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dc.contributor.authorLynn, Michael
dc.contributor.authorSturman, Michael C.
dc.date.accessioned2020-09-12T21:15:45Z
dc.date.available2020-09-12T21:15:45Z
dc.date.issued2011-01-01
dc.identifier.other4854306
dc.identifier.urihttps://hdl.handle.net/1813/72532
dc.description.abstractWith the encouragement of marketing scholars, many companies are tying employee incentives to customer ratings of satisfaction, service quality, or employee performance. One potential drawback to these practices is that customers' evaluations of employees—and, therefore, any associated rewards—may be biased by employee race. This possibility was examined in a restaurant setting. We found that customers rated the promptness and attentiveness of same race servers more favorably than different race servers, but there were no differences for assessments of server friendliness or appearance. The theoretical and practical implications of these findings are discussed.
dc.language.isoen_US
dc.rightsRequired Publisher Statement: © Wiley. Definitive version published as: Lynn, M., & Sturman, M. C. (2011). Is the customer always right? The potential for racial bias in customer evaluations of employee performance. Journal of Applied Social Psychology, 41(9), 2312-2324. Reprinted with permission. All rights reserved.
dc.subjectnorm
dc.subjectracial bias
dc.subjectcustomer evaluations
dc.subjectemployee performance
dc.subjectratings
dc.titleIs the Customer Always Right? The Potential for Racial Bias in Customer Evaluations of Employee Performance
dc.typearticle
dc.relation.doihttps://doi.org/10.1111/j.1559-1816.2011.00803.x
dc.description.legacydownloadsSturman2_Is_the_customer_always_right.pdf: 1047 downloads, before Aug. 1, 2020.
local.authorAffiliationLynn, Michael: wml3@cornell.edu Cornell University
local.authorAffiliationSturman, Michael C.: mcs5@cornell.edu Cornell University


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