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The Interactive Effects of Race, Gender, and Job Type on Job Suitability Ratings and Selection Decisions 1
Author(s) -
Hosoda Megumi,
Stone Dianna L.,
StoneRomero Eugene F.
Publication year - 2003
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.1559-1816.2003.tb02077.x
Subject(s) - race (biology) , psychology , selection (genetic algorithm) , social psychology , white (mutation) , personnel selection , job performance , management , job satisfaction , sociology , computer science , economics , artificial intelligence , gender studies , biochemistry , chemistry , gene
The present study examined the main and interactive effects of race, gender, and job type on job suitability ratings and selection decisions. Consistent with the double‐advantage additive effects model of race and gender, highly educated Black women were rated as more suitable for jobs and more likely to be selected for jobs requiring high levels of cognitive ability than were comparably educated White men, White women, or Black men. These results suggest that selection decisions might be jointly determined by race, gender, and the nature of a job. The implications of these findings for overcoming biases in employment‐related decision making are discussed.