Uhlmann and Cohen (2007) argued that self-perceived objectivity increased discrimination against women in hiring decisions; when decision makers have a sense of personal objectivity, they feel entitled to evaluate job applicants based on their gender stereotypical beliefs. We reexamined Experiment 2 by Uhlmann and Cohen (2007) with a sample of male university students in Japan. Contrary to their results, i.e., male participants high in stereotypic beliefs, primed with a sense of objectivity, gave male applicants more positive hiring evaluations than female applicants, we did not find any significant effects. The effects of self-perceived objectivity should be reexamined in future research considering factors, such as a sense of power, duration of effects after being primed, and participants’ sex.

本論文は，2016年度に広島大学教育学部で開講した「心理学課題演習」において，第1著者の指導により第2著者から第5著者までが実施した研究をもとに執筆した。研究の一部は第2著者から第5著者により第72回中国四国心理学会学部生研究発表会において報告された。

また，本研究の一部はJSPS科研費（JP26380844）による助成を受けたものである。