Dual Pathways to Bias: Evaluators' Ideology and Ressentiment Independently Predict Racial Discrimination in Hiring Contexts

• 成果类型: Article
• 署名作者: Reynolds, Tania; Zhu, Luke; Aquino, Karl; Strejcek, Brendan
• 署名单位: University of New Mexico; Indiana University System; Indiana University Bloomington; York University - Canada; University of British Columbia
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/apl0000804
• 发表日期: 2021
• 页码: 624-641
• 关键词: emotion; affect; ideology; hiring; DISCRIMINATION

摘要

Despite organizations' professed commitment to fairness, thousands of employees file race-based discrimination claims every year. The current article examines how people deviate from impartiality when evaluating candidates in hiring decisions. Researchers have argued the ideological endorsement of elitism (i.e., scoring high in social dominance orientation) can lead to discrimination against racial minorities. We examined whether an opposing ideological commitment-egalitarianism-can also produce partiality, but in favor of minority applicants. Inspired by dual processing models and Nietzsche's philosophical theorizing, we also forwarded and tested a novel, affective predictor of racial biases in evaluation: ressentiment toward the socially powerful. Across 4 studies, we found evaluators' ideologies and ressentiment independently shaped evaluations of equally qualified candidates in hiring contexts. Participants who endorsed elitism showed a preference for White candidates, whereas those who endorsed egalitarianism evaluated Black candidates more favorably. Individuals who experienced stronger ressentiment toward the social elite also preferred Black over White applicants. Studies 3 and 4 tested and supported a novel intervention-inducing a calculative mindset-as a method for attenuating evaluators' ideological and ressentiment driven impartiality.