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Racial differences in applicants' stress appraisals of tests based on selection policy.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Racial differences in applicants' stress appraisals of tests based on selection policy./
作者:	Fields, Laura E.
面頁冊數:	1 online resource (102 pages)
附註:	Source: Dissertation Abstracts International, Volume: 78-07(E), Section: B.
Contained By:	Dissertation Abstracts International78-07B(E).
標題:	Psychology. -
電子資源:	click for full text (PQDT)
ISBN:	9781369576719

Racial differences in applicants' stress appraisals of tests based on selection policy.
Fields, Laura E.

Racial differences in applicants' stress appraisals of tests based on selection policy. - 1 online resource (102 pages)

Source: Dissertation Abstracts International, Volume: 78-07(E), Section: B.

Thesis (Ph.D.)

Includes bibliographical references

The purpose of this study was to examine the role of the selection policy in influencing individuals' stress appraisals of taking a cognitive ability test in a simulated employment setting. Describing a test as diagnostic of intelligence has been demonstrated to produce stereotype effects in Black test-takers; however, additional research was needed to determine how these effects may be influenced in employment settings. The primary question the study is designed to answer is: what is the interaction between race and selection policy for applicants' stress appraisals of taking an employment test under an activated stereotype threat? Additionally, when there is an activated stereotype threat, is there a significant difference between applicants' stress appraisals based on the selection policy? Is there a significant difference between Black applicants' stress appraisals and White applicants' stress appraisals of taking an employment test under an activated stereotype threat? When the selection policy dictates top-down selection and a stereotype threat is activated, is there a significant difference between the stress appraisals of White applicants and Black applicants? When the selection policy dictates a multi-hurdle approach and a stereotype threat is activated, is there a significant difference between the stress appraisals of White applicants and Black applicants? The study is a quantitative study with a quasi-experimental 2x2 between-subjects factorial design. The population of interest is U.S. -based adults active who are active in the workforce. The sample contains 157 participants meeting these criteria, of which 57.3% were female and 51.6% were White. A 2x2 factorial ANOVA was used to test for a significant interaction and main effects along with planned comparisons. Analyses used to test the hypotheses produced non-significant results; participants' stress appraisals were not significantly influenced by selection policy or race under an activated stereotype threat. Directions and recommendations for future research are addressed.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9781369576719Subjects--Topical Terms:

555998
Psychology.
Index Terms--Genre/Form:

554714
Electronic books.

Racial differences in applicants' stress appraisals of tests based on selection policy.
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245 1 0 $a Racial differences in applicants' stress appraisals of tests based on selection policy.
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500 $a Source: Dissertation Abstracts International, Volume: 78-07(E), Section: B.
500 $a Adviser: Bruce Gillies.
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504 $a Includes bibliographical references
520 $a The purpose of this study was to examine the role of the selection policy in influencing individuals' stress appraisals of taking a cognitive ability test in a simulated employment setting. Describing a test as diagnostic of intelligence has been demonstrated to produce stereotype effects in Black test-takers; however, additional research was needed to determine how these effects may be influenced in employment settings. The primary question the study is designed to answer is: what is the interaction between race and selection policy for applicants' stress appraisals of taking an employment test under an activated stereotype threat? Additionally, when there is an activated stereotype threat, is there a significant difference between applicants' stress appraisals based on the selection policy? Is there a significant difference between Black applicants' stress appraisals and White applicants' stress appraisals of taking an employment test under an activated stereotype threat? When the selection policy dictates top-down selection and a stereotype threat is activated, is there a significant difference between the stress appraisals of White applicants and Black applicants? When the selection policy dictates a multi-hurdle approach and a stereotype threat is activated, is there a significant difference between the stress appraisals of White applicants and Black applicants? The study is a quantitative study with a quasi-experimental 2x2 between-subjects factorial design. The population of interest is U.S. -based adults active who are active in the workforce. The sample contains 157 participants meeting these criteria, of which 57.3% were female and 51.6% were White. A 2x2 factorial ANOVA was used to test for a significant interaction and main effects along with planned comparisons. Analyses used to test the hypotheses produced non-significant results; participants' stress appraisals were not significantly influenced by selection policy or race under an activated stereotype threat. Directions and recommendations for future research are addressed.
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