Hostname: page-component-78c5997874-g7gxr Total loading time: 0 Render date: 2024-11-17T21:20:44.315Z Has data issue: false hasContentIssue false
  • English
  • Français

Stereotyping, Implicit Association Theory, and Personnel Decisions: I Guess We Will Just Have to Agree to Disagree

Published online by Cambridge University Press:  07 January 2015

Frank J. Landy
Frank J. Landy*
Affiliation:
City University of New York and Landy Litigation Support Group
*
E-mail: frank.landy@landlsg.com, Address: Baruch College, City University of New York and Landy Litigation Support Group.
Get access Rights & Permissions [Opens in a new window]

Abstract

My focal article generated a good deal of both heat and light embodied in 13 commentaries. In this response, I address both the heat and the light by clarifying some of my original comments, responding to criticisms in the commentaries, and using the commentaries to suggest a research agenda for studying the possible influence of stereotypes on real-world personnel decisions.

Type
Response
Information
Industrial and Organizational Psychology , Volume 1 , Issue 4 , December 2008 , pp. 444 - 453
Copyright
Copyright © Society for Industrial and Organizational Psychology 2008 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

Footnotes

*

City University of New York

References

Ashburn-Nardo, L. (2008). Fairly representing the stereotyping literature? Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 412–414.Google Scholar
Bing, M. N., Stewart, S. M., Davison, H. K., Green, P. D., McIntyre, M. D., & James, L. R. (2007). An integrative typology of personality assessment for aggression: Implications for predicting counterproductive workplace behavior. Journal of Applied Psychology, 92, 722–744.Google Scholar
Blanton, H., & Jaccard, J. (2006). Arbitrary metrics redux. American Psychologist, 61, 62–71.Google Scholar
Borgida, E., Deason, G., Kim, A., & Fiske, S. T. (2008). Stereotyping research and employment discrimination: Time to see the forest for the trees. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 405–408.Google Scholar
Frost, B. C., Ko, C. E., & James, L. R. (2007). Implicit and explicit personality: A test of a channeling hypothesis for aggressive behavior. Journal of Applied Psychology, 92, 1299–1319.Google Scholar
Greenwald, A. (2008). Landy is correct: Stereotyping can be moderated by individuating the out-group and by being accountable. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 430–435.Google Scholar
Hanges, P. J., & Ziegert, J. C. (2008). Stereotypes about stereotype research. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 436–438.Google Scholar
Heilman, M. E., & Eagly, A. H. (2008). Gender stereotypes are alive, well, and busy producing workplace discrimination. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 393–398.Google Scholar
Johnson, J. W., & Cochran, C. C. (2008). Studying the influence of stereotypes on personnel decisions in the real world. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 423–425.Google Scholar
Landy, F. J. (2005). A judge’s view: Interviews with federal judges about expert witness testimony. In Landy, F. (Ed.), Employment discrimination litigation: Behavioral, quantitative, and legal perspectives (pp. 503–572). San Francisco: Jossey-Bass.Google Scholar
LeBreton, J. M., Barksdale, C. D., Robin, J., & James, L. R. (2007). Measurement issues associated with conditional reasoning tests: Indirect measurement and test faking. Journal of Applied Psychology, 92, 1–16.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, 38, 379–387.Google Scholar
Maynard, D. C., & Brooks, M. E. (2008). The persistence of stereotypes in the context of familiarity. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 417–419.Google Scholar
O’Leary, B. J., & Turillo, C. J. (2008). Focusing on the goal of research. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 420–422.Google Scholar
Pulakos, E. D., White, L. A., Oppler, S. H., & Borman, W. C. (1989). Examination of race and sex effects on performance ratings. Journal of Applied Psychology, 74, 770–780.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
Rudolph, C. W., & Baltes, B. B. (2008). Main effects do not discrimination make. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 415–416.Google Scholar
Sackett, P. R., & Dubois, C.L.Z. (1991). Rater-ratee race effects on performance evaluation—challenging meta-analytic conclusions. Journal of Applied Psychology, 76, 873–877.Google Scholar
Tetlock, P. E., Mitchell, G., & Murray, T. L. (2008). The challenge of debiasing personnel decisions: Avoiding both under- and overcorrection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 439–443.Google Scholar
Wessel, J. L., & Ryan, A. M. (2008). Past the first encounter: The role of stereotypes. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 409–411.Google Scholar