An examination of the mediators and moderators in the relationship between justifications, organizational contexts, and discrimination in personnel selection

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dc.contributor Johnson, Diane E.
dc.contributor Kacmar, K. Michele
dc.contributor Davis, Lenita M.
dc.contributor.advisor King, James E.
dc.contributor.advisor Avery, Derek R.
dc.contributor.author Holmes IV, Oscar
dc.date.accessioned 2017-03-01T16:47:18Z
dc.date.available 2017-03-01T16:47:18Z
dc.date.issued 2013
dc.identifier.other u0015_0000001_0001232
dc.identifier.other HolmesIV_alatus_0004D_11454
dc.identifier.uri https://ir.ua.edu/handle/123456789/1703
dc.description Electronic Thesis or Dissertation
dc.description.abstract Discrimination research has largely focused on what has been called old-fashioned racism. However, research exploring modern racism is a burgeoning area. This dissertation attempted to extend and build theory on modern racism by explaining when justifications and organizational contexts can lead people to discriminate in personnel selection situations. Explicit and implicit justifications are examined and tested using directives from leaders, coworkers, and customers. Additionally, two organizational contexts, diversity climate and the hiring context, are examined to determine when they may lead to discrimination. Three-way interactions are hypothesized among modern racism, submissiveness to authority, and agreeableness that are posited to affect one's propensity to discriminate. Finally, two mediation processes, stereotype activation/application and casuistry, are hypothesized as the psychological processes that explain the decision making process. Binary logistic regression was used to test the hypotheses. Results from three lab studies revealed that explicit coworker justifications led to both the selection of fewer and more Black job applicants. Stereotype activation/application mediated the relationship between explicit justifications and organizational contexts on the selection of Black job applicants but not between implicit justifications and Black job applicants. A complete discussion of the results along with the theoretical and managerial implications, limitations, and directions for future research are also presented.
dc.format.extent 203 p.
dc.format.medium electronic
dc.format.mimetype application/pdf
dc.language English
dc.language.iso en_US
dc.publisher University of Alabama Libraries
dc.relation.ispartof The University of Alabama Electronic Theses and Dissertations
dc.relation.ispartof The University of Alabama Libraries Digital Collections
dc.relation.hasversion born digital
dc.rights All rights reserved by the author unless otherwise indicated.
dc.subject.other Management
dc.subject.other Organizational behavior
dc.title An examination of the mediators and moderators in the relationship between justifications, organizational contexts, and discrimination in personnel selection
dc.type thesis
dc.type text
etdms.degree.department University of Alabama. Dept. of Management and Marketing
etdms.degree.discipline Management
etdms.degree.grantor The University of Alabama
etdms.degree.level doctoral
etdms.degree.name Ph.D.


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