Article contents
Landy Is Correct: Stereotyping Can Be Moderated by Individuating the Out-Group and by Being Accountable
Published online by Cambridge University Press: 07 January 2015
Abstract
An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
- Type
- Commentaries
- Information
- Copyright
- Copyright © Society for Industrial and Organizational Psychology 2008
Footnotes
*
Department of Psychology, University of Washington
The author thanks Brian A. Nosek and Laurie A. Rudman for commenting on an earlier draft of this article.
References
De Houwer, J. (2001). A structural and process analysis of the Implicit Association Test. Journal of Experimental Social Psychology, 37, 443–451.Google Scholar
Greenwald, A. G. (in press). Is your scientific work impaired by unacknowledged conflicts of interest?
Perspectives on Psychological Science.Google Scholar
Greenwald, A. G., & Krieger, L. H. (2006). Implicit bias: Scientific foundations. California Law Review, 94, 945–967.Google Scholar
Greenwald, A. G., & Nosek, B. A. (2001). Health of the Implicit Association Test at age 3. Zeitschrift für Experimentelle Psychologie, 48, 85–93.Google Scholar
Greenwald, A. G., Poehlman, T. A., Uhlmann, E., & Banaji, M. R. (in press). Understanding and using the Implicit Association Test: III. Meta-analysis of predictive validity. Journal of Personality and Social Psychology.Google Scholar
Hovland, C. I. (1959). Reconciling conflicting results derived from experimental and survey studies of attitude change. American Psychologist, 14, 8–17.Google Scholar
Landy, F. J. (2008). Stereotypes, bias, and personnel decisions: Strange and stranger. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 379–392.Google Scholar
Leslie, L. M, King, E. B., Bradley, J. C., & Hebl, M. R. (2008). Triangulation across methodologies: All signs point to persistent stereotyping and discrimination in organizations. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 399–404.Google Scholar
Leslie, L. M, King, E. B., Bradley, J. C., & Hebl, M. R. (2008). Triangulation across methodologies: All signs point to persistent stereotyping and discrimination in organizations. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 399–404.Google Scholar
Martell, R. F., Lane, D. M., & Emrich, C. G. (1996). Male-female differences: A computer simulation. American Psychologist, 51, 157–158.Google Scholar
Mook, D. G. (1983). In defense of external invalidity. American Psychologist, 38, 379–387.Google Scholar
Rooth, D. (2007). Implicit discrimination in hiring: Real world evidence (IZA Discussion Paper No. 2764). Bonn, Germany: Forschungsinstitut zur Zukunft der Arbeit (Institute for the Study of Labor).Google Scholar
Rudman, L. A. (2008). The validity of the Implicit Association Test is a scientific certainty. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 426–429.Google Scholar
Rudman, L. A., & Glick, P. (2001). Prescriptive gender stereotypes and backlash toward agentic women. Journal of Social Issues, 57, 743–762.Google Scholar
Von Hippel, W., Brener, L., & Von Hippel, C. (2008). Implicit prejudice toward injecting drug users predicts intentions to change jobs among drug and alcohol nurses. Psychological Science, 19, 7–11.Google Scholar
Ziegert, J. C., & Hanges, P. J. (2005). Employment discrimination: The role of implicit attitudes, motivation, and a climate for racial bias. Journal of Applied Psychology, 90, 554–562.Google Scholar
- 9
- Cited by