Mechanisms for hiring discrimination of immigrant applicants in the United States

2020 ◽  
Vol 39 (4) ◽  
pp. 395-417
Author(s):  
Ekundayo Y. Akinlade ◽  
Jason R. Lambert ◽  
Peng Zhang
Keyword(s):  
Power Relations ◽  
The United States ◽  
Immigrant Status ◽  
Job Seekers ◽  
Theoretical Understanding ◽  
Content Type ◽  
Hiring Discrimination ◽  
Hiring Process ◽  
Job Offers ◽  
Job Acceptance

PurposeFew studies examine how hiring discrimination can be an antecedent to the labor exploitation of immigrant workers. The main purpose of this paper is to advance the theoretical understanding of how the intersectionality of race and immigrant status affects differential hiring treatment, and how it affects job offers, job acceptance and hiring decision outcomes for immigrant job seekers.Design/methodology/approachThe paper draws from theories on status and intersectionality, and literature on immigration labor and racial hierarchy, addressing the unequal power relations that underlie race and immigration status affecting the hiring process, to advance critical understandings of why immigrant job seekers accept positions where they may be exploited.FindingsThis paper provides a conceptual model to critically synthesize the complexity between race and immigrant status, and their effect on the experience of immigrant job seekers differently. Exploitation opportunism is introduced to better understand the mechanisms of hiring discrimination among immigrant job seekers to include the role of race, immigrant status, economic motivations and unequal power relations on the hiring process.Practical implicationsThe framework for exploitation opportunism will help employers improve the quality and fairness of their hiring methods, and empower immigrant job seekers to not allow themselves to accept subpar job offers which can lead to exploitation.Originality/valueThe paper provides an original analysis of immigrant job seekers' experience of the hiring process that reveals the intragroup differences among immigrants based on race and status, and the decision-making mechanisms that hiring managers and immigrant job seekers use to evaluate job offers and job acceptance.

Lower workforce will impair global GDP trend growth

2015 ◽  
Keyword(s):  
Labour Force ◽  
Labour Force Participation ◽  
The United States ◽  
Transport Systems ◽  
Hysteresis Phenomenon ◽  
Job Seekers ◽  
Content Type ◽  
Us Economy ◽  
Discouraged Workers ◽  
The Impact

Subject Changing demography and socio-economic trends in the labour force. Significance Changes in immigration and societal factors are causing labour supply shifts in the EU and the United States. Alongside the debate over the state of the US economy, there has been discussion over the persistent decline in US labour force participation and the impact on the economy of discouraged workers, who may never go back to the labour force. The United Kingdom has experienced population gains and an acceleration in the birth rate due to net immigration over the last decade. Impacts A rising UK population will pressure an already tight housing market and transport systems. High social benefits paid to younger people while actively job-seeking will encourage registration, boosting the UK labour force. Higher cyclical unemployment might become structural through the 'hysteresis' phenomenon, as job seekers get discouraged.

Are job seekers predisposed to job search strategies?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zia Ul Islam ◽  
Qingxiong (Derek) Weng ◽  
Zulqurnain Ali ◽  
Usman Ghani ◽  
Ataullah Kiani ◽  
...  
Keyword(s):  
Personality Traits ◽  
Job Search ◽  
Structural Equation ◽  
Search Strategy ◽  
Positive Association ◽  
Search Strategies ◽  
Equation Modeling ◽  
Job Seekers ◽  
Content Type ◽  
Job Offers

