Glass Floors and Glass Ceilings: Sex Homophily and Heterophily in Job Interviews

Social Forces ◽  
2020 ◽  
Author(s):  
Lauren A Rivera ◽  
Jayanti Owens
Keyword(s):  
Job Applicants ◽  
Professional Service ◽  
Job Interviews ◽  
Job Interview ◽  
Representation Of Women ◽  
Female Candidates ◽  
Job Candidates ◽  
Negative Effect ◽  
Using Data ◽  
New Hires

Abstract A widely assumed but little-tested theory of employment interviewing suggests that female job applicants will be evaluated more favorably when they are paired with female versus male interviewers. To capitalize on this hypothesized affinity, a number of organizations have begun explicitly pairing female job applicants with female interviewers, in hopes of increasing the representation of women among new hires. However, whether this practice actually results in more favorable outcomes for female job candidates remains an open empirical question. Using data on job interview evaluations from a large, professional service organization, we test the effect of matching female job candidates with female interviewers on interview scores. Highlighting the contextually dependent nature of sex homophily, we find that the effect of being matched with a female interviewer varies by the female candidate’s perceived skill level. Sex matches in job interviews work in favor of those female candidates perceived to be lowest in skill; have a small, statistically nonsignificant negative effect for female candidates of average perceived skill; and have a significant, negative effect for women at the highest level of perceived skill. We argue that matching female candidates with female evaluators in job interviews can operate both as a glass floor that can prevent female applicants from falling below a certain scoring threshold but also a glass ceiling that can prevent the most skilled female applicants from receiving the most favorable interview ratings.

Let’s Talk About Sexism: The Differential Effects of Gender Discrimination on Liberal and Conservative Women’s Political Engagement

2020 ◽  
Vol 48 (6) ◽  
pp. 779-791
Author(s):  
Alexa Bankert
Keyword(s):  
Gender Discrimination ◽  
Personal Experience ◽  
Political Engagement ◽  
Survey Experiment ◽  
Representation Of Women ◽  
Female Candidates ◽  
2016 Election ◽  
Using Data ◽  
The Impact ◽  
Conservative Women

As the 2016 election season and the Me Too movement have powerfully demonstrated, sexism is a pervasive force not just in American politics but also, more generally, in women’s everyday lives. While political scientists have focused on the impact of sexism on voters’ evaluations of female candidates and their electoral chances, we know little about the effect of personally experienced sexism on American women’s political engagement. This manuscript tries to address this gap. Using data from the 2016 ANES Pilot Study as well as a survey experiment, I demonstrate that women who have experienced gender discrimination report higher levels of political participation and a higher chance of voting in the general election. However, among conservative women, personal experience with sexism is not associated with this participatory impetus. These findings have implications for the equal representation of women from both ends of the ideological spectrum.

Individual Differences in Intention to Fake Job Interviews: Personality, Self-Monitoring, and the Theory of Planned Behaviour

2015 ◽  
Vol 8 ◽  
Author(s):  
Candice Lester ◽  
Jeromy Anglim ◽  
Christie Fullarton
Keyword(s):  
Theory Of Planned Behaviour ◽  
Community Sample ◽  
Job Applicants ◽  
Specific Measure ◽  
Job Interviews ◽  
Planned Behaviour ◽  
Self Monitoring ◽  
Job Interview ◽  
Domain Specific ◽  
Compatibility Principle

When job applicants lie in job interviews, they can deprive a more honest candidate of a job and deprive an organisation of the best employees. To better understand job interview faking, the present study examined the effect of general dispositions and domain-specific beliefs on the intention to fake job interviews. A community sample of 313 participants completed measures of personality (i.e., extraversion, neuroticism, conscientiousness) and self-monitoring, and a domain-specific measure of beliefs about faking job interviews based on the theory of planned behaviour, which measured attitudes, subjective norms, and perceived behavioural control. Results indicated that the measure of attitudes was the strongest predictor of intention to fake. In line with the compatibility principle, the domain-specific measures based on the theory of planned behaviour correlated much more strongly with intentions to fake job interviews than did the general measures of personality or self-monitoring. Of the dispositional measures, lower conscientiousness, higher neuroticism, and higher self-monitoring was associated with greater intention to fake job interviews. The findings support a model whereby the effect of personality on intentions is partially mediated by domain-specific beliefs.

