<p> This study explored the impact demographic dissimilarity between an interviewer and a job candidate has on how the candidate is evaluated for a job. The interviewer's levels of race- and gender-based prejudice were examined as moderators of this relationship, while stress was examined as a mediator. Race and gender dissimilarity were manipulated by presenting participants with scripted videos of a job candidate responding to interview questions. Participants, who consisted of undergraduate students, were randomly assigned to evaluate a White male, a White female, an African-American male, or an African-American female job applicant. After a brief introductory clip of the candidate, participants reported how stressful they expected the task of evaluating the candidate to be and after watching the video of the interview evaluated the candidate for the job of Academic Advisor, and completed measures of prejudice. </p><p> While racial and gender dissimilarity to the job candidate did not directly affect how the candidate was evaluated for the job, results showed that racial and gender dissimilarity indirectly affected how the candidate was evaluated for the job through the mediator of stress and at different levels of race- and gender-based prejudice. Theoretical support for the impact of demographic dissimilarity on interview outcomes is provided and the practical implications of these findings are discussed. Suggestions for future areas of research are also presented.</p>
| Identifer | oai:union.ndltd.org:PROQUEST/oai:pqdtoai.proquest.com:3595493 |
| Date | 12 November 2013 |
| Creators | Snyder, Jasmine |
| Publisher | Hofstra University |
| Source Sets | ProQuest.com |
| Language | English |
| Detected Language | English |
| Type | thesis |
Page generated in 0.002 seconds