An Investigation of Race and Sex Similarity Effects in Interviews A Multilevel Approach to Relational Demography

This research studied the effects of race and sex similarity on ratings in one-on-one highly structured college recruiting interviews ( N = 708 interviewers and 12,203 applicants for 7 different job families). A series of hierarchical linear models provided no evidence for similarity effects, althou...

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Bibliographic Details
Published in:	Journal of applied psychology Vol. 88; no. 5; pp. 852 - 865
Main Authors:	Sacco, Joshua M, Scheu, Christine R, Marie Ryan, Ann, Schmitt, Neal
Format:	Journal Article
Language:	English
Published:	Washington, DC American Psychological Association 01-10-2003
Subjects:	Adult African Americans - psychology Asian Americans - psychology Biological and medical sciences Demographics Demography Discrimination European Continental Ancestry Group - psychology Female Fundamental and applied biological sciences. Psychology Higher education Hispanic Americans - psychology Human Human Sex Differences Humans Interviewers Interviews Interviews as Topic Job Applicant Interviews Job Applicants Job Application Male Occupational psychology Orientation. Selection. Evaluation Personnel Recruitment Personnel Selection Psychology Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Race Racial and Ethnic Differences Recruitment Sex Sex Factors Sexism Social psychology Studies Universities Human Occupational environment Similarity Race Sex Staff recruitment Ethnic group Interview
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Summary:	This research studied the effects of race and sex similarity on ratings in one-on-one highly structured college recruiting interviews ( N = 708 interviewers and 12,203 applicants for 7 different job families). A series of hierarchical linear models provided no evidence for similarity effects, although the commonly used D- score and analysis-of-variance-based interaction approaches conducted at the individual level of analysis yielded different results. The disparate results demonstrate the importance of attending to nested data structures and levels of analysis issues more broadly. Practically, the results suggest that organizations using carefully administered highly structured interviews may not need to be concerned about bias due to the mismatch between interviewer and applicant race or sex.
Bibliography:	ObjectType-Article-2 SourceType-Scholarly Journals-1 ObjectType-Feature-1 content type line 23 ObjectType-Article-1 ObjectType-Feature-2
ISSN:	0021-9010 1939-1854
DOI:	10.1037/0021-9010.88.5.852