scholarly journals Word Order in Job Interviews: The Malaysian Perspective

2020 ◽  
Vol 16 (3) ◽  
pp. 148
Author(s):  
Selvajothi Ramalingam ◽  
Isai Amutan Krishnan ◽  
Puspalata C Suppiah ◽  
Elanttamil Maruthai
Keyword(s):  
Language Proficiency ◽  
Word Order ◽  
English Language ◽  
Essential Element ◽  
Kuala Lumpur ◽  
Job Interviews ◽  
Job Interview ◽  
Syntactic Theory ◽  
Subordinate Clauses ◽  
Job Candidates

The present study was conducted to analyse the use of word order in job interviews. The data was collected from participants in an organisation in Kuala Lumpur, Malaysia. Ten candidates of different races between the ages of 23 and 25 participated in the study. Radford’s syntactic theory of word order was employed to qualitatively analyse the data. It was found that positive sentences were predominantly used by the selected (n = 10; 47.4%) compared to the not selected (n = 10; 44.0%) and keep in view (KIV) (n = 23; 39.0%) job candidates. The findings further revealed that the types of word order used in utterances by the selected candidates were different compared to those who were not chosen for interviews. Selected candidates used more negative sentences, subordinate clauses, and time expression in sentences, whereas those who were not selected utilised adverbs of manner in negative sentences, subordinate clauses, and time expression in sentences, while the not selected candidates only used the position of adverbs. On the other hand, the KIV candidates used positive sentences, subordinate clauses and word order in questions in their utterances. The study can provide important contributions to knowledge on the use of English when developing employment course modules emphasising word order as an essential element in portraying good English language proficiency in job interviews. Keywords: Malaysia, fresh graduates, job interview, word order

Use of lexical items in job interviews by recent graduates in Malaysia

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Isai Amutan Krishnan ◽  
Jariah Mohd Jan ◽  
Siti Zaidah Binti Zainuddin
Keyword(s):  
Job Applicants ◽  
Higher Learning ◽  
Good Effect ◽  
Job Interviews ◽  
Job Interview ◽  
Content Type ◽  
Recent Graduates ◽  
Standard Interview ◽  
Lexical Items ◽  
Learning Institutions

PurposeThe purpose of this paper is to explore the knowledge of lexical items in a job interview by recent graduates.Design/methodology/approachThe data were collected from one of the organisations in the Klang Valley, Malaysia. Twenty-seven recent graduates participated in the study. The structured standard interview questions were used to elicit the job interview data. The data were recorded and analysed qualitatively by using Allwood's (1999a, b, c) communicative behaviour theory.FindingsThe findings showed that the lexical items used by the interviewees varied and revealed their knowledge of lexical items in relation to these five characteristics: personality, skills, capability, experience and self-motivation. The successful interviewees reflected their knowledge of lexical items that indicated their confidence in in the job interviews. The lexical items used by the reserved interviewees were limited that displayed their personalities and reflected uncertainty and lack of confidence. The unsuccessful interviewees used limited lexical items and were vague and evasive in answering questions. This could also be not convincing enough to influence the outcome of the interviews positively.Practical implicationsThe findings of this study can assist policymakers such as officials of higher learning institutions to integrate interview workshops and mock interviews into their current curriculum as a form of preparation for undergraduates. These mock interviews can be more appropriate if experienced interviewers are utilised from the outsourcing organisations.Social implicationsIt creates an awareness for job applicants especially undergraduates after completing their studies that knowledge of lexical items are important in job interviews.Originality/valueThe use of appropriate lexical items play an important role in job interviews as they have shown that all the successful interviewees had used them to good effect in their interactions with the interviewer.

