Role of Prejudice in the Evaluation of Foreign-Trained Job Applicants

2008 ◽  
Author(s):  
Caroline Bennett-AbuAyyash ◽  
Victoria M. Esses ◽  
Joerg Dietz
Keyword(s):  
Job Applicants

Study from Korea shows strong CSR policies significantly increase job seekers' application intentions

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Real Life ◽  
Value Congruence ◽  
Job Applicants ◽  
Job Seekers ◽  
Content Type ◽  
Mediated Moderation ◽  
Mediating Role ◽  
Corporate Social ◽  
The Relationship

Purpose This study investigated how and when corporate social responsibility (CSR) fosters job seekers’ application intentions. The authors used a “mediated moderation mode” to explore the positive effect of CSR on job seekers’ intention to apply. They considered the moderating role of applicants’ calling and the mediating role of value congruence in the relationship between the person and organization. Design/methodology/approach To test their hypotheses the authors developed a questionnaire and sent it to a sample of 259 college students with a mean age of 22.67 in South Korea. All were either prospective or current job seekers and 55.2pc were female. Two scenarios were developed based on the real-life case of a well-known coffee franchise’s CSR policies. The scenarios were identical except that one had more proactive CSR policies. Findings Results showed that a company’s proactive CSR programs increase job seekers’ intention to apply, which was moderated by their “calling” for the job. The research also demonstrated that “value congruence” between the applicant and the organization fully mediated the interaction between CSR and calling. The results, the authors said, suggested that engaging in active CSR could attract job applicants, providing a potential competitive advantage. Originality/value The authors said their study contributed to the literature as it took the job seeker’s perspective whereas most previous research on calling focused on employees. They said it was the first study to empirically demonstrate the interaction between a sense of calling and CSR.

Information Visualizations as a Tool to Study Users’ Social Media Privacy Concerns

2018 ◽  
Author(s):  
Anatoliy Gruzd ◽  
Jenna Jacobson ◽  
Elizabeth Dubois
Keyword(s):  
Social Media ◽  
Online Survey ◽  
Job Applicants ◽  
Social Media Data ◽  
Privacy Concerns ◽  
Comfort Levels ◽  
People’S Attitudes ◽  
Media Data ◽  
Information Visualizations

The amount and complexity of data that can be accessed from social media has been increasing exponentially. We examine the value of using information visualizations as a tool to study people’s attitudes and perceptions regarding their social media data being used by third parties. In the context of using social media to screen job applicants, we investigate the role of visualizations in studying users’ social media privacy concerns. Utilizing an online survey of 454 participants, we compare participants’ comfort levels in relation to different types of publicly accessible social media data. The results partially support the supposition that analytical information based on some form of data analysis will receive a stronger reaction when accompanied by representative visualizations.

scholarly journals Influence of Business Commitment to Sustainability, Perceived Value Fit, and Gender in Job Seekers’ Pursuit Intentions: A Cross-Country Moderated Mediation Analysis

2020 ◽  
Vol 12 (11) ◽  
pp. 4395
Author(s):  
Adolfo Carballo-Penela ◽  
Emilio Ruzo-Sanmartín ◽  
Carlos M. P. Sousa
Keyword(s):  
Perceived Value ◽  
Job Applicants ◽  
Perceived Fit ◽  
Job Seekers ◽  
Business Values ◽  
Proposed Model ◽  
And Gender ◽  
Moderating Role ◽  
Value Fit

Recruitment messages can help organizations to attract talent by influencing job seekers perceived fit with the company. As sustainability issues have become more relevant for 21st century citizens, messages communicating companies’ commitment to sustainability can send information that could influence young job seekers perceived fit with their future organizations. This between-subjects study analyses the influence of six messages showing business commitment to sustainability on job seekers pursuit intentions, considering a sample of 265 job applicants from three countries (Spain, Kazakhstan, and Germany). We are particularly interested in studying the role of perceived value fit as a mediating mechanism, as well as the moderating role of gender. Results obtained from a between-subjects factorial design confirm that different actions showing business commitment to sustainability positively affect job seekers’ job pursuit intentions. Our findings also show that the importance of every message is different depending on the studied country. The obtained results confirm that recruitment messages showing business commitment to sustainability influence job seekers’ pursuit intensions by increasing the perceived fit between job seekers’ and business values. Finally, results show the moderating role of prospective employees’ gender in the proposed model.

