Low‐key leadership: Collegiate correspondence study and “campus equivalence”

1998 ◽  
Vol 12 (2) ◽  
pp. 36-45 ◽  
Author(s):  
Von V. Pittman
Keyword(s):  
Correspondence Study

Bringing it home: learning to index books by correspondence

1997 ◽  
Vol 20 (4) ◽  
pp. 185-187
Author(s):  
Shirley Manley ◽  
Norma Harwood
Keyword(s):  
Graduate School ◽  
Department Of Agriculture ◽  
Study Program ◽  
Home Learning ◽  
The Us ◽  
Correspondence Study

The US Department of Agriculture (USDA) Graduate School Correspondence Study Program offers two indexing courses. Over 2,600 students have enroled in these courses since their inception.

Blacklist or Short List: Do Employers Discriminate against Union Supporter Job Applicants?

ILR Review ◽  
2021 ◽  
pp. 001979392110364
Author(s):  
Nicole Kreisberg ◽  
Nathan Wilmers
Keyword(s):  
Survey Data ◽  
Job Applicants ◽  
College Degree ◽  
Short List ◽  
Non Union ◽  
Entry Level ◽  
Aggressive Action ◽  
Correspondence Study ◽  
Employer Discrimination ◽  
Public Opposition

Starting in the 1980s, US employers revived aggressive action against unions. Employers’ public opposition to unions yielded a scholarly consensus that US employers actively and consistently discriminate against union supporters. However, evidence for widespread employer anti-union discrimination is based mainly on employer reactions to rare union organizing campaigns. To measure baseline or preventive anti-union discrimination, the authors field the first ever US-based résumé correspondence study of employer responses to union supporter applicants. Focus is on entry-level, non-college degree jobs and findings show no difference in employer callback rates for union supporter applicants relative to non-union applicants. Drawing on interviews and survey data, the authors suggest that union weakness itself may have hollowed preventive employer discrimination against union supporters.

Distance Education Delivery

2011 ◽  
pp. 1488-1495
Author(s):  
Carol Wright
Keyword(s):  
Distance Education ◽  
Professional Education ◽  
New Technology ◽  
Education Programs ◽  
Educational Initiatives ◽  
Correspondence Study ◽  
Education Delivery

The term distance education is used to describe educational initiatives designed to compensate for and diminish distance in geography or distance in time. The introduction of technology to distance education has fundamentally changed the delivery, scope, expectations, and potential of distance education practices. Distance education programs are offered at all levels, including primary, secondary, higher, and professional education. The earliest antecedents of distance education at all levels are found worldwide in programs described most commonly as correspondence study, a print-dependent approach prolific in geographic areas where distance was a formidable obstacle to education. As each new technology over the last century became more commonly available, it was adopted by educational practitioners eager to improve communication and remove barriers between students and teachers.

Immigrant stereotypes and differential screening

2019 ◽  
Vol 49 (4) ◽  
pp. 921-938
Author(s):  
Jason R. Lambert ◽  
Ekundayo Y. Akinlade
Keyword(s):  
Differential Screening ◽  
Future Research ◽  
Foreign Born ◽  
Job Seekers ◽  
Content Type ◽  
Hiring Managers ◽  
Technology Sector ◽  
Correspondence Study ◽  
Job Ads ◽  
E Mail

Purpose There has been an increasing number of allegations of discrimination toward US employees and anecdotal indications of immigrant employee exploitation in the information technology sector. The purpose of this paper is to investigate if applicants’ work visa status causes native-born applicants to be treated differentially (less favorably) than foreign-born applicants. Design/methodology/approach A correspondence study design is used to observe differential screening processes by measuring the frequency of favorable job application responses received by foreign-born applicants compared to equally skilled native-born applicants. Findings Results from the study suggest that fictitious Asian foreign-born applicants who demonstrate the need for H-1B work visa sponsorship for employment receive significantly more favorable e-mail responses to job ads than US native-born applicants. Moreover, white native-born applicants are approximately 23 percent less likely than Asian foreign-born applicants to receive a request for an interview. Research limitations/implications Because of the chosen method, the research results may lack generalizability. The hypotheses should be tested further by targeting more geographical locations, a variety of industries and using qualitative methods in future research. Practical implications The paper includes implications for hiring managers who wish to reduce their liability for employment discrimination and foreign-born job seekers wishing to manage their expectations of the recruitment process. Originality/value This paper fulfills an identified need to empirically study how the work visa status of job seekers affects early recruitment as increasingly more anecdotal evidence of immigrant exploitation and discrimination in the technology sector is reported.

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