The author extends thanks to Daniel R. Ilgen, J. Kevin Ford, Steve W. J. Kozlowski, Neal Schmitt, the editor, and two anonymous reviewers for their helpful feedback on earlier versions of this work. This research was supported, in part, by Grant N00014-90-J1788 from the Office of Naval Research (Daniel R. Ugen and John R. Hollenbeck, Principal Investigators). The ideas expressed herein are the author's and not necessarily endorsed by the Office of Naval Research.
The Role of Self-Perceptions in Reactions to Preferential and Merit-Based Hiring1
Article first published online: 31 JUL 2006
Journal of Applied Social Psychology
Volume 28, Issue 3, pages 225–234, February 1998
How to Cite
Hattrup, K. (1998), The Role of Self-Perceptions in Reactions to Preferential and Merit-Based Hiring. Journal of Applied Social Psychology, 28: 225–234. doi: 10.1111/j.1559-1816.1998.tb01703.x
- Issue published online: 31 JUL 2006
- Article first published online: 31 JUL 2006
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.