scholarly journals Racism and the Pinkerton syndrome in Singapore: effects of race on hiring decisions

2019 ◽  
Vol 13 ◽  
Author(s):  
Peter K. H. Chew ◽  
Jessica L. Young ◽  
Gerald P. K. Tan
Keyword(s):  
Private University ◽  
Decision Task ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Economic Disparities ◽  
Potential Explanation ◽  
Hiring Decision ◽  
Dependent Variables ◽  
Academic Qualifications ◽  
Chinese Undergraduates

AbstractThe aim of the study was to examine racism and the Pinkerton syndrome in Singapore. Specifically, the study examined the effects of race on hiring decisions in a simulated hiring decision task. Participants were 171 (61% males) Singaporean Chinese undergraduates from a private university in Singapore. They were randomly assigned into one of nine groups and asked to review a resume of a job applicant. The study used a 3 (Academic qualifications: strong, moderate, or weak) × 3 (Race: White, Chinese, or Malay) between-subjects design with perceived warmth, competence, applicant suitability and recommended salary as the dependent variables. The results showed that while Chinese participants discriminated against Malay applicants (racism), they discriminated in favor of White applicants (the Pinkerton syndrome). The results provided a potential explanation to the economic disparities between Malays and the other races, and first experimental evidence for racism and the Pinkerton syndrome in Singapore.

scholarly journals The Ginevra de’ Benci Effect: Competence, Morality, and Attractiveness Inferred From Faces Predict Hiring Decisions for Women

2021 ◽  
Vol 12 ◽  
Author(s):  
Michela Menegatti ◽  
Sara Pireddu ◽  
Elisabetta Crocetti ◽  
Silvia Moscatelli ◽  
Monica Rubini
Keyword(s):  
Da Vinci ◽  
Leonardo Da Vinci ◽  
Hiring Decisions ◽  
Men And Women ◽  
Hiring Decision ◽  
Multiple Dimensions ◽  
Attractive Face

The present study examined the role of morality, competence, and attractiveness as perceived from faces in predicting hiring decisions for men and women. Results showed that for both female and male applicants, facial competence significantly predicted the hiring decision directly and indirectly, through the mediation of the overall impression. Decisions concerning female applicants were, however, significantly predicted by multiple dimensions—that is, facial morality, facial competence, and attractiveness—with the mediation of the overall impression. Facial competence was the only significant predictor of impression and, in turn, hiring decision about men. These findings resonate the motto Virtutem forma decorat, “Beauty adorns virtue,” painted by Leonardo da Vinci on the reverse side of the portrait of Ginevra de’ Benci, and suggest that women’s chances of getting a job are less than those of men whenever they do not show a moral and competent and attractive face.

Will it be Disclosure or Fabrication of Personal Information?

2010 ◽  
pp. 231-254 ◽  
Author(s):  
Xun Li ◽  
Radhika Santhanam
Keyword(s):  
Personal Information ◽  
Personal Data ◽  
Job Applicants ◽  
Accurate Information ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Privacy Concerns ◽  
Willingness To Disclose ◽  
Information Sensitivity ◽  
Theoretical Foundations

Individuals are increasingly reluctant to disclose personal data and sometimes even intentionally fabricate information to avoid the risk of having it compromised. In this context, organizations face an acute dilemma: they must obtain accurate job applicant information in order to make good hiring decisions, but potential employees may be reluctant to provide accurate information because they fear it could be used for other purposes. Building on theoretical foundations from social cognition and persuasion theory, we propose that, depending on levels of privacy concerns, organizations could use appropriate strategies to persuade job applicants to provide accurate information. We conducted a laboratory experiment to examine the effects of two different persuasion strategies on prospective employees’ willingness to disclose information, measured as their intentions to disclose or falsify information. Our results show support for our suggestion As part of this study, we propose the term information sensitivity to identify the types of personal information that potential employees are most reluctant to disclose.

