Abstract
Across two experimental studies, the purpose of this research project was to examine how Whites evaluate African Americans with a strong racial identity. In Study 1, participants evaluated applicants for an athletic director position. Relative to their weakly identified counterparts, applicants believed to possess a strong racial identity were rated as a poorer fit for the job. Results from Study 2, which was also set within the context of hiring an athletic director, show that participant social dominance orientation moderates the relationship between racial identity and subsequent evaluations. The authors discuss theoretical and practical implications, limitations, and future directions.
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