IAT vs. Tetlock: Is Accountability Really the Answer to Our Discriminatory Hiring?

Emelie Karlsson (2010). IAT vs. Tetlock: Is Accountability Really the Answer to Our Discriminatory Hiring? Honours Thesis, School of Psychology, The University of Queensland.

       
Attached Files (Some files may be inaccessible until you login with your UQ eSpace credentials)
Name Description MIMEType Size Downloads
EmelieKarlssonPSYC4071Thesis2010.pdf Copy of Emelie Karlsson's BPsySc Honours Thesis application/pdf 897.86KB 19
Author Emelie Karlsson
Thesis Title IAT vs. Tetlock: Is Accountability Really the Answer to Our Discriminatory Hiring?
School, Centre or Institute School of Psychology
Institution The University of Queensland
Publication date 2010
Thesis type Honours Thesis
Supervisor Courtney von Hippel
Total pages 107
Abstract/Summary The aim of the current study was to investigate the predictive validity of the Implicit Association Test (IAT) in a recruitment based task. As individuals tend to be unwilling or unable to report prejudicial attitudes explicitly, methods have been developed to measures attitude outside of individuals‟ awareness. The current study employed one such method, as such the IAT to empirically examine the relationship between implicit attitude measures (IAT), explicit attitude measures, discriminatory hiring recommendations and accountability. 75 undergraduate participants from the University of Queensland were randomly allocated to one of three accountability conditions: outcome accountability, process accountability and no accountability. Participants completed four recruitment tasks, an implicit (IAT) and two explicit attitudes measures towards the ethnic minority group of Muslims. The main research question of interest was whether the implicit attitude as measured by the IAT could predict discriminatory hiring decisions over and above explicit attitude measures whilst the participants were held accountable. Contradictory to predictions implicit attitudes as measured by the IAT were not able to predict discriminatory hiring recommendations. In addition, there was no difference between the accountability conditions in the prevalence of discriminatory behaviour. Theoretical and practical implications of these findings will be discussed.

 
Citation counts: Google Scholar Search Google Scholar
Access Statistics: 97 Abstract Views, 19 File Downloads  -  Detailed Statistics
Created: Tue, 05 Apr 2011, 16:43:47 EST by Lucy O'Brien on behalf of School of Psychology