Abstract
The article presents research findings which shows that race differences may impact the dynamics of both excuse-giving and excuse-receiving. Professors Martin N. Davidson and Raymond A. Friedman, studied the effects of race on the persistent injustice effect, or why some, but not all, observers of unjust acts continue to feel a sense of injustice despite receiving an excuse or explanation for the act. They performed four studies that examined the differences between black and white managers' reactions to a hypothetical incident in which a manager appears to treat his subordinate in an unjust manner. They found that a white manager treating a black subordinate unjustly evoked the highest perception of percieved injustice.
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