Salut Florine

Die Quellenangaben hätten die Artikellänge gesprengt :).

Ein paar gute Quellen zu den 5 vorgestellten Biases:

Hewstone, Miles, Mark Rubin, and Hazel Willis. 2002. “Intergroup Bias.” Annual Review of Psychology 53 (1): 575–604. https://doi.org/10.1146/annurev.psych.53.100901.135109.

Nickerson, Raymond S. 1998. “Confirmation Bias: A Ubiquitous Phenomenon in Many Guises.” Review of General Psychology 2 (2): 175.

Furnham, Adrian, and Hua Chu Boo. 2011. “A Literature Review of the Anchoring Effect.” The Journal of Socio-Economics 40 (1): 35–42. https://doi.org/10.1016/j.socec.2010.10.008.

Kahneman, Daniel, Jack L. Knetsch, and Richard H. Thaler. 1991. “Anomalies: The Endowment Effect, Loss Aversion, and Status Quo Bias.” The Journal of Economic Perspectives 5 (1): 193–206.

Macrae, C. Neil, Alan B. Milne, and Galen V. Bodenhausen. 1994. “Stereotypes as Energy-Saving Devices: A Peek Inside the Cognitive Toolbox.” Journal of Personality and Social Psychology 66 (1): 37–47.


Und ein paar allgemeinere Arbeiten mit Bezug zum HRM-Bereich:

Bagues, Manuel, and Maria J. Perez-Villadoniga. 2012. “Do Recruiters Prefer Applicants with Similar Skills? Evidence from a Randomized Natural Experiment.” Journal of Economic Behavior & Organization 82 (1): 12–20. https://doi.org/10.1016/j.jebo.2011.12.004.

Barrick, Murray R., Susan L. Dustin, Tamara L. Giluk, Greg L. Stewart, Jonathan A. Shaffer, and Brian W. Swider. 2012. “Candidate Characteristics Driving Initial Impressions during Rapport Building: Implications for Employment Interview Validity.” Journal of Occupational and Organizational Psychology 85 (2): 330–52. https://doi.org/10.1111/j.2044-8325.2011.02036.x.

Bartlett, Katharine. 2009. “Making Good on Good Intentions: The Critical Role of Motivation in Reducing Implicit Workplace Discrimination.” Virginia Law Review, January, 1893–1972.

Derous, Eva, Alexander Buijsrogge, Nicolas Roulin, and Wouter Duyck. 2016. “Why Your Stigma Isn’t Hired: A Dual-Process Framework of Interview Bias.” Human Resource Management Review 26 (2): 90–111. https://doi.org/10.1016/j.hrmr.2015.09.006.

Goldin, Claudia, and Cecilia Rouse. 2000. “Orchestrating Impartiality: The Impact of ‘Blind’ Auditions on Female Musicians.” American Economic Review 90 (4): 715–41. https://doi.org/10.1257/aer.90.4.715.

Johnson, Stefanie K., David R. Hekman, and Elsa T. Chan. 2016. “If There’s Only One Woman in Your Candidate Pool, There’s Statistically No Chance She’ll Be Hired.” Harvard Business Review 26 (04). https://hbr.org/2016/04/if-theres-only-one-woman-in-your-candidate-pool-theres-statistically-no-chance-shell-be-hired.

Linos, Elizabeth, and Joanne Reinhard. 2015. “A Head for Hiring: The Behavioural Science of Recruitment and Selection.” Research report. CIPD. https://www.cipd.co.uk/Images/a-head-for-hiring_2015-behavioural-science-of-recruitment-and-selection_tcm18-9557.pdf.

Rivera, Lauren A. 2012. “Hiring as Cultural Matching: The Case of Elite Professional Service Firms.” American Sociological Review 77 (6): 999–1022. https://doi.org/10.1177/0003122412463213.

Segrest Purkiss, Sharon L., Pamela L. Perrewé, Treena L. Gillespie, Bronston T. Mayes, and Gerald R. Ferris. 2006. “Implicit Sources of Bias in Employment Interview Judgments and Decisions.” Organizational Behavior and Human Decision Processes 101 (2): 152–67. https://doi.org/10.1016/j.obhdp.2006.06.005.

Sherman, Jeffrey W., Steven J. Stroessner, Frederica R. Conrey, and Omar A. Azam. 2005. “Prejudice and Stereotype Maintenance Processes: Attention, Attribution, and Individuation.” Journal of Personality and Social Psychology 89 (4): 607–22. https://doi.org/10.1037/0022-3514.89.4.607.

Whysall, Zara. 2018. “Cognitive Biases in Recruitment, Selection, and Promotion: The Risk of Subconscious Discrimination.” In Hidden Inequalities in the Workplace, 215–43. Palgrave Explorations in Workplace Stigma. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-59686-0_9.

Ich hoffe, die Quellen sind nützlich!

Grüsse