EFFECTS OF ADVERTISED HUMAN RESOURCE MANAGEMENT PRACTICES ON ATTRACTION OF AFRICAN AMERICAN APPLICANTS
研究通过向非洲裔美国工程师展示不同招聘广告，发现身份意识（平权行动）政策比身份盲（平等就业机会）政策更能吸引求职者，但学生对团队工作的偏好更强，且所有人对个人工作加团队绩效薪酬的组合反应消极。
Student members of a national organization of African American engineers ( n = 1019) and currently employed African American engineers ( n = 303) responded to a hypothetical job advertisement differing by staffing policy (identity‐blind vs. identity‐conscious), advertised work characteristics (i.e., individual‐based vs. team‐based), and compensation system characteristics (pay based on individual performance vs. pay based on work‐group performance). Both groups of respondents reported being more likely to apply when the staffing policy was identity conscious (i.e., affirmative action) than when it was identity blind (i.e., equal‐employment opportunity). However, only the student sample reported being more likely to apply when the advertisement described team‐based work instead of individual‐based work. Both groups reacted negatively to the combination of individual‐based work and group‐performance based pay systems.