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

Human Resource Development Quarterly

Volumn 10, Issue 1, 1999, Pages 79-89

  Härtel, Charmine E J ^a   Douthitt, Shane S ^b   Härtel, Günter ^a   Douthitt, Sarah Yarbrough ^b  

^a UNIVERSITY OF QUEENSLAND   (Australia)

^b UNIVERSITY OF GEORGIA   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 0345973361     PISSN: 10448004     EISSN: 15321096     Source Type: Journal    
DOI: 10.1002/hrdq.3920100107     Document Type: Article

References (31)

1. Arvey, R. D. (1979). Unfair discrimination in the employment interview: Legal and psychological aspects. Psychological Bulletin, 86, 736-765.
2. Barsalou, L. W. (1991). Deriving categories to achieve goals. The Psychology of Learning and Motivation, 27, 1-63.
3. Byrne, D. (1971). The attraction paradigm. New York. Academic Press.
4. Cox, T., Nkomo, S. M. (1986). Differential performance appraisal criteria. A field study of black and white managers. Group and Organization Studies. 1-2. 101-119
5. Dipboye, R. L., Fromkin, H. L., Wiback, K. (1975) Relative importance of applicant sex, attractiveness, and scholastic standing in evaluation of job applicant resumes. Journal of Applied Psychology. 60, 39-43
6. Fox, S., Ben-Nahum, Z., Yinon, Y. (1989). Perceived similarity and accuracy of peer ratings. Journal of Applicd Psychology, 74, 781-786
7. Graves, L. M., Powell, G. N. (1988) An investigation of sex discrimination in recruiters' evaluations of actual applicants. Journal of Applied Psychology, 73, 20-29.
8. Graves, L. M., PoLvell, G. N. (1995). The effect of sex similarity on recruiters' evaluations of actual applicants. A test of the similarity-attraction paradigm. Personnel Psychology, 48, 85-97.
9. Härtel, C. E. J., (1993). Field independence/dependence as a predictor of attitude toward and psychometric quality of ratings on four different formats. Journal of Applied Psychology, 78, 212-217.
10. Härtel, C. E. J., Fujimoto, Y. (1998, April 16). Effects of diversity in organisational groups: Development of the diversity-openness moderator model. Paper presented at the Society of Australasian Social Psychologists, Christchurch. New Zealand
11. Härtel, C. E. J., Trumble, R. B. (February 1997). IDADA The Individual Difference Approach to Diversity Awareness (Management Paper Series no. 36) Brisbane. Australia: University of Queensland, Graduate School of Management.
12. Hitr, M. A., Barr, S. H. (1989). Managerial selection decision models: Examination of configural cue processing. Journal of Applied Psychology, 79, 53-61.
13. Huffcutt, A. I., Roth, P. L. (1998). Racial group differences in employment interview evaluations. Journal of Applied Psychology, 83, 179-189.
14. Ilgen, D. R., Barnes-Farrell, J. L., McKellin, D. B. (1993) Performance appraisal process research in the 1980s: what has it contributed to appraisal in use? Organizational Behavior and Human Petformance, 54, 321-368.
15. Johnston, W. B., Packer, A. E. (1987). LWorkplace 2000 Work and workers for the twenty-first century. Indianapolis, In: Hudson Institute.
16. Jussim, L., Coleman, L. M., Lerch, L. (1987) The nature of stereotypes: A comparison and integration of three theories. Journal of Personality and Social Psychology, 52, 536-516.
17. Kraiger, K., Ford, J. K. (1985). A mcta-analysis of ratee race effects in performance ratings. Journal of App1ied Psychology, 70, 56-65.
18. Landy, F. J., Farr, J. L. (1980). Performance rating. Psychological Bulletin, 87, 72-102
19. Liden, R. C., Wayne, S. J., Stilwell, D. (1993) A longitudinal study on the early development of leader-member exchanges. Journal of applied Psychology, 78, 662-674.
20. Linville, P. W., Fischer, G. W. (1993) Exemplar and abstraction models of perceived group variability and stereotypicality. Social Cognition. 11, 92-125
21. Mobley, W. H. (1982). Supervisor and employee race and sex effects on performance appraisal: A field study of adverse impact and generalizability. Acandemy of Management Journal, 25, 598-606.
22. Mumford, M. D. (1983). Social comparison theoy and the evaluation of peer evaluation: A review and some applied implications. Personnel Psyhologs, 36, 867-881.
23. Newman, J., Krzystofiak, F. (1979). Self reports versus unobtrusive measures: Balancing method variance and ethical concerns in employment discrimination research. Journal of Applied Psychology, 64, 82-85
24. Offermann, L., Gowing, M. (1993) Personnel selection in the future. The impact of changing demographics and the nature of Work. In N. Schmitt W. C. Borman (Eds.), Personnel selection in organizations (pp. 385-417). San Francisco: Jossey-Bass.
25. Pulakos, E. D., Wexley, K. N. (1983). The relationship among perceptual similarity, sex, and performance ratings in manager-subordinate dyads. Academy of Management Journal, 26, 129-139.
26. Pulakos, E. D., White, L. A., Oppler, S. H., Borman, W. C. (1989). Examination of race and sex effects on performance ratings. Journal of Applied Psychology, 74, 770-780.
27. Tosi, H. L., Einbender, S. W. (1985). The effects of the type and amount of information in sex discrimination research: A meta-analysis. Academy of Management Journal, 28, 712-723.
28. Triandis, H. C., Kurowski, L. L., Gelfand, M. J. (1994). Workplace diversity. In H. C. Triandis, M. D. Dunnette, L. M. Hough (Eds.), Handbook of industrial and oiganizational psychology (pp. 769-815), Palo Alto, CA: Consulting Psychologists.
29. Tsui, A. S., O'Reilly, C. A. (1989). Beyond simple demographic effects: The importance of relational demography in superior-subordinate dyads. Academy of Management Journal, 29, 586-599.
30. Wayne, S. J., Liden, R. C. (1995). Effects of impression management on performance ratings: A longitudinal study. Acadeny of Management Journal, 38, 232-260.
31. Zalesny, M. D., Highhouse, S. (1992). Accuracy in performance evaluations. Organizational Behavior and Human Decision Processes, 51, 22-50.