This research was conducted to understand why Black applicants might react negatively to affirmative action plans (AAPs) designed to benefit them. Black engineering students (N= 2,480) reacted to 1 of 8 AAPs, to which they were randomly assigned. Two manipulations were used to form the 8 different plans: plan content (eliminate discrimination, recruitment, training, weak preferential treatment) and plan frame (affirmative action vs. diversity). The effect of plan content on job-pursuit intentions was mediated by perceived procedural fairness, anticipated remediation of injustice, and anticipated stigmatization. Job-pursuit intentions were related to interactions between perceived fairness and anticipated remediation, between perceived fairness and anticipated stigmatization, and between plan content and respondent experiences with discrimination and racism. Plan frame affected only anticipated remediation of previous injustice. Theoretical and practical implications of these findings are discussed.
|Original language||English (US)|
|Number of pages||40|
|Journal||Journal of Applied Social Psychology|
|Publication status||Published - Dec 2005|
ASJC Scopus subject areas
- Social Psychology