THE INFLUENCE OF FACIAL HAIR ON IMPRESSION FORMATION

1990 ◽  
Vol 18 (1) ◽  
pp. 169-175 ◽  
Author(s):  
J. Ann Reed ◽  
Elizabeth M. Blunk
Keyword(s):  
Impression Formation ◽  
Physical Attractiveness ◽  
Semantic Differential ◽  
Job Applicants ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Facial Hair ◽  
Management Positions

The influence of facial hair on the perception of a job applicant by persons in business was examined in this study. Subjects were 228 persons in management positions who made hiring decisions. Subjects were shown ink sketches of six male job applicants. The sketches varied on three facial hair dimensions-clean shaven, moustached, and bearded. Sketches were evaluated on semantic differential scales. Results indicated consistently more positive perceptions of social/physical attractiveness, personality, competency, and composure for men with facial hair.

Hiring Recent University Graduates into Internal Audit Positions: Insights from Practicing Internal Auditors

2012 ◽  
Vol 6 (2) ◽  
pp. A1-A14 ◽  
Author(s):  
Richard R. Clune ◽  
Audrey A. Gramling
Keyword(s):  
Leadership Skills ◽  
Internal Audit ◽  
University Graduates ◽  
Primary Reason ◽  
Hiring Decisions ◽  
Internal Auditors ◽  
Entry Level ◽  
Hiring Decision ◽  
Internship Experience ◽  
Recent Graduates

SUMMARY We survey practicing internal auditors on whether their organizations hire recent university graduates as entry-level internal audit staff and, if they do, what factors are important in their hiring decisions. Approximately 58 percent of the 273 respondents hire, or plan to hire, recent graduates into their internal audit functions. Important factors in the hiring decision include internal audit coursework, internship experience, demonstrated communication and leadership skills, an accounting degree, and a high GPA. The 42 percent of respondents that do not hire recent graduates indicated that the primary reason was a need for auditors with prior audit experience.

scholarly journals Social Networking Postings: Views from School Principals

2012 ◽  
Vol 20 ◽  
pp. 11 ◽  
Author(s):  
Marlynn M. Griffin ◽  
Robert L. Lake
Keyword(s):  
Social Networking ◽  
Social Networking Sites ◽  
School Principals ◽  
Hiring Decisions ◽  
Use Of Data ◽  
Hiring Decision ◽  
Education Data ◽  
K 12 ◽  
Sexual Talk ◽  
The Impact

Numerous recent media accounts indicate that teachers are being fired, put on probation, or otherwise censured because of information found on their social networking sites (SNS). While the literature in business, psychology, and pharmacy shows initial investigations of the impact of SNS information on hiring decisions, this area has not been investigated in the field of education. Data from pre-service teachers’ SNS were compiled into a 51-item questionnaire and K-12 school principals rated each statement on its likelihood to influence a hiring decision if it were found on the SNS of a teacher applying for a position at his or her school. The statements included on the questionnaire included sexual talk, swearing, violent language, references to drugs and/or alcohol use, and language that could be considered pejorative to individuals with disabilities, persons of color and/or homosexual individuals. The findings of this preliminary study indicate that of the 51 statements, 28 had average ratings in the moderate-to-significant impact on hiring decision range and 22 had average ratings in the minor-to-moderate impact on hiring decision range. Only one item of the 51 fell in the no impact-to-minor impact on hiring decision range. Findings are discussed in relation to professional dispositions, categories of information that may influence hiring decisions, and internet use policies. Implications based on the data from this study include the need to develop state and university policies for SNS use. Finally, the results of this study indicate that further research into hiring administrators’ use of data from SNS in hiring decisions is warranted.

Are Female Managers More Likely to Hire More Female Managers? Evidence from Germany

ILR Review ◽  
2019 ◽  
Vol 73 (3) ◽  
pp. 676-704 ◽  
Author(s):  
Mario Bossler ◽  
Alexander Mosthaf ◽  
Thorsten Schank
Keyword(s):  
Linear Models ◽  
Unobserved Heterogeneity ◽  
State Dependence ◽  
Gender Composition ◽  
Hiring Decisions ◽  
Dynamic Linear Models ◽  
The Past ◽  
Female Managers ◽  
Subsequent Period ◽  
Dependent Variables

