In this dissertation, I use an extension of status characteristics theory--the theory of double standards--to investigate whether and to what extent race activates the use of differential standards in the evaluation of objectively measured task-related performance. I devised and conducted a two-design experimental study using job application files. In the first design, 43 respondents selected job applicants differentiated by race with similar objectively measured performances, as indicated by relative class standing. Results from this design indicated that respondents did use different standards to assess the similar, task-related performances of a white and a black applicant. Respondents assessed the task-related performance of the white applicant with a lenient standard; however, respondents used a stricter standard to assess the similarly evaluated task-related performance of the black applicant. In the second design, 53 respondents again selected job applicants differentiated by race with similar objectively measured performances, as indicated by relative class standing. In this design, I informed respondents that they might have to justify their selection decisions. Results indicated that increasing respondent accountability did decrease the use of racial double standards. I provide explanations for the results obtained, implications for theory and organizations, limitations of this study and suggestions for future research.
