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Internal motivation to respond witho...

Kuttnauer, David V.

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Internal motivation to respond without prejudice as a moderator of an indirect measure of racial attitudes and performance ratings of black male managers.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Internal motivation to respond without prejudice as a moderator of an indirect measure of racial attitudes and performance ratings of black male managers./
Author:	Kuttnauer, David V.
Description:	89 p.
Notes:	Source: Masters Abstracts International, Volume: 43-06, page: 2437.
Contained By:	Masters Abstracts International43-06.
Subject:	Psychology, Industrial. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=1425924
ISBN:	9780542045691

Internal motivation to respond without prejudice as a moderator of an indirect measure of racial attitudes and performance ratings of black male managers.
Kuttnauer, David V.

Internal motivation to respond without prejudice as a moderator of an indirect measure of racial attitudes and performance ratings of black male managers. - 89 p.

Source: Masters Abstracts International, Volume: 43-06, page: 2437.

Thesis (M.A.)--Wayne State University, 2005.

The use of indirect measures to assess racial biases has been posited as a means to circumvent socially desirable response patterns associated with direct self-report measures. This study explored whether an indirect measure of racial attitudes (IAT) (Greenwald, McGhee & Schwartz, 1998) predicted biased ratings given to Black male managers beyond that of a direct measure previously demonstrated to have predictive validity. Additionally, two distinct sources of motivation to control prejudiced (i.e., internal and external) were investigated to determine whether their joint effects would moderate the relationship between the indirect measure and rating accuracy. Given the call for the use of theoretically based investigations into the relationship between indirectly measured racial attitudes and behavior, the current research employed the use of Fazio's (1990) MODE (motivation and opportunity as determinants) model as a framework to investigate these relationships. The results indicate that in the context of performance evaluation, a direct measure of racial attitudes is a better predictor of biased ratings than the indirect measure. Additionally, while the joint effects of internal and external sources of motivation did not predict rating accuracy, they did provide some support for the notion that individuals classified as self-determined were effective at controlling their responses on the theoretically more difficult-to-control indirect measure. Theoretical implications of the MODE model and future research are discussed.

ISBN: 9780542045691Subjects--Topical Terms:

520063
Psychology, Industrial.

Internal motivation to respond without prejudice as a moderator of an indirect measure of racial attitudes and performance ratings of black male managers.
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100 1 $a Kuttnauer, David V. $3 1912689
245 1 0 $a Internal motivation to respond without prejudice as a moderator of an indirect measure of racial attitudes and performance ratings of black male managers.
300 $a 89 p.
500 $a Source: Masters Abstracts International, Volume: 43-06, page: 2437.
500 $a Adviser: Boris Baltes.
502 $a Thesis (M.A.)--Wayne State University, 2005.
520 $a The use of indirect measures to assess racial biases has been posited as a means to circumvent socially desirable response patterns associated with direct self-report measures. This study explored whether an indirect measure of racial attitudes (IAT) (Greenwald, McGhee & Schwartz, 1998) predicted biased ratings given to Black male managers beyond that of a direct measure previously demonstrated to have predictive validity. Additionally, two distinct sources of motivation to control prejudiced (i.e., internal and external) were investigated to determine whether their joint effects would moderate the relationship between the indirect measure and rating accuracy. Given the call for the use of theoretically based investigations into the relationship between indirectly measured racial attitudes and behavior, the current research employed the use of Fazio's (1990) MODE (motivation and opportunity as determinants) model as a framework to investigate these relationships. The results indicate that in the context of performance evaluation, a direct measure of racial attitudes is a better predictor of biased ratings than the indirect measure. Additionally, while the joint effects of internal and external sources of motivation did not predict rating accuracy, they did provide some support for the notion that individuals classified as self-determined were effective at controlling their responses on the theoretically more difficult-to-control indirect measure. Theoretical implications of the MODE model and future research are discussed.
590 $a School code: 0254.
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Business Administration, Management. $3 626628
650 4 $a Black Studies. $3 1017673
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710 2 0 $a Wayne State University. $3 975058
773 0 $t Masters Abstracts International $g 43-06.
790 1 0 $a Baltes, Boris, $e advisor
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791 $a M.A.
792 $a 2005
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=1425924