To link to full-text access for this article, visit this link: http://dx.doi.org/10.1016/j.obhdp.2006.06.005 Byline: Sharon L. Segrest Purkiss (a), Pamela L. Perrewe (b), Treena L. Gillespie (a), Bronston T. Mayes (a), Gerald R. Ferris (b) Keywords: Employment interview; Modern ethnicity bias; Implicit sources of bias; Decision to hire Abstract: This study empirically examined implicit sources of bias in employment interview judgments and decisions. We examined two ethnic cues, accent and name, as sources of bias that may trigger prejudicial attitudes and decisions. As predicted, there was an interaction between the applicant name and accent that affected participants' favorable judgments of applicant characteristics. The applicant with the ethnic name, speaking with an accent, was viewed less positively by interviewers than the ethnic named applicant without an accent and non-ethnic named applicants with and without an accent. Furthermore, modern ethnicity bias had a negative association with the favorable judgments of the applicants, which, in turn, affected hiring decisions. Implications of the results, limitations of the study, and directions for future research are discussed. Author Affiliation: (a) Department of Management, College of Business and Economics, California State University, Fullerton, Fullerton, CA 92834-6850, USA (b) Department of Management, College of Business, Florida State University, Tallahassee, FL 32306-1110, USA Article History: Received 17 March 2003 Article Note: (footnote) [star] David Harrison provided unusual and outstanding guidance and support throughout the review and revision process. The authors feel that his insight made an important contribution to the quality of this paper and we would like to express our gratitude to him.