TITLE

APPLICANT RACE, JOB STATUS, AND RACIAL ATTITUDE AS PREDICTORS OF EMPLOYMENT DISCRIMINATION

AUTHOR(S)
Stewart, Lathonia Denise; Perlow, Richard
PUB. DATE
December 2001
SOURCE
Journal of Business & Psychology;Winter2001, Vol. 16 Issue 2, p259
SOURCE TYPE
Academic Journal
DOC. TYPE
Article
ABSTRACT
It is important to understand why biased employee selection occurs in the workplace. We examined applicant race, job status, and the evaluator's attitudes toward blacks as possible predictors of unfair selection decisions. After completing an attitude toward blacks scale, one hundred and eighty-one people evaluated the qualifications of either a black or white applicant for either a high or low status job. Results showed no differences in the hiring decision. However, evaluators with more negative attitudes toward blacks reported greater confidence in their decision to hire the black applicant than the white applicant for the low status job compared to the confidence of evaluators with more positive attitudes. They also reported greater confidence in their decision to hire the white applicant than the black applicant for the high status job as compared to evaluators with more positive attitudes towards blacks. We observed the opposite results for less biased individuals. Evaluator ratings do not explain these findings. These data suggest that unfair discrimination may operate in subtle ways.
ACCESSION #
12428613

 

Related Articles

  • Don't Ask, Don't Get Sued. REIDY, JAMES P.; COHEN, ERIKA // Business NH Magazine;Nov2011, Vol. 28 Issue 11, p14 

    The article offers several questions that need to avoid during job interviews and provides alternate ways to get the same information. It highlights the vital role of job interviews for employers and potential employees and notes that asking questions that are too personal can get one sued....

  • There's a thin white line to success.  // Finance Week;11/15/2004, p11 

    Gives advice to skilled job white applicants in South Africa. Tips to white matriculants and university entrants; Suggestion not to take success for granted; Recommendation to look carefully at empowerment.

  • Trends in Arbitrating Falsification of Employment Application Forms. Petersen, Donald J. // Arbitration Journal;Sep92, Vol. 47 Issue 3, p31 

    Giving false information on an employment application form is viewed as a serious matter, but not all arbitrators approach the question with the same criteria. Was the error an honest mistake or a deliberate life? Is the false statement relevant to the employee's job responsibility? Should there...

  • Checking applicant references: How to dig the dirt -- legally.  // HR Specialist: North Carolina Employment Law;Oct2010, Vol. 4 Issue 10, p6 

    The article presents guidelines that can help hiring managers to solicit information about an applicant in North Carolina. One is to provide brief and general background information on the job opening. Another is to request a small amount of employment information to avoid creating...

  • Shortlisting job candidates. Dempsey, Karen // Personnel Today;5/3/2005, p13 

    This article presents several questions and answers about the process of shortlisting job candidates. The first questions asks how the managers can ensure that the shortlisting process is non-discriminatory. According to experts, it can be done by comparing each application with the employee...

  • Age Discrimination by Platforms. Ajunwa, Ifeoma // Berkeley Journal of Employment & Labor Law;2019, Vol. 40 Issue 1, p1 

    This Article explores how platforms in the workplace (both social media and hiring platforms) might enable, facilitate, or contribute to age discrimination in employment. The Article starts with evidence of age discrimination on work platforms particularly with regard to design elements, such as...

  • OCCUPATIONAL BENEFITS TO WHITES FROM THE SUBORDINATION OF NEGROES. Glenn, Norval D. // American Sociological Review;Jun63, Vol. 28 Issue 3, p443 

    The belief, that whites gain occupationally from the Negroes is an hypothesis only, and this hypothesis is investigated in this paper. If whites do benefit occupationally from discrimination against Negroes, one would expect the following specific hypotheses to be correct: First, White...

  • Gerrymandering in personnel selection: A review of practice. McDaniel, Michael A. // Human Resource Management Review;Sep2009, Vol. 19 Issue 3, p263 

    Abstract: Gerrymandering personnel selection systems is defined as those practices explicitly intended to improve the outcomes of individual applicants or groups of applicants to the detriment of other individuals and groups. Gerrymandering can serve a variety of purposes, such as enhancing...

  • Getting In, Getting Hired, Getting Sideways Looks: Organizational Hierarchy and Perceptions of Racial Discrimination. Wingfield, Adia Harvey; Chavez, Koji // American Sociological Review;Feb2020, Vol. 85 Issue 1, p31 

    This article argues that black workers' perceptions of racial discrimination derive not just from being in the minority, but also from their position in the organizational structure. Researchers have shown that black individuals encounter an enormous amount of racial discrimination in the...

Share

Read the Article

Courtesy of THE LIBRARY OF VIRGINIA

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics