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The effects of race-conscious selection decisions on subsequent selection decisions
Abstract
The present study is an investigation into the behavioral and attitudinal consequences of constrained racial preference in the context of an affirmative action plan. Given that hiring managers may often be constrained by organizational policy to show hiring preference to members of a minority group in order to implement an affirmative action program, this study examined the effect of such race-conscious selection decisions on subsequent selection decisions which are not similarly constrained by racial preference. It was predicted that the effects of race-conscious selection decisions would not be isolated to the individual selection of a job applicant. A compensatory model was proposed in which the effects of constrained racial preference would be carried over to interact with subsequent selection decisions concerning other job applicants, resulting in a reduced probability that Black applicants would be hired in subsequent hiring decisions. Seven hypotheses were tested, examining the effects of applicant race, job-related qualifications, fairness perceptions, and affirmative action hiring policy on the evaluation of job applicants and the probability that Black applicants would be hired. Results indicated a relative decrease in the number of Black applicants hired across selection trials. Further, post hoc analyses indicated that subsequent selection decisions demonstrated adverse impact against Black applicants. The role of fairness perceptions was only partially supported. Limitations of the present study and directions for future research are presented.
Subject Area
Management|Psychology
Recommended Citation
DeLaCastro, Richard John, "The effects of race-conscious selection decisions on subsequent selection decisions" (1994). ETD collection for University of Nebraska-Lincoln. AAI9500601.
https://digitalcommons.unl.edu/dissertations/AAI9500601