Research shows that the traditional job interview is a poor indication of a candidate's potential. However, when employers structure the interview process, they are more effective at predicting success, forming consistent evaluations, and reducing discrimination. The current study tested whether the structured interview also serves to reduce biases involved in interviewing applicants who have a physical disability. In the non-structured interview, results showed that there was a leniency bias, where raters evaluated disabled candidates more positively than equally qualified non-disabled candidates. Structured interviews reduced this effect. These findings add to the support for the structured interview as a way of increasing fairness in employee selection.

An equivocality theory account of escalation of commitment was investigated using a computer simulated marketing scenario in a replication and extension of Hantula and DeNicolis Bragger (1999). Participants acted as marketing executives and invested money to promote sales of a new sneaker, and received high or low equivocality feedback from their investments for one phase and then received failure feedback in a second phase. Participants were videotaped throughout the experiment. Replicating previous research, participants receiving highly equivocal feedback invested a greater relative amount of money during failure than did those who received feedback low in equivocality. Furthermore, analyses of the videotapes for behaviors indicative of frustration showed that participants in both feedback groups displayed a greater degree of frustration while receiving failure feedback than during the first phase of the study. These data replicate and extend previous equivocality findings, but do not resolve the role of frustration in escalation unambiguously.

The goal of the current research was to compare differences in the wording and options of race and ethnic identification items currently in use on employment application forms. Researchers presented subjects with the differentially worded ethnic and race items from two companies and the U.S. Census in an effort to determine if such wording differences would result in different racial classifications. Shifts in racial identification were most notable when race and Hispanic descent were ascertained with two separate questions rather than one question.

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