The number of people witnessing or experiencing gender discrimination at work is still high around the globe. While the existing literature has investigated potential mechanisms underlying gender discrimination and the consequences of experiencing gender discrimination at work, it remains unclear how third-party observers-as opposed to employees or coworkers-react to specific instances of workplace gender discrimination. The results of six experiments demonstrate that (a) people in general judge organizational decisions that discriminate against individual male (vs. female) workers as more legitimate and (b) this difference in legitimacy judgments is significantly greater among women than men. This discrepancy in legitimacy judgments occurs because women (more than men) consider the collective situation of female and male workers when judging the legitimacy of organizational decisions that discriminate against individual workers based on gender. These findings document how group-level concerns shape people's legitimacy judgments of organizational decisions discriminating against individuals and equip organizations and policymakers with a better understanding of people's polarized opinions regarding gender discrimination at the workplace. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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公众对工作场所性别歧视事件的反应。

在全球范围内，目睹或经历工作中性别歧视的人数仍然很多。虽然现有文献调查了性别歧视背后的潜在机制以及在工作中遭受性别歧视的后果，但仍不清楚第三方观察员（与员工或同事相对）如何对工作场所性别歧视的具体情况做出反应。六个实验的结果表明，(a) 一般而言，人们认为歧视男性（相对于女性）工人的组织决策更合法，以及 (b) 这种合法性判断的差异在女性中明显大于男性。出现这种合法性判断的差异是因为女性（多于男性）在判断基于性别歧视个体工人的组织决策的合法性时考虑了女性和男性工人的集体情况。这些发现记录了群体层面的关注如何影响人们对歧视个人的组织决策的合法性判断，并使组织和政策制定者更好地理解人们对工作场所性别歧视的两极分化观点。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。对歧视个人的组织决策的合法性判断，并使组织和决策者更好地理解人们对工作场所性别歧视的两极分化观点。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。对歧视个人的组织决策的合法性判断，并使组织和决策者更好地理解人们对工作场所性别歧视的两极分化观点。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。