INTERVIEWER DECISIONS AS A FUNCTION OF APPLICANT RACE, APPLICANT QUALITY AND INTERVIEWER PREJUDICE
研究通过模拟面试实验，发现应聘者素质对评分影响最大，但黑人应聘者评分高于白人，且高偏见面试官对黑人评分更高，结果与预期相反。
This study investigated the impact of the racial attitudes of interviewers, applicant race, and applicant quality on the ratings given applicants. This study used a posttest‐only control group approach which was analyzed by a 2 × 2 × 2 factorial ANOVA design. Subjects were 176 white business administration students from a large urban university. Videotapes of simulated job interviews were produced to control applicant quality and applicant race. A black male and a white male each role‐played both a high and a low quality applicant. The main effect for applicant quality was significant, accounting for 50% of the variance in applicant ratings. The main effect for race was significant but not in the predicted direction. Black applicants were rated higher than white applicants. While high quality applicants were rated highly regardless of race, the low quality black applicant was rated higher than the comparably performing white applicant. The interaction of race and interviewers' level of prejudice was significant but not in the predicted direction. Highly prejudiced subjects rated black applicants higher than white applicants. The implications of these results for further research were discussed.