An assessment of attraction toward affirmative action organizations: investigating the role of individual differences
研究白人高管学员对招聘材料中平权行动政策的反应，发现偏见态度、公平敏感性和自我效能感影响组织吸引力，且公平敏感性和自我效能感调节偏见与吸引力之间的关系。
Abstract Our study investigated applicant characteristics in response to organizations incorporating an affirmative action policy (AAP) statement in recruitment material. Study participants ( N = 217; White upper‐level management students) randomly received recruitment material containing one of three statements (e.g., affirmative action, equal employment opportunity (EEO), or no statement regarding affirmative action or EEO) and were asked to evaluate the attractiveness of the organization publicizing the designated policy. Results indicated that individuals responded negatively to AAPs in recruitment material because of prejudice attitudes, the perceived unfairness of such programs (which we relate to equity sensitivity), or in an attempt to protect their own self‐interest (which we relate to general self‐efficacy). Additionally, individuals' equity sensitivity and general self‐efficacy both moderated the relationship between racial prejudice and organizational attractiveness. Specifically, the negative relationships between participants' prejudice attitudes and the attractiveness of organizations publicizing an affirmative action policy were stronger for benevolents (persons tolerant of situations where they are under‐rewarded) and for persons low in self‐efficacy. Implications of our findings for organizational recruitment practices are discussed. Copyright © 2006 John Wiley & Sons, Ltd.