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Sharon L. Segrest

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This study empirically examined implicit sources of bias in employment interview judgments and decisions. We examined two ethnic cues, accent and name, as sources of bias that may trigger prejudicial attitudes and decisions. As predicted, there was an interaction between the applicant name and accent that affected participants' favorable judgments of applicant characteristics. The applicant with the ethnic name, speaking with an accent, was viewed less positively by interviewers than the ethnic named applicant without an accent and non-ethnic named applicants with and without an accent. Furthermore, modern ethnicity bias had a negative association with the favorable judgments of the applicants, which, in turn, affected hiring decisions. Implications of the results, limitations of the study, and directions for future research are discussed.


Abstract only. Full-text article is available only through licensed access provided by the publisher. Published in Organizational Behavior and Human Decision Processes, 101(2), 152-167. doi:10.1016/j.obhdp.2006.06.005 Members of the USF System may access the full-text of the article through the authenticated link provided. This article received a CSUF COB Top Scholar Award; Science Direct-Top 25 Hottest Articles 200; NOTICE: this is the author's version of a work that was accepted for publication in Organizational Behavior and Human Decision Processes. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in Organizational Behavior and Human Decision Processes, 2006, 101(2), 152-167. doi:10.1016/j.obhdp.2006.06.005


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