期刊
ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES
卷 101, 期 2, 页码 152-167出版社
ACADEMIC PRESS INC ELSEVIER SCIENCE
DOI: 10.1016/j.obhdp.2006.06.005
关键词
employment interview; modern ethnicity bias; implicit sources of bias; decision to hire
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.
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