One hundred and eleven African American and White participants viewed photographs and determined the likelihood that African American and White male andfemale solos would be selectedfor membership to a work group on the basis of affirmative action or ability. Participants also provided judgments on a 7-point Likert-type scale about the overall groups contained in the photographs. As predicted, differences in selection attributions were associated with racial differences among participants. Participants' judgments of the overall work groups reflected both in-group and out-group homogeneity effects. These and other results are discussed, as are the implications for organizational settings.
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