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

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  • Lewis, Amy C.
  • Sherman, Steven J.

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  • Lewis, Amy C. & Sherman, Steven J., 2003. "Hiring you makes me look bad: Social-identity based reversals of the ingroup favoritism effect," Organizational Behavior and Human Decision Processes, Elsevier, vol. 90(2), pages 262-276, March.
    • Handle: RePEc:eee:jobhdp:v:90:y:2003:i:2:p:262-276
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    References listed on IDEAS

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    1. Heilman, Madeline E. & Martell, Richard F. & Simon, Michael C., 1988. "The vagaries of sex bias: Conditions regulating the undervaluation, equivaluation, and overvaluation of female job applicants," Organizational Behavior and Human Decision Processes, Elsevier, vol. 41(1), pages 98-110, February.
    2. Jost, John T. & Haines, Elizabeth L., 2000. "Placating the Powerless: Effects of Legitimate and Illegitimate Explanation on Affect, Memory and Stereotyping," Research Papers 1606, Stanford University, Graduate School of Business.
    3. Brief, Arthur P. & Dietz, Joerg & Cohen, Robin Reizenstein & Pugh, S. Douglas & Vaslow, Joel B., 2000. "Just Doing Business: Modern Racism and Obedience to Authority as Explanations for Employment Discrimination," Organizational Behavior and Human Decision Processes, Elsevier, vol. 81(1), pages 72-97, January.
    4. Ritov, Ilana & Baron, Jonathan, 1992. "Status-Quo and Omission Biases," Journal of Risk and Uncertainty, Springer, vol. 5(1), pages 49-61, February.
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    Cited by:

    1. Hammermann, Andrea & Mohnen, Alwine & Nieken, Petra, 2012. "Whom to Choose as a Team Mate? A Lab Experiment about In-Group Favouritism," IZA Discussion Papers 6286, Institute of Labor Economics (IZA).
    2. Chen, Xiao-Ping & Ren, Han, 2023. "Indirect cronyism and its underlying exchange logic: How managers’ particularism orientation and the third Party’s hierarchical power strengthen its existence," Organizational Behavior and Human Decision Processes, Elsevier, vol. 175(C).
    3. Tanya Menon & Leigh Thompson & Hoon-Seok Choi, 2006. "Tainted Knowledge vs. Tempting Knowledge: People Avoid Knowledge from Internal Rivals and Seek Knowledge from External Rivals," Management Science, INFORMS, vol. 52(8), pages 1129-1144, August.
    4. Ruzzier, Christian A. & Woo, Marcelo D., 2023. "Discrimination with inaccurate beliefs and confirmation bias," Journal of Economic Behavior & Organization, Elsevier, vol. 210(C), pages 379-390.
    5. Sanchez-Ruiz, Paul & Wood, Matthew S. & Long-Ruboyianes, Anna, 2021. "Persuasive or polarizing? The influence of entrepreneurs' use of ingratiation rhetoric on investor funding decisions," Journal of Business Venturing, Elsevier, vol. 36(4).
    6. Michelle M. Duguid & Denise Lewin Loyd & Pamela S. Tolbert, 2012. "The Impact of Categorical Status, Numeric Representation, and Work Group Prestige on Preference for Demographically Similar Others: A Value Threat Approach," Organization Science, INFORMS, vol. 23(2), pages 386-401, April.
    7. Duguid, Michelle, 2011. "Female tokens in high-prestige work groups: Catalysts or inhibitors of group diversification?," Organizational Behavior and Human Decision Processes, Elsevier, vol. 116(1), pages 104-115, September.
    8. White, Katherine & Stackhouse, Madelynn & Argo, Jennifer J., 2018. "When social identity threat leads to the selection of identity-reinforcing options: The role of public self-awareness," Organizational Behavior and Human Decision Processes, Elsevier, vol. 144(C), pages 60-73.
    9. Waddell, Glen R. & Lee, Logan M., 2014. "The Timing of Preference and Prejudice in Sequential Hiring Games," IZA Discussion Papers 8445, Institute of Labor Economics (IZA).
    10. Jeffrey Pfeffer & Christina T. Fong, 2005. "Building Organization Theory from First Principles: The Self-Enhancement Motive and Understanding Power and Influence," Organization Science, INFORMS, vol. 16(4), pages 372-388, August.
    11. Arnett, Rachel D. & Sidanius, Jim, 2018. "Sacrificing status for social harmony: Concealing relatively high status identities from one’s peers," Organizational Behavior and Human Decision Processes, Elsevier, vol. 147(C), pages 108-126.
    12. Segrest Purkiss, Sharon L. & Perrewe, Pamela L. & Gillespie, Treena L. & Mayes, Bronston T. & Ferris, Gerald R., 2006. "Implicit sources of bias in employment interview judgments and decisions," Organizational Behavior and Human Decision Processes, Elsevier, vol. 101(2), pages 152-167, November.
    13. Lee, Logan M. & Waddell, Glen R., 2021. "Diversity and the timing of preference in hiring decisions," Journal of Economic Behavior & Organization, Elsevier, vol. 184(C), pages 432-459.

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