Access Type

Dissertation/Thesis

Date of Award

January 2019

Degree Type

Dissertation

Degree Name

Ph.D.

Department

Psychology

First Advisor

Boris Baltes

Abstract

Workplace discrimination is a recurring problem in organizations, particularly in organizational processes such as employee selection. Such discrimination is caused by a variety of factors including stereotyping of people by demographic identities and prejudice against various demographic groups. While federal and local legislation protects many stigmatized groups such as race and gender minorities, sexual minorities are largely unprotected. Previous research on sexual orientation reveals a diverse set of negative experiences. However, evidence for formal discrimination against sexual minorities in personnel selection has been inconclusive. Drawing on Role Congruity Theory, perceived characteristic misfit, cognitive stereotyping, and emotionally influenced prejudicial feelings are examined as explanations for how and when sexual orientation influences selection decisions. Results of the study reveal that situational and demographic moderators do affect sexual orientation-related hiring bias. However, results suggest that the central premises of Role Congruity Theory do not extend to sexual orientation.

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