Previous research concerning the ''rational bias'' theory of workplace
discrimination has been confined largely to narrow student samples. T
his study extends that work with an experimental-survey design in whic
h employed participants were asked both how others respond to conditio
ns classically eliciting rational bias discrimination, and how they be
lieve people behave in their own firms. Participants were 148 men and
158 women (88.6% Caucasian, 4.6% Hispanic, 4% Asian, and 2.8% other ra
cial identification) with graduate business degrees front a public uni
versity. Results show evidence of continuing discrimination, and suppo
rt the theory predicting rational bias gender discrimination in the wo
rkplace. Gender of respondent and locus of control (defined by Spector
's Work Locus of Control scale) are also shown to be related to ration
al bias discrimination. Suggestions are made for further development a
nd resting of rational bias theory.