The purpose of this study examined whether candidate ethnicity, specifically one perceived to be Arab versus one perceived to be White, would effect candidate evaluation and choice of who to interview in a simulated managerial decision making situation. Further, this research examined whether more highly prejudiced people toward Arabs would use stereotypes in their choice and evaluation more than low-prejudice people as measured on a self-report prejudice scale and an Implicit Association Test (IAT). Participants (n = 196) completed a simulated managerial decision making task followed by an explicit measure of prejudicial attitudes toward Arabs, as well as an IAT. Consistent with theories of social categorization and social identity, a negative bias was found toward an Arab candidate in comparison to a White candidate when the participant was non-Arab/Middle Eastern, and a preference for an Arab candidate was found in comparison to a White candidate when the participant was Arab/Middle Eastern. Individuals with higher levels of explicit prejudice toward Arabs also evaluated the White candidate higher and chose the Arab less often than the White candidate to come in for an interview. The implications of these results are examined and discussed in detail.Castleton L U X U R Y H O T B L Facilities Maintenance Worker Job Purpose: Maintains high-rise hotel environment including building equipment, heating, cooling, electrical, and plumbing systems throughout the entire facility. May monitoranbsp;...
|Title||:||Anti-Arab Bias in Job Applicant Screening: The Role of Implicit and Explicit Attitudes|
|Author||:||Jennifer L. Weiss|
|Publisher||:||ProQuest - 2008|