Department of Sociology/ICS, Utrecht University, Heidelberglaan 2, 3584 CS Utrecht, The Netherlands.
Soc Sci Res. 2012 Jan;41(1):61-73. doi: 10.1016/j.ssresearch.2011.09.007. Epub 2011 Sep 28.
We study effects of explicit and implicit interethnic attitudes on ethnic discrimination in hiring. Unlike explicit attitudes, implicit attitudes are characterised by reduced controllability, awareness or intention. Effects of implicit interethnic attitudes on ethnic discrimination in the labour market remain under-researched. Moreover, previous experiments on the effects of explicit interethnic attitudes on discrimination have important drawbacks. We use data from a laboratory experiment (n=272) consisting of an Implicit Association Test, a questionnaire and a recruitment test in which participants reviewed résumés representing fictitious applicants who varied regarding ethnicity, gender, education and work experience. Participants graded applicants and selected applicants for an interview. Results show that only explicit interethnic attitudes affect discrimination in grades, but both explicit and implicit interethnic attitudes increase discrimination in selection.
我们研究了明确和隐含的族裔态度对招聘中族裔歧视的影响。与明确的态度不同，隐含的态度的特点是可控性、意识或意图降低。隐含的族裔态度对劳动力市场中族裔歧视的影响仍未得到充分研究。此外，先前关于明确的族裔态度对歧视影响的实验存在重要的缺陷。我们使用了一项实验室实验（n=272）的数据，该实验包括内隐联想测验、问卷和招聘测试，参与者审查了代表虚构申请人的简历，这些申请人在族裔、性别、教育和工作经验方面有所不同。参与者对申请人进行评分，并选择申请人进行面试。结果表明，只有明确的族裔态度会影响成绩上的歧视，但明确和隐含的族裔态度都会增加选择上的歧视。
