Aversive Discrimination in the Employment Interview: the Effects of Organizational Policies and Accountability Pressures
Date of Graduation
Summer 2002
Degree
Master of Science in Psychology
Department
Psychology
Committee Chair
Robert Jones
Abstract
The effects of hiring norms and policies on ratings of a gay job candidate were explored using aversive racism theory. Ninety undergraduate participants from a Midwestern university rated a moderately performing department head job candidate (gay vs. non-gay) after receiving information about the position. Some participants were told their ratings would remain anonymous (no mitigating factor), some were given additional information about job-related hiring (egalitarian norm), and some received this additional training and were told they would have to explain their ratings verbally (accountability). As expected following aversive racism theory, participants rated the gay candidate less positively than the non-gay candidate despite reporting less heterosexist attitudes. Contrary to hypotheses, the mitigating situational factors did not influence participants' ratings of the gay candidate. Despite limitations of the study, organizations may need to consider other ways to mitigate discriminatory hiring decisions.
Subject Categories
Psychology
Copyright
© Jeffrey Grebinoski
Recommended Citation
Grebinoski, Jeffrey, "Aversive Discrimination in the Employment Interview: the Effects of Organizational Policies and Accountability Pressures" (2002). MSU Graduate Theses/Dissertations. 908.
https://bearworks.missouristate.edu/theses/908
Dissertation/Thesis
