Formal and Interpersonal Discrimination: A Field Study of Bias Toward Homosexual Applicants
By M. Hebl, J. Foster, Laura M. Mannix, John F. Dovidio. 2002
483 citations recorded by the source corpus.
Subfields: Gender Studies, Social Psychology
View Paper: https://www.semanticscholar.org/paper/dded244d61d10907b1270d5caf5428fb8cc2c12b
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
- Isis H. Settles
- Kathi N Miner
- Nicole T. Buchanan
- A. Ryan
- Rachael D. Robnett
- Lilia M. Cortina
- Sonia Ghumman
- E. King
In Social Psychology
- M. Murphy
- A. Ryan
- Rachael D. Robnett
- Sonia Ghumman
- Kathi N Miner
- M. Hebl
- Gregory Walton
- Chad I. Peddie
Citations in the corpus
- Stereotype Threat in Organizations: Implications for Equity and Performance (2015, background): “Many studies have found that stereotyped individuals are particularly attuned to the verbal and nonverbal behavior of dominant-group members because these behaviors communicate how stereotyped individuals are perceived (e.g., Dovidio et al. 2006, Hebl et al. 2002, Murphy et al. 2013).”
- Gender Bias in STEM Fields (2016, result): “…with prior research, findings from the present study suggest that gender bias in STEM fields may be following a trend that has been observed in society on the whole, whereby interpersonal discrimination persists despite declines in more formal forms of discrimination (see Hebl et al., 2002).”
- Toward a Greater Understanding of Antigay Prejudice: On the Role of Sexual Orientation and Gender Role Violation (2007, background): “Indeed, there is some experimental evidence that suggests that other factors, such as situational cues, play a role in whether discrimination takes place (Moreno & Bodenhausen, 2001 ) and what form it takes (Hebl, Foster, Mannix, & Dovidio, 2002 ).”
- Derogation, Discrimination, and (Dis)Satisfaction With Jobs in Science (2013, background): “…behavioral activities that may be illegal according to Title VII of the Civil Rights Act of 1964 (Equal Employment Opportunity Commission [EEOC], 2008), so organizational policies and social norms often prohibit this conduct (Hebl et al., 2002; Mackie & Smith, 1998; Singletary & Hebl, 2009).”