Equally qualified but unequally perceived: Openness to perceived dissimilarity as a predictor of race and sex discrimination in performance judgments

Autor:	Gunter Hartel, Charmine E. J. Härtel, Sarah Yarbrough Douthitt, Shane S. Douthitt
Rok vydání:	1999
Předmět:	Treatment and control groups Organizational Behavior and Human Resource Management Race (biology) Sex discrimination Arts and Humanities (miscellaneous) Job performance Native american Personnel selection Openness to experience Sample (statistics) Psychology Social psychology
Zdroj:	Human Resource Development Quarterly. 10:79-89
ISSN:	1532-1096 1044-8004
DOI:	10.1002/hrdq.3920100107
Popis:	A measure of individual dissimilarity openness, defined as openness toward individual differences, was developed and assessed as a predictor of rating bias toward minorities. Participants' openness to dissimilarity was assessed with the Ideal Employee Inventory (IEI), and two weeks later participants evaluated one of two job candidates based on information provided by an identical vitae and audiotaped sample lecture. The candidate was implied to be female Native American in the treatment group, but male Caucasian in the control group. It was hypothesized that the perceived minority candidate would be rated lower despite identical performance and vita, and that dissimilarity-closed individuals, as indicated by high IEI scores, would be predictive of lower ratings of the minority candidate but not of the control candidate. Propositions regarding HRD practice, measurement, and research are presented.
Databáze:	OpenAIRE
Externí odkaz:	https://explore.openaire.eu/search/publication?articleId=doi_________::a0df01b129e38cd8b3c7479bbf2dc029 https://doi.org/10.1002/hrdq.3920100107 Zobrazit plný text záznamu Plný text ve formátu PDF