Hiring you makes me look bad: Social-identity based reversals of the ingroup favoritism effect

By A. Lewis, Steven J. Sherman. 2003

95 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/8481eaf147bf004eec808b18ad31f1877a70c32f

How researchers see this paper

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

In Experimental and Cognitive Psychology

1. Gerald R. Ferris
2. J. Webster
3. J. Dietz
4. David R. Hekman
5. Pamela L. Perrewé
6. Stefanie K Johnson
7. A. Ryan
8. Maw-Der Foo

In Social Psychology

1. Gerald R. Ferris
2. Hannah‐Hanh D. Nguyen
3. Eva Derous
4. Pamela L. Perrewé
5. J. Webster
6. D. Sandy Staples
7. J. Dietz
8. Victoria M. Esses

In Sociology and Political Science

1. Gerald R. Ferris
2. Pamela L. Perrewé
3. A. Ryan
4. Hannah‐Hanh D. Nguyen
5. J. Webster
6. D. Sandy Staples
7. Victoria M. Esses
8. David R. Hekman

Citations in the corpus

• Implicit sources of bias in employment interview judgments and decisions (2006, background): “Because research inconsistently has demonstrated lower evaluations of minority applicants (Lewis & Sherman, 2003; Bias in the Interview 8 Mullins, 1982; Vrij & Winkel, 1994), it may be a combination of cues that elicit modern racism.”
• Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Non-White and Female Leaders? (2017, background): “We contribute to the understanding of in-group and out-group favoritism (Ellemers, Heuvel, Gilder, Maass, & Bonvini, 2004) that shows female and nonWhite leaders also devalue low-status leaders during evaluation and promotion (Lewis & Sherman, 2003).”
• Hiring Discrimination Against Arab Minorities: Interactions Between Prejudice and Job Characteristics (2009, background): “For instance, Lewis and Sherman (2003) observed bias against ingroup applicants when the ingroup applicant was marginally qualified for the job position and had the potential to confirm a negative stereotype.”
• Exploring the effects of trust, task interdependence and virtualness on knowledge sharing in teams (2008, background): “This in-group favouritism represents a robust finding across a variety of situations, ranging from artificial groups to existing organizational groups (Ashforth & Mael, 1989; Lewis & Sherman, 2003).”
• The skill paradox: explaining and reducing employment discrimination against skilled immigrants (2015, background): “In contrast, ingroup members who threaten to undermine the positive ingroup image (e.g. because they are less qualified) are not favored (Lewis & Sherman, 2003).”