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We are deeply indebted to the two anonymous reviewers and the Editor for their painstaking efforts and the extremely meticulous comments given to us during the entire review process of this paper. A thousand thanks to all three of you.The study reported here employed a 2 (wheelchair-bound versus non-wheelchairbound) x 2 (Caucasian versus Chinese) x 2 (programmer versus computer operator) full factorial experiment design to examine the effects of evaluator biases on the perceived employability of job applicants. Results based on 640 evaluation reports showed that evaluators tended to accord higher employability ratings to job applicants with apparent physical disabilities and those with a higher level of job skill. The positive bias in favor of applicants with disabilities in terms of perceived employability was greater for Caucasian than for Chinese job applicants. These results suggested that there might be race-disability interactions in the evaluation process. Implications for research on employment discrimination were discussed.

Variation of psychomotor performance during a normal working day and in noncircadian disrupted individuals cannot be measured by the rotary pursuit test. Furthermore, a learning effect could mask any variation in performance.