HOW SOCIAL DOMINANCE ORIENTATION AND JOB STATUS INFLUENCE PERCEPTIONS OF AFRICAN-AMERICAN AFFIRMATIVE ACTION BENEFICIARIES

Authors


  • This research was partially funded by a Lerner College of Business Summer Research Grant awarded to Karl Aquino. The authors thank Madeline Heilman, Phil Oyerly, Mike Gordon, Joan Bowes, Joe Auriemma, Charles Lankau, and Thomas Ng for their assistance in the execution of this study. This manuscript greatly benefited from comments generated in colloquia with the Department of Psychology at the University of Delaware, the Department of Management at the Terry College of Business, University of Georgia, and the Lac Leman Organizational Research Group, University of Geneva.

and requests for reprints should be addressed to Karl Aquino, Sauder School of Business, University of British Columbia, Vancouver, BC V6T 1Z2, Canada; karl.aquino@sauder.ubc.ca.

Abstract

This paper examines evaluative judgments about an African-American beneficiary of affirmative action (AA) in two studies. Based on a motivated social cognition model, we test whether the use of AA, social dominance orientation (SDO), and job status jointly influence judgments about the future job performance and career progression of an AA beneficiary. In a sample of 244 undergraduate business students, Study 1 showed that SDO and AA interact to predict job-related performance expectations, and AA and job status interact to predict career progression expectations. Study 2 used a different sample of 190 business undergraduates to test whether the effects of AA, job status, SDO and their interactions on evaluative judgments is mediated by stereotype application. Results showed that different dimensions of stereotypes mediated the relationships between SDO, job status and the AA × SDO interaction.

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