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Warm and Competent Hassan = Cold And Incompetent Eric: The Harsh Equation of Real-life Hiring Discrimination
Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.ORCID iD: 0000-0001-6134-0058
Lunds universitet.
Lunds universitet.ORCID iD: 0000-0002-6456-5735
Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics. (CAFO)
2012 (English)In: Basic and Applied Social Psychology, ISSN 0197-3533, E-ISSN 1532-4834, Vol. 34, no 4, 359-366 p.Article in journal (Refereed) Published
Abstract [en]

In a field experiment, we sent out 5,636 job applications varying how Swedish (in-group) and Arab (out-group) applicants presented themselves in terms of two fundamental dimensions of social judgment: warmth and competence. Results indicate substantial discrimination where Arab applicants receive fewer invitations to job interviews. Conveying a warmer or more competent personality increases invitations. However, appearing both warm and competent seems to be especially important for Arab applicants. Arab applicants need to appear warmer and more competent than Swedish applicants to be invited equally often. The practical importance of signaling warmth and competence in labor market contexts is discussed.

Place, publisher, year, edition, pages
Taylor & Francis, 2012. Vol. 34, no 4, 359-366 p.
National Category
Psychology
Research subject
Social Sciences, Psychology
Identifiers
URN: urn:nbn:se:lnu:diva-16009DOI: 10.1080/01973533.2012.693438OAI: oai:DiVA.org:lnu-16009DiVA: diva2:463541
Available from: 2011-12-09 Created: 2011-12-09 Last updated: 2016-11-18Bibliographically approved

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Agerström, JensCarlsson, RickardRooth, Dan-Olof
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CiteExportLink to record
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Cite
Citation style
  • apa
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  • vancouver
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Language
  • de-DE
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  • en-US
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  • nn-NO
  • nn-NB
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  • Other locale
More languages
Output format
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  • asciidoc
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