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Affirmative Action Affirmative Action policies anti-Affirmative Action subjects applicant pool Applied Psychology assigned rank attitude adjustment attitude change attitudinal Attribution theory Bigoness black applicant Branch Manager busing coercion coercive hiring policies cognitions Cognitive Dissonance competence dependent measure discriminatory behaviors dissonance Doctor of Philosophy effects employer epiphenomenal equality exposure extrinsic favorable attitude forced compliance forced exposure Fromkin High Pressure high-coercive letter hire the target hiring decision hiring quotas hiring-guidelines impact interpersonal attraction investment counselors job applicants Journal of Applied Journal of Personality justification legislation members of disadvantaged Merrill Carlsmith minority or female negative number of applicants outcome performance evaluations personnel selection pre-test scores prejudice and discrimination Pressure condition pressure to hire pro-Affirmative Action qualified racial racial segregation salience selection rate Self-perception theory significantly social equality Social Psychology solo Study suggests target applicant target behavior target disadvantaged groups target group Task Terborg tion token employee TREATMENT CONDITION unfavorable stereotypes women