The Roles of Gender and Affirmative Action Attitude in Reactions to Test Score Use Methods1


  • 1

    An earlier version of this study was presented at the 1997 meeting of the Society for Industrial and Organizational Psychology. We thank James Paulson and Lynne Steinberg for their helpful comments on earlier drafts of this paper.

2 Correspondence concerning this article should be addressed to Donald M. Truxillo, Department of Psychology, Portland State University, P. O. Box 751. Portland, OR 97207. e-mail:


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.