影响。