Premium
The Role of Self‐Perceptions in Reactions to Preferential and Merit‐Based Hiring 1
Author(s) -
Hattrup Keith
Publication year - 1998
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/j.1559-1816.1998.tb01703.x
Subject(s) - psychology , social psychology , self efficacy , selection (genetic algorithm) , task (project management) , perception , test (biology) , management , paleontology , artificial intelligence , neuroscience , computer science , economics , biology
This research attempts to assess the role of preexisting self‐perceptions as moderators of individuals' reactions to preferential and merit‐based selection. A laboratory experiment was conducted in which female participants were recruited to work on a temporary “job.” Participants were randomly “hired” for the job either because they passed a preemployment qualifying test or because of their gender. Results supported hypothesized self‐consistent reactions to the hiring conditions among individuals differing in preexisting self‐efficacy. Compared to high self‐efficacy participants, lower self‐efficacy individuals responded to preferential hiring with lower eventual task performance. Low self‐efficacy individuals were also less apt to attribute performance during selection to ability when hired under a merit‐based procedure, compared to high self‐efficacy participants.