Antecedents and Potential Moderators of the Relationship Between Attitudes and Hiring Discrimination on the Basis of Sexual Orientation

By Michael Horvath, A. Ryan. 2003

140 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology

View Paper: https://www.semanticscholar.org/paper/afae76bb9524d0572b15867f5164f74081af93a1

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Citations in the corpus

Working Class Masculinity: Keeping Gay Men and Lesbians out of the Workplace (2007, background): “Horvath and Ryan (2003) , who conducted research on heterosexual college aged men and women, found that discrimination was a factor in evaluating the resumes of gay men and lesbians, but also found that male participants ranked heterosexual women lower than they did gay men and lesbians.”
Does Religion Buffer the Effects of Discrimination on Mental Health? Differing Effects by Race (2006, background): “This is indicated by a wealth of studies showing discrimination based on a number of characteristics, including race, age, gender, and sexual orientation (Coleman 2003; Horvath and Ryan 2003; Mueller, Mutran, and Boyle 1989; Page 1998; Solberg 1999; Squires, Friedman, and Saidat 2002; Yinger 1998).”
The Paradox of the Lesbian Worker (2004, background): “Horvath and Ryan (2003) asked college students to evaluate resumes of applicants for a gender-neutral job as a technical writer.”
Religiosity and Attitudes Toward Lesbians and Gay Men: A Meta-Analysis (2009, background): “Not surprisingly, then, several studies have found perceptions of homosexuality as controllable, changeable, or a matter of choice to mediate the relationship between religiosity and negative attitudes toward lesbians and gay men (e.g., Haslam & Levy, 2006; Horvath & Ryan, 2003).”
Social stigma and its consequences for the socially stigmatized. (2011, background): “Discrimination often occurs in the hiring and interviewing of stigmatized individuals based on race ⁄ethnicity, gender, and sexual orientation (Horvath & Ryan, 2003; Pager & Shepherd, 2008; Phelan & Rudman, 2010).”
Bias in the Workplace: Consistent Evidence of Sexual Orientation and Gender Identity Discrimination 1998–2008 (2007, methodology): “The students rated the heterosexual man the highest (84.87 on a 100-point scale), followed by the homosexual woman (80.76), the homosexual man (80.38), and then the heterosexual woman (76.2) (Horvath and Ryan 2003).”
Genetic Essentialism: On the Deceptive Determinism of DNA (2011, background): “…perception that genes play a causal role in sexual orientation predicts a decrease in prejudice toward homosexuals, even after controlling for relevant constructs such as religiosity and political orientation (Jayaratne et al., 2006; cf. Horvath & Ryan 2003; Landén & Innala, 2002; Sakalli, 2002).”
The Effects of Contact on Sexual Prejudice: A Meta-Analysis (2009, unknown): “…−.79 −.4100 <.0001 contact with gay men Hinrichs and Rosenburg (ATG) 2002 −.8216 692 −.93 −.71 −.3800 <.0001 contact with lesbians Hinrichs and Rosenburg (ATG) 2002 −.9800 692 −1.09 −.87 −.4400 <.0001 contact with gay men Horvath and Ryan 2003 −.3450 236 −.52 −.16 −.1700 .0002 Lance 1987…”
The individual experience of unemployment. (2012, background): “Findings with respect to whether sexual orientation affects hirability ratings have been mixed (Horvath & Ryan 2003, Van Hoye & Lievens 2003).”
Hiring Discrimination Against Arab Minorities: Interactions Between Prejudice and Job Characteristics (2009, methodology): “Implicit race attitudes have been one of the most influential uses of the IAT ( Haines & Sumner, 2006 ); the stimuli (ie, Arab/White names; Arab/neutral affiliations; pleasant/unpleasant words) were retrieved from existing studies on (implicit) prejudice and discrimination (eg, Bushman & Bonacci, 2”
Diversity in organizations: Where are we now and where are we going? (2009, background): “Horvath and Ryan (2003) suggested that more research be done on reactions to gay and lesbian employees in general, rather than on simply gathering data from gay and lesbian employees.”