PurposeThis study examines the associations among specific personality traits, job search strategies (JSSs) and job search outcomes.Design/methodology/approachTime-lagged data (three-waves) were collected from 528 Chinese graduating students. Structural equation modeling (SEM) was used to test the proposed hypotheses.FindingsThe results revealed a positive association between conscientiousness and both a focused job search strategy (FJSS) and an exploratory job search strategy (EJSS). Neuroticism was positively related to a haphazard job search strategy (HJSS), but negatively associated with both a FJSS and an EJSS. Moreover, FJSS and EJSS were positively related to both the number of job offers (NJOs) and the number of satisfied job offers (NSJOs). However, compared with FJSS, EJSS explained more variance in NJOs but less in NSJOs. Additional analysis showed a significant positive association between conscientiousness and job search intensity (JSI), but no significant relationship between neuroticism and JSI. JSI had significant associations with both NJOs and NSJOs. Further, FJSS and EJSS mediated the association between focal personality traits and both NJOs and NSJOs. Additionally, JSI also mediated the association between conscientiousness and both NJOs and NSJOs.Originality/valuePrevious research has confirmed that JSSs (Stevens and Turban, 2001) are consequential for important job search outcomes. However, whether fresh job seekers are predisposed to the use of JSSs is yet to be explored. This study adds to the job search literature by filling this void.

The impacts of CEO leadership behaviors on employees' affective commitment and scouting behavior: the mediating role of symmetrical internal communication

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yeunjae Lee ◽  
Jarim Kim
Keyword(s):  
Public Relations ◽  
Affective Commitment ◽  
Online Survey ◽  
The United States ◽  
Internal Communication ◽  
Full Time ◽  
Senior Leadership ◽  
Theoretical Understanding ◽  
Content Type ◽  
Symmetrical Communication

PurposeThis study aimed to examine how senior leadership influences corporate communication and employees' attitudinal and behavioral outcomes. Using two-way symmetrical communication model in public relations and leadership theory, it investigated the effects of CEOs' task- and relationship-oriented leadership on symmetrical internal communication, employees' organizational commitment and communicative behaviors.Design/methodology/approachAn online survey was conducted with 417 full-time employees working in various industries in the United States.FindingsThe results showed that CEOs' relationship-oriented leadership significantly influenced symmetrical internal communication, which, in turn, increased affective commitment and employees' scouting behavior. CEOs' task-oriented communication had no significant effect on symmetrical communication.Originality/valueThis study advances theoretical understanding of two-way symmetrical communication in relation to senior leadership and provides practical insights for corporate leaders and public relations practitioners regarding how to improve employee outcomes through CEOs' strategic leadership and internal communication practices.

Evidence from Field Experiments in Hiring Shows Substantial Additional Racial Discrimination after the Callback

Social Forces ◽  
2020 ◽  
Vol 99 (2) ◽  
pp. 732-759 ◽  
Author(s):  
Lincoln Quillian ◽  
John J Lee ◽  
Mariana Oliver
Keyword(s):  
Racial Discrimination ◽  
Field Experiments ◽  
Experimental Studies ◽  
Ethnic Discrimination ◽  
Statistical Discrimination ◽  
Important Method ◽  
Hiring Discrimination ◽  
Hiring Process ◽  
Job Offers

Abstract Field experiments using fictitious applications have become an increasingly important method for assessing hiring discrimination. Most field experiments of hiring, however, only observe whether the applicant receives an invitation to interview, called the “callback.” How adequate is our understanding of discrimination in the hiring process based on an assessment of discrimination in callbacks, when the ultimate subject of interest is discrimination in job offers? To address this question, we examine evidence from all available field experimental studies of racial or ethnic discrimination in hiring that go to the job offer outcome. Our sample includes 12 studies encompassing more than 13,000 job applications. We find considerable additional discrimination in hiring after the callback: majority applicants in our sample receive 53% more callbacks than comparable minority applicants, but majority applicants receive 145% more job offers than comparable minority applicants. The additional discrimination from interview to job offer is weakly correlated (r = 0.21) with the level of discrimination earlier in the hiring process. We discuss the implications of our results for theories of discrimination, including statistical discrimination.

scholarly journals Peer networks in the school-to-work transition

2018 ◽  
Vol 23 (5) ◽  
pp. 466-477 ◽  
Author(s):  
Britta Ruschoff ◽  
Katariina Salmela-Aro ◽  
Thomas Kowalewski ◽  
Jan Kornelis Dijkstra ◽  
René Veenstra
Keyword(s):  
Job Search ◽  
Self Efficacy ◽  
Network Size ◽  
School To Work ◽  
Peer Networks ◽  
Self Report ◽  
Job Seekers ◽  
Content Type ◽  
Peer Network ◽  
Job Offers

