Implicit and explicit expectations of justice as a function of manager and subordinate race
研究通过反应时测量内隐公正期望，发现少数族裔下属无论管理者种族如何，都更易内隐地预期不公正，且这种内隐预期与外显预期相关，外显预期会降低下属自尊。
This study took a unique approach to the study of anticipatory injustice by differentiating between implicit and explicit justice judgments when participants were faced with a manager of similar or dissimilar race. Automatic, implicit justice expectations were assessed using reaction time in addition to the more traditional paper and pencil measures of justice expectations. Results indicated that regardless of manager race, minority status significantly predicted implicit (but not explicit) injustice expectations such that minorities were more likely to expect unfair treatment. Implicit expectations of injustice, as assessed by reaction time, were significantly related to explicit expectations. Finally, explicit expectations of injustice significantly predicted subordinate reduced self-esteem, but not stress levels. The implications of the results and the usefulness of a new implicit measure of justice expectations are discussed.