Selection based on merit versus demography: Implications across race and gender lines

In a replication and extension of the study by M. E. Heilman, hi. C. Simon, and D. P. Repper (1987), 201 undergraduates participated in a simulation i n which they experienced differing selection procedures and outcome feedbac k. Selection procedures did not have the deleterious effects on women that were found previously. Instead, race interacted with gender to moderate thi s relationship, and outcome played a significant role in participant self-e valuations. Black participants rated their leadership ability highest when both chosen preferentially and given negative outcome feedback, apparently because of a desire to maintain positive self-esteem. The latter explanatio n was supported in a follow-up study in which undergraduates (n = 80) worke d in groups and received negative outcome feedback from either a racially s imilar or racially different experimenter. Theoretical and practical implic ations relating to diversity and self-appraisal management are discussed.