The role of expectancy violation in the selection of Latino professionals

Abstract Research has documented significant evidence of workplace bias in the United States, yet less focus has been given to the Latino working population, particularly related to those in high‐paying professional roles, despite the growing presence of Latinos in the US workforce. In this study, we integrate two complementary theories, that is, impression formation and expectancy violation theories, to examine the factors—including the presence of a Latino accent—that may lead to Latino bias during the personnel selection process of an information technology manager. We test our hypotheses using two separate studies. Results from an experimental study (Study 1; N = 458) suggest that managers make decisions based on the candidates' ethnicity during the evaluation of candidates' resumes and interviews, and we find evidence of bias against Latino candidates with a Latino accent and in favor of Latino candidates with an American accent. Next, using a time‐lagged experiment and path analysis (Study 2, N = 328), we find support for the mediation role of expectancy violation. The disclosure of a Latino accent was related to changes in expectancy violation, which in turn were related to same‐direction changes in the ratings of personnel selection outcomes. These results suggest that the presence of a Latino accent is meaningful in personnel selection decisions and that expectancy violation is one of the mediating mechanisms by which these relationships occur.