WHEN SIMILARITY IS A LIABILITY - EFFECTS OF SEX-BASED PREFERENTIAL SELECTION ON REACTIONS TO LIKE-SEX AND DIFFERENT-SEX OTHERS

In 2 laboratory studies, 145 male and female undergraduates were selec ted for the role of manager either on the basis of merit or preferenti ally on the basis of their sex. Results of the first study indicated t hat when female subjects had been selected preferentially as compared with on a merit basis, they reacted more negatively to female (but not to male) applicants for an entry-level position in terms of personnel evaluations and competence ratings and they recommended female applic ants for hire less frequently and less enthusiastically. No difference s in personnel evaluations were found as a result of preferential sele ction when subjects were male (Study 1) or when subjects were provided with favorable information about their ability (Study 2). Implication s for implementation of affirmative action programs are discussed.