Selection and race: : 상세정보

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Selection and race: :

McPhail, Tracy Lea

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도서 상세정보: 도서 상세정보

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자료유형	학위논문
개인저자	McPhail, Tracy Lea.
단체저자명	University of South Florida.
서명/저자사항	Selection and race: :A test of the aversive racism theory.
형태사항	vii, 174 p ;22 cm.
기본자료 저록	Dissertation Abstracts International,64-01B.
ISBN	0493992014
학위논문주기	Thesis (Ph.D.)--University of South Florida, Oct., 2002.
일반주기	Source: Dissertation Abstracts International, Volume: 64-01, Section: B, page: 0452. Major Professor: Louis A. Penner.
서지주기	Includes vita./ Includes bibliographical references (leaves 68-75).
요약	The purpose of this study was to examine the impact of racial bias on the employability of Black applicants. The theoretical context for this study was the theory of aversive racism, which suggests that people can simultaneously have egalitarian values (e.g., all people are equal) and negative beliefs about Blacks. It was hypothesized that an aversive racist will only discriminate against Blacks if there is a non-racial reason available for which the discriminatory behavior can be rationalized.
요약	A simulated selection study was designed. Negative information about the reason the applicant left his/her last position (i.e., applicant fault) was provided in some of the applicant profiles to determine if behavior consistent with the aversive racism model would be found.
요약	The participants consisted of 219 professionals. The participants were asked to evaluate applicant profiles for a fictional security company. Applicant profiles consisted pictures of the applicants to serve as a race and sex manipulation, information about the reason the applicants left their previous job, and the level of the position for which the applicants were applying. These variables were manipulated in a 2 (Black, White) x 2 Fault, No Fault) x 2 (entry-level, manager-level) x 2 (male, female) factorial design.
요약	The results of the analysis of variance indicated that Blacks were rated lower than Whites only when negative information was presented in the Manager-level profiles. The results also indicated that females were rated lower than males when negative information was presented for the manager-level positions.
요약	The findings of this study generally supported the aversive racism theory and the need to expand the theory to include aversive sexism, especially when Black women are considered. The use of professionals in this study provides implications for the generalizability of these results to current managerial selection decisions.
일반주제명	Psychology, Industrial Sociology, Ethnic and Racial Studies Black Studies Sociology, Industrial and Labor Relations Women's Studies Discrimination in employment

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No.	등록번호	청구기호	소장처	도서상태	반납예정일	예약	서비스
1	WM466	PQ 320.56 M478s	인권도서관/인권도서관/	대출불가(별치)

The purpose of this study was to examine the impact of racial bias on the employability of Black applicants. The theoretical context for this study was the theory of aversive racism, which suggests that people can simultaneously have egalitarian values (e.g., all people are equal) and negative beliefs about Blacks. It was hypothesized that an aversive racist will only discriminate against Blacks if there is a non-racial reason available for which the discriminatory behavior can be rationalized.

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