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ERIC Number: ED348906
Record Type: RIE
Publication Date: 1992-Apr
Attitudes towards Affirmative Action: Effects of Procedural Rationale and Candidates' Qualifications.
Mann, Jeffrey A.; Fasolo, Peter M.
This study examined whether individuals in higher education who are exposed to a hiring rationale based on a diversity value (minority group differences are valuable and should be relevant criteria for employment decisions in higher education) will rate affirmative action as fairer than those exposed to a compensation rationale (minority status is relevant because such consideration helps restore benefits precluded by past discrimination). A sample of 87 students enrolled at Fairleigh Dickinson University of New Jersey were asked to rate their agreement with a college's hiring rationale and rate candidate qualifications involving a black female candidate (who got the job) and a white female candidate. Students were exposed to either diversity or compensation conditions for the school's final hiring decision. Findings revealed no significant effects for rationale on either the fairness of hiring the black candidate or the college's general policy. Also, the candidate's qualifications had no effect on student ratings of the college's general affirmative action policy; subjects appeared to use information about qualifications to evaluate a specific hiring decision, but not to evaluate the affirmative action policy in general. (GLR)
Publication Type: Information Analyses; Speeches/Meeting Papers
Education Level: N/A
Authoring Institution: N/A
Note: Paper presented at the Annual Conference of the Eastern Psychological Association (63rd, Boston, MA, April 3-5, 1992).