Participants were recruited for an online study on and screened for “Hiring Decisions,” ethnicity, employment, and age. Eligible participants were asked to imagine they were the hiring manager for a consumer resources internship described in the ad. Participants were then asked to think about their ideal applicant for the position. Afterwards, they completed measures of their ideal applicant, global ideal and actual affect, cultural orientation, and demographics. Study 3 Data Analysis and Results Do European Americans view ideal applicants as more HAP and less LAP than Hong Kong Chinese? (Hypothesis 1) We conducted a 3 [Cultural Group (European American, Asian American, Hong Kong Chinese)] X 2 [Ideal Applicant Affect (HAP, LAP)] repeated measures ANOVA; Cultural Group was treated as a between-subjects factor and Ideal Applicant Affect was treated as a factor. The main effects of Ideal Applicant Affect, 182) = .39, = .53, partial F(1, p 2 = .002 was not significant. There was a main effect of cultural group, 182) = 3.14, = .046, F(2, p partial = .03, with European Americans (M = 3.80, .07) ideally wanting to hire a positive 2 SE = applicant more than Hong Kong Chinese (M = 3.58, .07), = .02, 95% CI = [.04, .41], and SE = p Asian Americans falling in between the two groups (M = 3.61, .08). SE = As predicted, this was qualified by a Cultural Group by Ideal Applicant Affect interaction, 182) = 28.20, < .001, partial = .24. As shown in Figure 4, European F(2, p 2 Americans viewed the ideal applicant as more HAP (M = 4.02, .08) than did Hong Kong SE = Chinese (M = 3.33, .08), < .001, 95% CI = [.47, .92]. Asian Americans viewed the ideal SE = p applicant as more HAP (M = 3.68, .10) than did Hong Kong Chinese, = .01, 95% CI = SE = p [.10, .60], but as less HAP than European Americans, = .01, 95% CI = [-.59, -.10]. In contrast, p Hong Kong Chinese viewed the ideal applicant as more LAP (M = 3.82, .08) than did SE =
Participants were recruited for an online study on “Hiring Decisions,” and screened for ethnicity, employment, and age. Eligible participants were asked to imagine they were the hiring manager for a consumer resources internship described in the ad. Participants were then asked to think about their ideal applicant for the position. Afterwards, they completed measures of their ideal applicant, global ideal and actual affect, cultural orientation, and demographics. Study 3 Data Analysis and Results Do European Americans view ideal applicants as more HAP and less LAP than Hong Kong Chinese? (Hypothesis 1) We conducted a 3 [Cultural Group (European American, Asian American, Hong Kong Chinese)] X 2 [Ideal Applicant Affect (HAP, LAP)] repeated measures ANOVA; Cultural Group was treated as a between-subjects factor and Ideal Applicant Affect was treated as a factor. The main effects of Ideal Applicant Affect, F(1, 182) = .39, p = .53, partial 2 = .002 was not significant. There was a main effect of cultural group, F(2, 182) = 3.14, p = .046, partial 2 = .03, with European Americans (M = 3.80, SE = .07) ideally wanting to hire a positive applicant more than Hong Kong Chinese (M = 3.58, SE = .07), p = .02, 95% CI = [.04, .41], and Asian Americans falling in between the two groups (M = 3.61, SE = .08). As predicted, this was qualified by a Cultural Group by Ideal Applicant Affect interaction, F(2, 182) = 28.20, p < .001, partial 2 = .24. As shown in Figure 4, European Americans viewed the ideal applicant as more HAP (M = 4.02, SE = .08) than did Hong Kong Chinese (M = 3.33, SE = .08), p < .001, 95% CI = [.47, .92]. Asian Americans viewed the ideal applicant as more HAP (M = 3.68, SE = .10) than did Hong Kong Chinese, p = .01, 95% CI = [.10, .60], but as less HAP than European Americans, p = .01, 95% CI = [-.59, -.10]. In contrast, Hong Kong Chinese viewed the ideal applicant as more LAP (M = 3.82, SE = .08) than did
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