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Male and female subjects interviewed a same‐sex applicant for an entry‐level management position. In reality, this person was an accomplice who presented a carefully standardized pattern of positive and negative information. Prior to the interview, participants were exposed to treatments designed to place them in a positive, neutral, or negative mood. Results indicated that subjects’ moods influenced their reactions to the applicant. They rated this individual higher on job‐related and personal dimensions and made more favorable employment decisions about him or her when in a positive than negative mood. In addition, participants recalled more information presented by the applicant that was consistent with their current mood than information that was inconsistent with these feelings. Implications of these findings for the development of closer conceptual links between (a) basic knowledge about social cognition and (b) practical issues relating to the conduction of fair employment interviews are discussed.
Robert A. Baron (Thu,) studied this question.