This article investigates whether there is state dependence in the gender composition of managers in German establishments; that is, whether the number of hired female managers depends on the past hiring decisions of an establishment. Using administrative data, the authors apply dynamic linear models, thereby accounting for unobserved heterogeneity and the endogeneity of lagged dependent variables. Results show that hiring female managers leads to the hiring of more female managers in the subsequent period. Hiring rates for male managers follow a similar pattern in that they are more likely to hire more male managers.

scholarly journals Some Correlates of Academic Dishonesty among Serial-Academically Frustrated Undergraduates in Ogun State, Nigeria

2019 ◽  
Vol 16 (2) ◽  
Author(s):  
Taiwo Motolani Williams ◽  
Oyesoji Amos Aremu
Keyword(s):  
Academic Dishonesty ◽  
Private University ◽  
Healthy Development ◽  
Factors Associated ◽  
Independent Variables ◽  
Ogun State ◽  
School Counsellors ◽  
Significant Difference ◽  
Dependent Variables ◽  
Academic Self Efficacy

The purpose of the study is to examine factors associated with academic dishonesty among serial-academically frustrated students in Ogun State, Nigeria. Two hundred and fifty undergraduates registered with the academic empowerment programme at a private university in Nigeria were purposively selected for this study. The ages of the participants ranged from 17 to 21 years. Both the independent and dependent variables were measured with standardised instruments. The results showed that the independent variables jointly and relatively had significant influence on academic dishonesty among the sampled undergraduates. The result also showed gender difference in academic self-efficacy, locus of control and academic dishonesty but had no significant difference on motivation and academic dishonesty among male and female respondents.   Implications for this study include the need to encourage character strength and development for enhancing the overall positive classroom behaviours, which eventually lead to successful academic achievement. University school counsellors should be saddled with the responsibility of nurturing the healthy development of all students.

scholarly journals When the Dark Shines: The Role of Dark Personality Traits in Leadership Role Occupancy and Hiring Decisions in a Collectivistic Culture

2020 ◽  
Vol 11 (8) ◽  
pp. 1089-1100 ◽  
Author(s):  
Siti Nuzulia ◽  
Felix Yong Peng Why
Keyword(s):  
School Principals ◽  
Dark Triad ◽  
Leadership Role ◽  
Hiring Decisions ◽  
Leadership Responsibilities ◽  
Collectivist Culture ◽  
Job Interviews ◽  
Hiring Decision ◽  
Role Occupancy

Two studies investigated the role of the Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism), conscientiousness, and intelligence on leadership role occupancy and hiring decisions in Indonesian culture, which is a collectivist culture. Study 1 used generalized linear model to examine two groups of participants with (i.e., school principals) and without (i.e., teachers) significant leadership responsibilities by controlling for participant grouping by school. The results indicated that, in comparison with teachers, school principals had significantly higher narcissism and conscientiousness and lower psychopathy and intelligence. In Study 2, video recordings of simulated job interviews of 133 undergraduates were evaluated by 133 professional recruiters. Interviewee narcissism was the only significant positive predictor for hiring decision. Both studies provide consistent evidence that narcissism is a significant positive factor in both leadership role occupancy and hiring decision in a collectivist culture.

Hiring Ethics

2020 ◽  
Vol 17 ◽  
pp. 285-290
Author(s):  
Salvador G. Villegas ◽  
Kristi M. Bockorny ◽  
Keyword(s):  
Candidate Selection ◽  
Ethical Values ◽  
Hiring Decisions ◽  
Real Situation ◽  
Hiring Decision ◽  
Employment Factors ◽  
Regional Bank ◽  
Local Impact ◽  
Difficult Situations ◽  
Open Position

When hiring for an open position, the branch manager of Intermountain Trust Bancorp was challenged with an ethical dilemma he was not anticipating. An internal applicant challenged the hiring manager's ethical values by insisting that their friendship and other external employment factors be taken into consideration in the hiring decision. This is a classic case of a candidate using undue influence1 to manipulate a colleague and gain employment. In what started as a routine decision, the manager was faced with an unforeseen ethical quagmire. This case describes a real situation that had local impact on the stakeholders of a regional bank, and provides a true example of the types of difficult situations that can affect candidate selection in hiring decisions.

Sign in / Sign up

Export Citation Format

Share Document