SEX ROLE COMPLEMENTARITY IN JOB STEREOTYPY

1989 ◽  
Vol 17 (2) ◽  
pp. 181-192 ◽  
Author(s):  
Esther J. Koenig
Keyword(s):  
College Students ◽  
Interaction Effect ◽  
Rank Order ◽  
Sex Role ◽  
Job Applicants ◽  
The Other ◽  
Sex Type ◽  
Main Effect ◽  
Male Sex

The purpose of this study was to compare the effects of gender and sex role on the perceived suitability of hypothetical job applicants for sex-typed jobs. Six descriptions of applicants were presented to 605 college students, who were asked to rank order them on suitability for different jobs. The questionnaire each student received had five applicants with masculine first names and one with a feminine first name. Results showed no main effect due to either job sex-type, sex role of applicants, or gender of either applicant or student-rater. Interactional analyses, however, showed that for specific applicant job pairings where male applicants were ranked differently than female applicants, a complementarity of gender and sex role was evident. Specifically, the applicant with stereotypically masculine traits was ranked high when presented as a woman, while the applicant with stereotypically feminine traits was ranked high when presented as a man. It is suggested that this interaction effect is best explained by positing that gender-related stereotypes are implicity generated and that they complement sex role characteristics of the other sex. Thus, a woman with male sex role characteristics, or a man with female sex role characteristics, is seen as more adaptable or well-rounded than applicants whose sex roles are consonant with their gender.

scholarly journals The effect of foreign accent on employability: a study of the aural dimensions of aesthetic labour in customer-facing and non-customer-facing jobs

2016 ◽  
Vol 31 (3) ◽  
pp. 409-428 ◽  
Author(s):  
Andrew R Timming
Keyword(s):  
Migrant Workers ◽  
Quantitative Methods ◽  
Employment Interview ◽  
Job Applicants ◽  
Employment Relations ◽  
Job Interviews ◽  
Foreign Accents ◽  
The Usa ◽  
Accented English

Using quantitative methods, this article examines the effect of foreign accents on job applicants’ employability ratings in the context of a simulated employment interview experiment conducted in the USA. It builds upon the literature on aesthetic labour, which focuses largely on the role of physical appearance in employment relations, by shifting attention to its under-investigated auditory and aural dimensions. The results suggest that the managerial respondents actively discriminate in telephone-based job interviews against applicants speaking Chinese-, Mexican- and Indian-accented English, and all three are rated higher in non-customer-facing jobs than in customer-facing jobs. Job applicants who speak British-accented English, especially men, fare as well as, and at times better than, native candidates who speak American English. The article makes a contribution to the sociological literatures surrounding aesthetic labour and discrimination and prejudice against migrant workers.

Public Personnel Selection: Issues and Choice Points

1987 ◽  
Vol 16 (3) ◽  
pp. 243-257 ◽  
Author(s):  
William R. McKinney
Keyword(s):  
Personnel Selection ◽  
Test Scores ◽  
Social Representation ◽  
Job Applicants ◽  
Technical Expertise ◽  
Top Down ◽  
The Public ◽  
Selection Decision ◽  
Compliance With The Law

This study was undertaken to explore the role of a written selection examination in defining the composition of the workforce while complying with the legislative mandates for validity in the selection decision. Results of the investigation suggest that, in the public domain, two general choices exist with regard to personnel selection: an organization may select job applicants on the basis of raw test scores from the top down; or, it may group the applicants based on race, and then standardize the scores before selection from the top down. Each agency should consider the legal and social implications of the two approaches. The decision taken will reflect each agency's desire for technical expertise, social representation, or both, within its workforce, and for compliance with the law.

Responding to Employer Concerns About the ADA and Job Applicants with Disabilities

1992 ◽  
Vol 23 (3) ◽  
pp. 37-40 ◽  
Author(s):  
Jamie Satcher
Keyword(s):  
Title I ◽  
Americans With Disabilities Act ◽  
Job Applicants ◽  
Rehabilitation Counselor

The provisions of title I of the Americans with Disabilities Act of 1990 (ADA) are described. Possible questions that employers may have regarding job applicants with disabilities are posed and employers' obligations under the ADA are explored. The role of the rehabilitation counselor when working with employers having job applicants with disabilities is proposed.

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