Migration and the Internet

2017 ◽  
Vol 14 (3) ◽  
pp. 331-342 ◽  
Author(s):  
Thomas John Cooke ◽  
Ian Shuttleworth
Keyword(s):  
United States ◽  
Information And Communication Technologies ◽  
Unobserved Heterogeneity ◽  
Panel Study ◽  
The United States ◽  
Negative Effect ◽  
Information And Communication ◽  
Using Data ◽  
And Migration ◽  
Dynamics Models

It is widely presumed that information and communication technologies, or ICTs, enable migration in several ways; primarily by reducing the costs of migration. However, a reconsideration of the relationship between ICTs and migration suggests that ICTs may just as well hinder migration; primarily by reducing the costs of not moving.  Using data from the US Panel Study of Income Dynamics, models that control for sources of observed and unobserved heterogeneity indicate a strong negative effect of ICT use on inter-state migration within the United States. These results help to explain the long-term decline in internal migration within the United States.

A Preliminary Test of the Impact of De-Globalization on MNC Performance

2021 ◽  
Vol 17 (2) ◽  
pp. 412-428
Author(s):  
Hilla Peretz ◽  
Michael J. Morley
Keyword(s):  
Organizational Context ◽  
Preliminary Test ◽  
Organizational Level ◽  
Institutional Fit ◽  
Preliminary Examination ◽  
Negative Effect ◽  
Key Dimensions ◽  
Using Data ◽  
The Impact ◽  
The Relationship

ABSTRACTWe offer a preliminary examination of whether national and organizational level contexts amplify or reduce the effects of de-globalization on the performance of MNCs. Theoretically, we borrow ideas from both event system theory and institutional fit to propose a model explicating key dimensions of the relationship between de-globalization, national and organizational context, and MNC performance. We then test our ideas using data assembled from 283 MNCs in 20 countries. We find that while de-globalization has a negative effect on MNC performance, national and organizational level contextual endowments do moderate this relationship. We discuss some implications of our findings and highlight attendant limitations.

scholarly journals Psychological Factors Affecting Risk Perception of COVID-19: Evidence from Peru and China

2021 ◽  
Vol 18 (12) ◽  
pp. 6513
Author(s):  
Fredy S. Monge-Rodríguez ◽  
He Jiang ◽  
Liwei Zhang ◽  
Andy Alvarado-Yepez ◽  
Anahí Cardona-Rivero ◽  
...  
Keyword(s):  
Risk Perception ◽  
Risk Communication ◽  
Online Survey ◽  
Factors Affecting ◽  
Self Confidence ◽  
Global Pandemic ◽  
Negative Effect ◽  
The Government ◽  
Using Data ◽  
Health Field

COVID-19 has spread around the world, causing a global pandemic, and to date is impacting in various ways in both developed and developing countries. We know that the spread of this virus is through people’s behavior despite the perceived risks. Risk perception plays an important role in decision-making to prevent infection. Using data from the online survey of participants in Peru and China (N = 1594), data were collected between 8 July 31 and August 2020. We found that levels of risk perception are relatively moderate, but higher in Peru compared to China. In both countries, anxiety, threat perception, self-confidence, and sex were found to be significant predictors of risk perception; however, trust in the information received by government and experts was significant only in Peru, whereas self-confidence had a significant negative effect only for China. Risk communication should be implemented through information programs aimed at reducing anxiety and improving self-confidence, taking into consideration gender differences. In addition, the information generated by the government should be based on empirical sources. Finally, the implications for effective risk communication and its impacts on the health field are discussed.

scholarly journals Does Corruption Lead to Lower Subnational Credit Ratings? Fiscal Dependence, Market Reputation, and the Cost of Debt

