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Sex Discrimination in Simulated Employment Contexts: A Meta-analytic Investigation

https://doi.org/10.1006/jvbe.1999.1711 Get rights and content

Abstract

This study meta-analytically tested hypotheses concerning factors that affect sex discrimination in simulated employment contexts. These hypotheses, derived from the social psychological literature on stereotyping, predicted that salience of applicant sex, job sex-type, sex of rater, and amount of job-relevant information would affect discrimination against female and male applicants. Generally, the hypotheses concerning job sex-type and job-relevant information were supported. Female and male applicants received lower ratings when being considered for an opposite-sex-type job, and the difference between ratings of males and females decreased as more job-relevant information was provided. However, ratings of males and females did not differ as hypothesized in regard to salience of sex and rater sex. The research and practice implications of these results are discussed.

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  • Cited by (0)

    Address correspondence and reprint requests to Michael J. Burke, Department of Psychology, Tulane University, New Orleans, LA 70118.

    1

    An asterisk indicates that information from this study was used in the meta-analyses.

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