Date of Completion

5-7-2020

Embargo Period

5-7-2020

Keywords

Employers' Implicit gender and racial bias, Social stereotypes, In-group favoritism

Major Advisor

Jennifer McGarry

Associate Advisor

Laura Burton

Associate Advisor

Joseph Cooper

Associate Advisor

Kevin Thompson

Associate Advisor

Justin Evanovich

Field of Study

Educational Leadership (Ed.D.)

Degree

Doctor of Philosophy

Open Access

Open Access

Abstract

The purpose of the study was to examine the relationship between employers’ personal dispositions associated with implicit biases (race and gender) and their perceptions of applicants to entry-level sport management positions. Two sections were formulated in relation to the overall conceptual framework. Based on implicit bias, social role theory and intersectionality, section 1 focused on the tendency to prefer higher social status groups (i.e., white men). Section 2 focused on subjective uncertainty reduction theory and social identity theory which posit that employers tend to prefer candidates in the same gender and racial groups. Simulated employment procedures were applied in the present study. In particular, white male, black male, white female, and black female candidates’ interview videos and resumes were examined as the vignette. In section 1, social dominance orientation was included as a predictor of employers’ implicit gender and racial bias favoring higher social status groups. Emotional intelligence and attributional complexity were included as moderators of the effect of social dominance orientation. Results indicated that social dominance orientation was a significant predictor of employers’ preference for higher social status groups. However, the value of emotional intelligence and attributional complexity on mitigating employers’ implicit gender and racial bias was not supported. In section 2, collective self-esteem was included as a predictor of implicit gender and racial bias associated with in-group favoritism. Emotional intelligence was included as a moderator on the effect of collective self-esteem. Results revealed white employers with higher collective self-esteem show a stronger tendency to racial in-group favoritism as they are more likely to prefer white candidates. The moderating effect of emotional intelligence was not found to be significant. Implications and limitations were discussed.

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