Was it race or merit?: The cognitive costs of observing the attributionally ambiguous hiring of a racial minority.
Cultur Divers Ethnic Minor Psychol
; 24(2): 272-276, 2018 04.
Article
en En
| MEDLINE
| ID: mdl-28872326
OBJECTIVES: This study investigated individual and situational factors that may make observing positive treatment of an ingroup member attributionally ambiguous and cognitively taxing for ethnic minority perceivers. METHOD: 163 Latino/a participants who varied in the perception that Whites are externally motivated to behave positively toward minorities (Perceived External Motivation Scale; PEMS) observed a Latino candidate selected over 2 White candidates by a White Human Resources officer. The selected candidate was or was not the most qualified and a diversity rationale was or was not provided. Participants subsequently performed a test of cognitive interference. RESULTS: When a less-qualified minority candidate was selected, the presence (vs. absence) of a diversity rationale increased cognitive interference among low PEMS participants, but decreased cognitive interference among high PEMS participants. Results suggest that a diversity rationale made the selection of a less qualified minority more ambiguous for low PEMS but less ambiguous for high PEMS participants. CONCLUSIONS: The present study informs our understanding of when and for whom Whites' positive behavior is perceived as attributionally ambiguous. (PsycINFO Database Record
Texto completo:
1
Colección:
01-internacional
Base de datos:
MEDLINE
Asunto principal:
Selección de Personal
/
Logro
/
Hispánicos o Latinos
/
Cognición
/
Población Blanca
/
Grupos Minoritarios
Tipo de estudio:
Health_economic_evaluation
Aspecto:
Determinantes_sociais_saude
Límite:
Adult
/
Female
/
Humans
/
Male
Idioma:
En
Revista:
Cultur Divers Ethnic Minor Psychol
Asunto de la revista:
CIENCIAS SOCIAIS
/
PSICOLOGIA
Año:
2018
Tipo del documento:
Article
Pais de publicación:
Estados Unidos