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The present study explored the effects of 2 variables, affirmative action (AA) attitude and gender, on reactions to 3 test score use (TSU) methods: top-down selection. banding with random selection, and banding with preferences. In a study of 94 upper-division and graduate business students, AA attitude was associated with different reactions to TSU methods in terms of fairness and organizational attractiveness. Moreover, women with negative AA attitudes and men rated banding with preferences lower than the other two methods, but women with positive AA attitudes did not Results are discussed in terms of applicant reactions models, implications for organizations and future research.