RESUMO
BACKGROUND: Religion is an important ingroup characteristic for many people. For different reasons, people with different religious affiliations might prefer members of their religious outgroup. Previous studies have investigated perceptions of and behaviour toward religious ingroup and outgroup members in various contexts. The four studies presented here investigated whether competence and likeability ratings differ depending on the target's and participant's religious affiliations in a recruitment context. Two studies were conducted in Sweden, while the other two were conducted in the USA. METHODS: Participants in 4 studies rated a Christian, Muslim or atheist job applicant and a control applicant on 4 competence and 3 likeability items on 7-point Likert scales. The difference in ratings between the target applicant and control applicant was used to measure perceived competence and likeability of the target applicant. In the two latter studies, one in Sweden and one in the USA, participants also chose to hire either the target or the control applicant. RESULTS: Overall, participants in three studies rated control applicants as more likeable than target applicants. In the two US studies, targets were also rated as less competent than control applicants. Christian participants in the two US studies rated the Christian applicant as more likeable than both other targets. In the second US study, atheist participants rated Christians as less likeable than both other targets. In one of the Swedish studies, atheist participants rated the atheist applicant as more likeable than both other targets. The only significant difference in competence ratings between targets was made by Christian Swedes, who rated Muslim applicants as less competent than Christian applicants. The only significant difference in hiring decisions was that Swedish atheist participants hired Christians less often than they hired control applicants. CONCLUSION: Together, the results suggest that job applicants are sometimes viewed as more likeable if they belong to a religious ingroup rather than a religious outgroup, but that this only rarely translate to significant differences in competence ratings or hiring decisions.