Purpose The purpose of this paper is to investigate whether young people’s peer networks can be an asset in finding employment during the transition from school to work. It examines whether peer networks size and peers’ self-efficacy regarding their own job search are associated with job seekers’ career-relevant behaviors and outcomes, i.e., the number of applications completed and the number of job offers received. Design/methodology/approach Associations between job seekers’ peer networks and their job search behaviors and outcomes were investigated during their final year of vocational training. Sociometric measures were used to assess young people’s peer network size. Sociometric and self-report measures were used to establish the characteristics of the peers that comprise each job seekers’ network, resulting in the overall self-efficacy across each job seekers’ network. Findings The results show that peers’ efficacy beliefs are positively associated with young people’s engagement in job search activities (i.e. a greater number of applications completed) and indirectly associated with their job search outcomes (i.e. a greater number of job offers, which are mediated by the number of applications) that are independent of the peer network size. Originality/value The results underline that although peers might not provide instrumental support, encouraging interactions with (efficacious) peers may nonetheless be beneficial to young job seekers. Methodologically, the results demonstrate that the operationalization of self-efficacy as a network characteristic might provide us with valuable insights into the characteristics that turn social networks into beneficial social resources.

scholarly journals Multicenter Clinical and Molecular Epidemiological Analysis of Bacteremia Due to Carbapenem-Resistant Enterobacteriaceae (CRE) in the CRE Epicenter of the United States

2017 ◽  
Vol 61 (4) ◽  
Author(s):  
Michael J. Satlin ◽  
Liang Chen ◽  
Gopi Patel ◽  
Angela Gomez-Simmonds ◽  
Gregory Weston ◽  
...  
Keyword(s):  
New York ◽  
Empirical Therapy ◽  
Carbapenem Resistance ◽  
The United States ◽  
Resistance Mechanisms ◽  
Rapid Diagnostics ◽  
Multicenter Studies ◽  
Content Type ◽  
Medical Centers ◽  
Carbapenem Resistant

ABSTRACT Although the New York/New Jersey (NY/NJ) area is an epicenter for carbapenem-resistant Enterobacteriaceae (CRE), there are few multicenter studies of CRE from this region. We characterized patients with CRE bacteremia in 2013 at eight NY/NJ medical centers and determined the prevalence of carbapenem resistance among Enterobacteriaceae bloodstream isolates and CRE resistance mechanisms, genetic backgrounds, capsular types (cps), and antimicrobial susceptibilities. Of 121 patients with CRE bacteremia, 50% had cancer or had undergone transplantation. The prevalences of carbapenem resistance among Klebsiella pneumoniae, Enterobacter spp., and Escherichia coli bacteremias were 9.7%, 2.2%, and 0.1%, respectively. Ninety percent of CRE were K. pneumoniae and 92% produced K. pneumoniae carbapenemase (KPC-3, 48%; KPC-2, 44%). Two CRE produced NDM-1 and OXA-48 carbapenemases. Sequence type 258 (ST258) predominated among KPC-producing K. pneumoniae (KPC-Kp). The wzi154 allele, corresponding to cps-2, was present in 93% of KPC-3-Kp, whereas KPC-2-Kp had greater cps diversity. Ninety-nine percent of CRE were ceftazidime-avibactam (CAZ-AVI)-susceptible, although 42% of KPC-3-Kp had an CAZ-AVI MIC of ≥4/4 μg/ml. There was a median of 47 h from bacteremia onset until active antimicrobial therapy, 38% of patients had septic shock, and 49% died within 30 days. KPC-3-Kp bacteremia (adjusted odds ratio [aOR], 2.58; P = 0.045), cancer (aOR, 3.61, P = 0.01), and bacteremia onset in the intensive care unit (aOR, 3.79; P = 0.03) were independently associated with mortality. Active empirical therapy and combination therapy were not associated with survival. Despite a decade of experience with CRE, patients with CRE bacteremia have protracted delays in appropriate therapies and high mortality rates, highlighting the need for rapid diagnostics and evaluation of new therapeutics.

