Implicit sources of bias in employment interview judgments and decisions

被引：139

作者：

Purkiss, Sharon L. Segrest

Perrewe, Pamela L. ^{[1
]}

Gillespie, Treena L.

Mayes, Bronston T.

Ferris, Gerald R.

机构：

[1] Florida State Univ, Coll Business, Dept Management, Tallahassee, FL 32306 USA

[2] Calif State Univ Fullerton, Coll Business & Econ, Dept Management, Fullerton, CA 92834 USA

来源：

ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES | 2006年 / 101卷 / 02期

关键词：

employment interview; modern ethnicity bias; implicit sources of bias; decision to hire;

D O I：

10.1016/j.obhdp.2006.06.005

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

This study empirically examined implicit sources of bias in employment interview judgments and decisions. We examined two ethnic cues, accent and name, as sources of bias that may trigger prejudicial attitudes and decisions. As predicted, there was an interaction between the applicant name and accent that affected participants' favorable judgments of applicant characteristics. The applicant with the ethnic name, speaking with an accent, was viewed less positively by interviewers than the ethnic named applicant without an accent and non-ethnic named applicants with and without an accent. Furthermore, modern ethnicity bias had a negative association with the favorable judgments of the applicants, which, in turn, affected hiring decisions. Implications of the results, limitations of the study, and directions for future research are discussed. (c) 2006 Elsevier Inc. All rights reserved.

引用

页码：152 / 167

页数：16

共 63 条

[1] DECOMPOSITION OF EFFECTS IN PATH ANALYSIS [J].