Effect of applicant's sex, race, and performance on employers' performance ratings: Some additional findings.

Studied the effect of ratee sex and race on rater evaluation when objective performance standards were established. 60 White male undergraduates in a personnel management course were assigned the role of grocery store manager and viewed a film depicting the performance of 8 stock room employees representing 4 sex-race combinations. Results indicate that Ss were able to distinguish clearly between high and low performers. Sex and race bias was found, however, even when objective performance standards had been implemented. While low-performing males and low-performing females were rated nearly identically, high-performing females were rated significantly higher than high-performing males. Low-performing Blacks were rated significantly higher than low-performing Whites. No significant difference was found between the Ss' ratings of high-performing Blacks and Whites. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)