This study explored how social group categorizations can lead to stereotypes that disadvantage minorities and women applying for management positions. Using Stereotype Content Model (SCM) (Fiske, Cuddy, Glick, & Xu, 2002) and Role Congruity Theory (RCT) (Eagly & Karau, 2002), hypotheses were created proposing that, for an open management position, Black and women applicants would be rated lower than their White and male counterparts, a discriminatory effect termed the backlash effect (Rudman & Glick, 1999; 2001). Building on these theories, Justification Suppression Model (JSM) was incorporated to highlight how factors may inhibit or enhance the occurrence of the backlash effect (Crandall & Eshleman, 2003). In this study, rater accountability was incorporated as an external suppressor of discrimination. An online survey was administered to participants, but the hypotheses were not supported. This study emphasized importance of accountability and mitigating rating biases in employment decisions. Implications and future research directions are discussed.
|Commitee:||Bartels, Lynn, Meeks, Joseph|
|School:||Southern Illinois University at Edwardsville|
|School Location:||United States -- Illinois|
|Source:||MAI 56/04M(E), Masters Abstracts International|
|Subjects:||Psychology, Occupational psychology|
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