Processes in Racial Discrimination: Differential Weighting of Conflicting Information
By Gordon Hodson, John F. Dovidio, S. Gaertner. 2002
285 citations recorded by the source corpus.
Subfields: Gender Studies, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/b8f2414a94b71abd693f5cd60a91046b8d933e21
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
- Laurie A. Rudman
- Victoria L. Brescoll
- C. Moss‐Racusin
- John F. Dovidio
- J. Phelan
- S. Gaertner
- E. Uhlmann
- Geoffrey L. Cohen
In Sociology and Political Science
- John F. Dovidio
- Victoria L. Brescoll
- J. Phelan
- Laurie A. Rudman
- C. Moss‐Racusin
- S. Gaertner
- E. Uhlmann
- Geoffrey L. Cohen
Citations in the corpus
- Attitudes Toward Traditional and Nontraditional Parents1 (2005, background): “in general, under circumstances that promote socially desirable responding (Evans, Garcia, Garcia, & Baron, 2003; Gaertner & Dovidio, 1986; Hodson et al., 2002).”
- Competent Yet Out in the Cold: Shifting Criteria for Hiring Reflect Backlash Toward Agentic Women (2008, background): “Specifically, evaluators may subtly shift the criteria they use to make hiring decisions to benefit gender or race typical applicants ( Hodson, Dovidio, & Gaertner, 2002; Norton, Vandello, & Darley, 2004).”
- With malice toward none and charity for some: ingroup favoritism enables discrimination. (2014, unknown): “Shortcomings regarding the second requirement are more easily and briefly described at the end of this section.”
- Why can't we just get along? Interpersonal biases and interracial distrust. (2002, unknown): “Whereas the previous experiment examined racial biases against job candidates with uniformly strong, moderate, or weak qualifications, this study ( Hodson, Dovidio, & Gaertner, 2002 ) compared racial biases toward college applicants with consistent or mixed (i.e., conflicting) qualifications, specif”
- Understanding and Addressing Contemporary Racism: From Aversive Racism to the Common Ingroup Identity Model (2005, background): “One way it can operate is by influencing how evidence is weighed in decisions (Hodson et al., 2002).”
- "I think it, therefore it's true": Effects of self-perceived objectivity on hiring discrimination. (2007, background): “On the other hand, to the extent that individuals primed with a sense of their own objectivity feel compelled to justify their evaluation to themselves or others, they may give men and women equivalent trait evaluations and instead use the subtler strategy of constructing hiring criteria to favor ma”