"I think it, therefore it's true": Effects of self-perceived objectivity on hiring discrimination.

By E. Uhlmann, Geoffrey L. Cohen. 2007

227 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/16b699e94849c7bf9e00d96fdc4c4e391480d163

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Victoria L. Brescoll
2. C. Moss‐Racusin
3. Jo Handelsman
4. John F. Dovidio
5. Brian A. Nosek
6. Kathleen D. Vohs
7. Jennifer Saul
8. Mark J. Graham

In Organizational Behavior and Human Resource Management

1. A. Sellier
2. C. Moss‐Racusin
3. Ryan Hamilton
4. John F. Dovidio
5. Tom Meyvis
6. Kathleen D. Vohs
7. Daniel A. Effron
8. Jennifer Saul

In Sociology and Political Science

1. John F. Dovidio
2. Victoria L. Brescoll
3. Daniel A. Effron
4. C. Moss‐Racusin
5. Calvin K. Lai
6. Kelly M. Hoffman
7. Tom Meyvis
8. A. Sellier

Citations in the corpus

• Reducing Implicit Prejudice (2013, background): “For instance, instructing people to assert that they are objective decision-makers prior to a hiring decision increases gender (Uhlmann & Cohen, 2007) and age discrimination (Lindner, Nosek, & Graser, 2012).”
• Psychological license: When it is needed and how it functions. (2010, background): “Uhlmann and Cohen (2007) gave some participants an opportunity to establish their objectivity by asking them how much they agreed with statements like, “My judgments are based on a logical analysis of the facts” (p. 209).”
• Implicit Bias, Stereotype Threat, and Women in Philosophy (2013, background): “Research has shown, however, that people systematically overestimate their own ability to be objective (Uhlmann and Cohen 2007).”
• Science faculty’s subtle gender biases favor male students (2012, background): “On the other hand, research demonstrates that people who value their objectivity and fairness are paradoxically particularly likely to fall prey to biases, in part because they are not on guard against subtle bias (24, 25).”
• Being of two minds: Switching mindsets exhausts self-regulatory resources (2011, background): “Hamilton). et al. Being of two minds: Swit 16/j.obhdp.2010.11.005 mindset, which can increase gender discrimination (Uhlmann & Cohen, 2007).”
• Physicians and Implicit Bias: How Doctors May Unwittingly Perpetuate Health Care Disparities (2013, background): “Finally, physicians’ vast knowledge of scientific data may create a strong belief in their personal objectivity, promoting bias in decision-making.(21) The most commonly used measure of implicit bias is the Implicit Association Test (IAT), a computerized timed dual categorization task that measures ”