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The purpose of this paper is to examine the consequences of being perceived as having benefited from a family connection during the hiring process. One hundred and ninety-seven upper-level undergraduate students reviewed materials describing three candidates jot a managerial position. Selection method (merit vs. nepotism) and gender of the person who received the position were manipulated in the materials. Results revealed that not only was nepotism perceived as being less fair than merit-based hiring, but individuals believed to have benefited from a family connection during the hiring process were viewed less favorably than individuals believed to have been hired based on merit.
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