{"id":{"repo_id":"mo-state","oai_identifier":"oai:bearworks.missouristate.edu:theses-1909"},"canonical_url":"https://search.dev.ndltd.org/etd/mo-state/oai:bearworks.missouristate.edu:theses-1909","repository":{"repo_id":"mo-state","name":"Missouri State University","base_url":"https://bearworks.missouristate.edu/do/oai/"},"display":{"title":"Aversive Discrimination in the Employment Interview: the Effects of Organizational Policies and Accountability Pressures","abstract":"The effects of hiring norms and policies on ratings of a gay job candidate were explored using aversive racism theory. Ninety undergraduate participants from a Midwestern university rated a moderately performing department head job candidate (gay vs. non-gay) after receiving information about the position. Some participants were told their ratings would remain anonymous (no mitigating factor), some were given additional information about job-related hiring (egalitarian norm), and some received this additional training and were told they would have to explain their ratings verbally (accountability). As expected following aversive racism theory, participants rated the gay candidate less positively than the non-gay candidate despite reporting less heterosexist attitudes. Contrary to hypotheses, the mitigating situational factors did not influence participants' ratings of the gay candidate. Despite limitations of the study, organizations may need to consider other ways to mitigate discriminatory hiring decisions.","abstract_html":"The effects of hiring norms and policies on ratings of a gay job candidate were explored using aversive racism theory. Ninety undergraduate participants from a Midwestern university rated a moderately performing department head job candidate (gay vs. non-gay) after receiving information about the position. Some participants were told their ratings would remain anonymous (no mitigating factor), some were given additional information about job-related hiring (egalitarian norm), and some received this additional training and were told they would have to explain their ratings verbally (accountability). As expected following aversive racism theory, participants rated the gay candidate less positively than the non-gay candidate despite reporting less heterosexist attitudes. Contrary to hypotheses, the mitigating situational factors did not influence participants' ratings of the gay candidate. Despite limitations of the study, organizations may need to consider other ways to mitigate discriminatory hiring decisions.","abstract_has_math":false,"creators":["Grebinoski, Jeffrey"],"institution":null,"degree_name":"Master of Science in Psychology","degree_level":"Masters","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Robert Jones"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2002,"date_issued":"2002-07-01T07:00:00Z","date_published":"2002-07-01T07:00:00Z","updated_at":"2026-07-24T03:16:00Z","subjects":["Psychology"],"languages":[],"rights":["© Jeffrey Grebinoski"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://bearworks.missouristate.edu/theses/908","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Robert Jones"]},{"key":"dc:creator","label":"Author","values":["Grebinoski, Jeffrey"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Masters"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Science in Psychology"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Psychology"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["© Jeffrey Grebinoski"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://bearworks.missouristate.edu/theses/908"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["The effects of hiring norms and policies on ratings of a gay job candidate were explored using aversive racism theory. Ninety undergraduate participants from a Midwestern university rated a moderately performing department head job candidate (gay vs. non-gay) after receiving information about the position. Some participants were told their ratings would remain anonymous (no mitigating factor), some were given additional information about job-related hiring (egalitarian norm), and some received this additional training and were told they would have to explain their ratings verbally (accountability). As expected following aversive racism theory, participants rated the gay candidate less positively than the non-gay candidate despite reporting less heterosexist attitudes. Contrary to hypotheses, the mitigating situational factors did not influence participants' ratings of the gay candidate. Despite limitations of the study, organizations may need to consider other ways to mitigate discriminatory hiring decisions."]},{"key":"dc:title","label":"Title","values":["Aversive Discrimination in the Employment Interview: the Effects of Organizational Policies and Accountability Pressures"]}]}],"canonical_facts":{"dc:contributor":["Robert Jones"],"dc:creator":["Grebinoski, Jeffrey"],"dc:description.abstract":["The effects of hiring norms and policies on ratings of a gay job candidate were explored using aversive racism theory. Ninety undergraduate participants from a Midwestern university rated a moderately performing department head job candidate (gay vs. non-gay) after receiving information about the position. Some participants were told their ratings would remain anonymous (no mitigating factor), some were given additional information about job-related hiring (egalitarian norm), and some received this additional training and were told they would have to explain their ratings verbally (accountability). As expected following aversive racism theory, participants rated the gay candidate less positively than the non-gay candidate despite reporting less heterosexist attitudes. Contrary to hypotheses, the mitigating situational factors did not influence participants' ratings of the gay candidate. Despite limitations of the study, organizations may need to consider other ways to mitigate discriminatory hiring decisions."],"dc:identifier":["https://bearworks.missouristate.edu/theses/908"],"dc:rights":["© Jeffrey Grebinoski"],"dc:subject":["Psychology"],"dc:title":["Aversive Discrimination in the Employment Interview: the Effects of Organizational Policies and Accountability Pressures"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Masters"],"thesis:degree_name":["Master of Science in Psychology"]},"updated_at":"2026-07-24T03:16:00Z"}