2021 ◽  
pp. 1-19
Author(s):  
Maciej Sychowiec ◽  
Monika Bauhr ◽  
Nicholas Charron
Keyword(s):  
Credit Ratings ◽  
National Level ◽  
Negative Relationship ◽  
Cost Of Debt ◽  
Economic Implications ◽  
Sovereign Credit Ratings ◽  
Heterogeneous Effects ◽  
Federal Revenue ◽  
Negative Effect ◽  
Using Data

Abstract While studies show a consistent negative relationship between the level of corruption and range indicators of national-level economic performance, including sovereign credit ratings, we know less about the relationship between corruption and subnational credit ratings. This study suggests that federal transfers allow states with higher levels of corruption to retain good credit ratings, despite the negative economic implications of corruption more broadly, which also allows them to continue to borrow at low costs. Using data on corruption conviction in US states and credit ratings between 2001 and 2015, we show that corruption does not directly reduce credit ratings on average. We find, however, heterogeneous effects, in that there is a negative effect of corruption on credit ratings only in states that have a comparatively low level of fiscal dependence on federal transfers. This suggest that while less dependent states are punished by international assessors when seen as more corrupt, corruption does not affect the ratings of states with higher levels of fiscal dependence on federal revenue.

scholarly journals Online screening and feedback to increase help-seeking for mental health problems: population-based randomised controlled trial

BJPsych Open ◽  
2016 ◽  
Vol 2 (1) ◽  
pp. 67-73 ◽  
Author(s):  
Philip J. Batterham ◽  
Alison L. Calear ◽  
Matthew Sunderland ◽  
Natacha Carragher ◽  
Jacqueline L. Brewer
Keyword(s):  
Mental Health ◽  
Social Anxiety ◽  
Help Seeking ◽  
Service Use ◽  
Mental Health Problems ◽  
Controlled Trial ◽  
Population Based ◽  
Health Problems ◽  
Professional Service ◽  
Negative Effect

BackgroundCommunity-based screening for mental health problems may increase service use through feedback to individuals about their severity of symptoms and provision of contacts for appropriate services.AimsThe effect of symptom feedback on service use was assessed. Secondary outcomes included symptom change and study attrition.MethodUsing online recruitment, 2773 participants completed a comprehensive survey including screening for depression (n=1366) or social anxiety (n=1407). Across these two versions, approximately half (n=1342) of the participants were then randomly allocated to receive tailored feedback. Participants were reassessed after 3 months (Australian New Zealand Clinical Trials Registry ANZCTR12614000324617).ResultsA negative effect of providing social anxiety feedback to individuals was observed, with significant reductions in professional service use. Greater attrition and lower intentions to seek help were also observed after feedback.ConclusionsOnline mental health screening with feedback is not effective for promoting professional service use. Alternative models of online screening require further investigation.

scholarly journals How Do Prior Ties Affect Learning by Hiring?

2018 ◽  
Vol 46 (2) ◽  
pp. 287-320 ◽  
Author(s):  
Vivek Tandon ◽  
Gokhan Ertug ◽  
Gianluca Carnabuci
Keyword(s):  
Organizational Learning ◽  
Knowledge Base ◽  
Learning Outcomes ◽  
Theoretical Understanding ◽  
Explorative Learning ◽  
Managerial Implications ◽  
Exploitative Learning ◽  
Using Data ◽  
Electronics And Electrical ◽  
New Hires

Research has shown that hiring R&D scientists from competitors fosters organizational learning. We examine whether hiring scientists who have many collaborative ties with the hiring firm prior to the mobility event produces different learning outcomes than hiring scientists who have few or no such ties. We theorize that prior ties reduce explorative learning and increase exploitative learning. Namely, we posit that prior ties lead the hiring firm to focus on that part of a new hire’s knowledge with which they are already familiar and that they help appropriate the new hire’s newly generated knowledge. At the same time, prior ties induce new hires to search locally within the hiring firm’s knowledge base and to produce more incremental, lower-impact innovations. Using data on R&D scientists’ mobility in the Electronics and Electrical Goods industry, we find broad support for our hypotheses. Our results extend our theoretical understanding of learning-by-hiring processes and bear practical managerial implications.

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