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Cooper (p. 23-32)Kunz-Osborne (p. 33-41)Coulmas-Law (p.42-46)Stasio (p. 47-56)Albert-Valette-Florence (p.57-63)Zhang-Rauch (p. 64-70)Alam-Yasin (p. 71-78)Mattare-Monahan-Shah (p. 79-94)Nonis-Hudson-Hunt (p. 95-106) 
JOURNAL OF ORGANIZATIONAL PSYCHOLOGY
Research Report: Implicit and Explicit Measures of Sexism Predicting Men’s
Interviewing Behaviors
Author(s): J. T. Nadler, E. Voyles, V. Brooks, M. VanCleave
Citation: J. T. Nadler, E. Voyles, V. Brooks, M. VanCleave, (2020) "Research Report: Implicit and Explicit Measures of Sexism Predicting Men’s Interviewing Behaviors," Journal of Organizational Psychology, Vol. 20, Iss. 5, pp. 64-67
Article Type: Research paper
Publisher: North American Business Press
Abstract:
Implicit (Indirect measures of bias often capturing unconscious biases such as eye tracking) and explicit (direct survey measures capturing conscious biases such as the Ambivalent Sexism Inventory (ASI): Glick and Fiske, 2001) sexism were measured in men who then interviewed a female job seeker. The results of this study examined explicit outcomes of the interviews (ratings) as well as implicit outcomes (non-verbal behaviors). Higher levels of implicit gender bias (Eye tracking) was significantly related to the outcomes and was a better predictor of sexist non-verbal behaviors than the explicit measure.
