Preferential Hiring
- 1 February 1994
- journal article
- Published by Emerald Publishing in Journal of Managerial Psychology
- Vol. 9 (1) , 17-21
- https://doi.org/10.1108/02683949410051477
Abstract
Explores managerial professionals′ views on gender‐based preferential hiring versus merit selection, and examines whether their views are affected by different information frames presented to them. Results show that, although the managers sampled in the study opposed preferential hiring in general, they valued a number of the consequences of preferential hiring. Information frame had no effect on male manager′s views. However, female managers were significantly persuaded by information emphasizing advantages of gender‐based hiring.Keywords
This publication has 12 references indexed in Scilit:
- The application of relative deprivation theory to justice perception of preferential selectionCurrent Psychology, 1992
- Personnel SelectionAnnual Review of Psychology, 1992
- The Influence of Affirmative Action on Perceptions of a Beneficiary's Qualifications1Journal of Applied Social Psychology, 1991
- Skirting the competence issue: Effects of sex-based preferential selection on task choices of women and men.Journal of Applied Psychology, 1991
- Self-derogating consequences of sex-based preferential selection: The moderating role of initial self-confidenceOrganizational Behavior and Human Decision Processes, 1990
- Mimicking Political Debate with Survey Questions: The Case of White Opinion on Affirmative Action for BlacksSocial Cognition, 1990
- Personnel SelectionAnnual Review of Psychology, 1990
- The long-range impact of five definitions of “fair” employee selection on black employment and employee productivityOrganizational Behavior and Human Decision Processes, 1989
- Affirmative action: An ethical evaluationJournal of Business Ethics, 1988
- Reverse Discrimination as UnjustifiedEthics, 1973