| Popis: |
Gender-based preferential selection is believed to affect self-perceptions of beneficiaries, but the mechanisms by which this occurs have not been fully investigated. An online experiment was conducted with male and female undergraduates (n = 509) in the midwestern United States in which method of selection and gender type of job were manipulated. Hypotheses regarding associations between independent variables, self-efficacy, perceptions of procedural fairness, performance, and self-evaluations were tested. Gender- vs. merit-based selection negatively affected procedural fairness; while procedural fairness perceptions related positively to post-hire self-evaluations, in part through performance. Job gender type interacted with applicant gender to affect pre-hire self-efficacy, but self-efficacy did not moderate the relationship between procedural fairness perceptions and post-hire performance. Implications for affirmative-action programs are discussed. |
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