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A scenario study was conducted to determine the impact of identity congruence on selection decisions. Participants were provided identical resumes for either Alejandro or Consuela followed by information from reference checks. Hypotheses were developed to test the impact of finding out information that called into question the Latino/a identity of the applicants. Results were strongest for gender and, consistent with the study's hypotheses, participants favored Alejandro prior to the reference check information. The results also demonstrated the importance of conducting reference checks as the evaluations between the applicants were equalized once the additional information was provided. © 2014 Wiley Periodicals, Inc.

When victimized in the workplace, gay, lesbian, and bisexual (GLB) employees often find themselves without recourse as Title VII does not recognize sexual orientation to be a protected class. We suggest that recent court decisions that have expanded Title VII to protect individuals from discrimination based upon violations of gender norms can be used to provide a basis for protection of GLB individuals under this statute. Using a review of the role of gender norms in the workplace as well as an analysis of recent court decisions , this paper provides the theoretical background and conceptual argument (but does not attempt to make the legal argument) to suggest that same-sex harassment and discrimination are considered violations of societal gender norms and should therefore be protected under the expanded coverage of Title VII.

Research in organizational ethics emphasizes those dispositional factors that are expected to foster positive ethical behavior. We seek to contribute to this literature by including personal values that are in contention with moral outcomes. Specifically, we combine the values of hedonism and power with benevolence and universalism. Our underlying premise of this value-pragmatics model is that nonmoral, as well as moral, dispositional characteristics simultaneously influence ethical decision making. We further contribute to the existing research by investigating how these contending values interact with situational factors, such as performance rewards and punishments for unethical conduct. We administer an experiment to subjects (N = 177) and analyze their decisions regarding the likelihood they would act unethically. Results indicate that both morally relevant and nonmoral variables have direct effects on these decisions, and that nonmoral as well as moral values interact with situational factors to significantly influence decisions. Implications for practice and research are discussed.