Hiring Discrimination Against Arab Minorities: Interactions Between Prejudice and Job Characteristics

Derous, Eva; Nguyen, Hannah-Hanh Dung; Ryan, Ann Marie

doi:10.1080/08959280903120261

Cited by 92 publications

(134 citation statements)

References 62 publications

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“…Our choice for Arabs and Germans as natural out-groups was based on a number of considerations. In 2005, the Pew Global Project found that 51% of Dutch citizens had unfavorable opinions about Muslims (30), job applicants were more often rejected immediately when their resume listed them with an Arab rather than Dutch name (31), and Moroccan adolescent males were the target of negative stereotyping and more or less subtle derogation by their indigenous Dutch counterparts (32). Although images of Germans tend to be seen as less threatening (33), Germans have been shown to be seen by indigenous Dutch as aggressive, arrogant, and cold (33,34).…”

Section: Methodsmentioning

confidence: 99%

Oxytocin promotes human ethnocentrism

Dreu

Greer

Kleef

et al. 2011

Proc. Natl. Acad. Sci. U.S.A.

618

352

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Human ethnocentrism—the tendency to view one's group as centrally important and superior to other groups—creates intergroup bias that fuels prejudice, xenophobia, and intergroup violence. Grounded in the idea that ethnocentrism also facilitates within-group trust, cooperation, and coordination, we conjecture that ethnocentrism may be modulated by brain oxytocin, a peptide shown to promote cooperation among in-group members. In double-blind, placebo-controlled designs, males self-administered oxytocin or placebo and privately performed computer-guided tasks to gauge different manifestations of ethnocentric in-group favoritism as well as out-group derogation. Experiments 1 and 2 used the Implicit Association Test to assess in-group favoritism and out-group derogation. Experiment 3 used the infrahumanization task to assess the extent to which humans ascribe secondary, uniquely human emotions to their in-group and to an out-group. Experiments 4 and 5 confronted participants with the option to save the life of a larger collective by sacrificing one individual, nominated as in-group or as out-group. Results show that oxytocin creates intergroup bias because oxytocin motivates in-group favoritism and, to a lesser extent, out-group derogation. These findings call into question the view of oxytocin as an indiscriminate “love drug” or “cuddle chemical” and suggest that oxytocin has a role in the emergence of intergroup conflict and violence.

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Section: Methodsmentioning

confidence: 99%

Oxytocin promotes human ethnocentrism

Dreu

Greer

Kleef

et al. 2011

Proc. Natl. Acad. Sci. U.S.A.

618

352

View full text Add to dashboard Cite

show abstract

“…On the one hand, following Becker's (1957) model of taste-based discrimination, employers as well as their employees and customers may have less distaste for interacting with well-integrated migrants compared with their less integrated counterparts (Adida et al, 2014;Handy and Greenspan, 2009). On the other hand, following Arrow's (1973) model of statistical discrimination, the volunteering signal may weaken stereotypes with respect to foreign job candidates' productivity, values and motivation (Baert and De Pauw, 2014;Derous et al, 2009). …”

Section: Introductionmentioning

confidence: 99%

Immigrant volunteering: A way out of labour market discrimination?

Baert

Vujić

2016

Economics Letters

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Many governments encourage migrants to participate in volunteer activities as a stepping stone to labour market integration. In the present study, we investigate whether this prosocial engagement lowers the hiring discrimination against them. To this end, we use unique data from a field experiment in which fictitious job applications are sent in response to real vacancies in Belgium. Ethnic origin and volunteer activities are randomly assigned to these applications. While non-volunteering native candidates receive more than twice as many job interview invitations as non-volunteering migrants, no unequal treatment is found between natives and migrants when they reveal volunteer activities.

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“…While such scales are direct measures of the race-related policies or perceptions assessed by their items, they are commonly used as measures of explicit racial attitudes (e.g., Blincoe & Harris, 2009;Derous, Nguyen & Ryan, 2009;Goff, Steele & Davies, 2008;Groom, Bailenson & Nass, 2009;Guinote, Willis & Martellotta, 2010;Gulker & Monteith, 2013;Huntsinger & Smith, 2009;Inzlicht, Gutsell & Legault, 2012;Legault, Gutsell & Inzlicht, 2011;Lybarger & Monteith, 2011;Olson & Fazio, 2006;Rudman & Lee, 2002;Stanley, Sokol-Hessner, Banaji & Phelps, 2011;Trawalter, Hoffman & Waytz, 2012).…”

mentioning

confidence: 99%

The Best Way to Measure Explicit Racial Attitudes Is to Ask About Them

Axt

2017

Social Psychological and Personality Science

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Direct assessments of explicit racial attitudes, such as reporting an overt preference for White versus Black people, may raise social desirability concerns and reduce measurement quality. As a result, researchers have developed more indirect self-report measures of explicit racial attitudes. While such measures dampen social desirability concerns, they may weaken measurement quality by assessing construct-irrelevant attitudes, thereby lowering correspondence between measure and construct. To investigate whether direct or indirect selfreport measures better assess explicit racial attitudes, participants (N > 800,000) completed an implicit racial attitude measure and a subset of over 400 items that varied in the degree to which they were indirect or direct assessments of self-reported racial attitudes. More direct assessments of racial preferences were better predictors of implicit racial attitudes and maximized differences between Black and White participants. These results suggest that the best method to measure individuals' explicit racial attitudes is to ask about them directly.Word count: 150

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Hiring Discrimination Against Arab Minorities: Interactions Between Prejudice and Job Characteristics

Cited by 92 publications

References 62 publications

Oxytocin promotes human ethnocentrism

Oxytocin promotes human ethnocentrism

Immigrant volunteering: A way out of labour market discrimination?

The Best Way to Measure Explicit Racial Attitudes Is to Ask About Them

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