The Interactive Effects of Race, Gender, and Job Type on Job Suitability Ratings and Selection Decisions1

Authors


  • 1

    Some of this study's findings were presented at the meeting of the Society for Industrial and Organizational Psychology, Dallas, April 1998.

concerning this article should be addressed to Megumi Hosoda, Department of Psychology, San Jose State University, San Jose, CA 95192-0120. E-mail: mhosoda@email.sjsu.edu

Abstract

The present study examined the main and interactive effects of race, gender, and job type on job suitability ratings and selection decisions. Consistent with the double-advantage additive effects model of race and gender, highly educated Black women were rated as more suitable for jobs and more likely to be selected for jobs requiring high levels of cognitive ability than were comparably educated White men, White women, or Black men. These results suggest that selection decisions might be jointly determined by race, gender, and the nature of a job. The implications of these findings for overcoming biases in employment-related decision making are discussed.

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