scholarly journals Spo0A Suppresses sin Locus Expression in Clostridioides difficile

mSphere ◽  
2020 ◽  
Vol 5 (6) ◽  
Author(s):  
Babita Adhikari Dhungel ◽  
Revathi Govind
Keyword(s):  
Diarrheal Disease ◽  
Toxin Production ◽  
The United States ◽  
Upstream Region ◽  
Pcr Analysis ◽  
Bacterial Cells ◽  
Master Regulator ◽  
Content Type ◽  
Clostridioides Difficile

ABSTRACT Clostridioides difficile is the leading cause of nosocomial infection and is the causative agent of antibiotic-associated diarrhea. The severity of the disease is directly associated with toxin production, and spores are responsible for the transmission and persistence of the organism. Previously, we characterized sin locus regulators SinR and SinR′ (we renamed it SinI), where SinR is the regulator of toxin production and sporulation. The SinI regulator acts as its antagonist. In Bacillus subtilis, Spo0A, the master regulator of sporulation, controls SinR by regulating the expression of its antagonist, sinI. However, the role of Spo0A in the expression of sinR and sinI in C. difficile had not yet been reported. In this study, we tested spo0A mutants in three different C. difficile strains, R20291, UK1, and JIR8094, to understand the role of Spo0A in sin locus expression. Western blot analysis revealed that spo0A mutants had increased SinR levels. Quantitative reverse transcription-PCR (qRT-PCR) analysis of its expression further supported these data. By carrying out genetic and biochemical assays, we show that Spo0A can bind to the upstream region of this locus to regulates its expression. This study provides vital information that Spo0A regulates the sin locus, which controls critical pathogenic traits such as sporulation, toxin production, and motility in C. difficile. IMPORTANCE Clostridioides difficile is the leading cause of antibiotic-associated diarrheal disease in the United States. During infection, C. difficile spores germinate, and the vegetative bacterial cells produce toxins that damage host tissue. In C. difficile, the sin locus is known to regulate both sporulation and toxin production. In this study, we show that Spo0A, the master regulator of sporulation, controls sin locus expression. Results from our study suggest that Spo0A directly regulates the expression of this locus by binding to its upstream DNA region. This observation adds new detail to the gene regulatory network that connects sporulation and toxin production in this pathogen.

Examining the pull, the push, and their simultaneous effects on managerial turnover

2020 ◽  
Vol 58 (12) ◽  
pp. 2639-2654 ◽  
Author(s):  
Yoonhee Choi ◽  
Namgyoo K. Park
Keyword(s):  
Top Management Team ◽  
The United States ◽  
Management Team ◽  
Top Management ◽  
Content Type ◽  
Economic Mechanism ◽  
Positive Effects ◽  
Psychological Mechanisms ◽  
Managerial Turnover ◽  
Psychological Mechanism

PurposeThis paper aims to examine the economic and psychological mechanisms in turnover at the managerial level. The paper investigates how (1) the ease of moving posed by alternative jobs (i.e. the economic mechanism) and (2) the desire to move due to low job satisfaction (i.e. the psychological mechanism) simultaneously influence top management team (TMT) turnover and these managers' subsequent job position and pay.Design/methodology/approachUsing 25 years of panel data on more than 2,000 top managers in the United States, the paper utilizes fixed-effects logistic regressions and the ordinary least squares model to test the hypotheses.FindingsThe authors find that CEO awards (an economic mechanism) and low compensation (a psychological mechanism) independently have positive effects on turnover. Turnover due to the economic mechanism leads to a higher position and pay, whereas turnover due to the psychological mechanism does not guarantee the same outcome. Further, when examining how pay dissatisfaction influences turnover simultaneously with CEO awards, the authors find that managers with the highest pay leave their firm, and not those with the lowest pay.Originality/valueThe paper employs the pull-and-push theory in the employee turnover literature and applies it to the top management team literature. By doing so, this paper contributes original insights to how economic and psychological mechanisms simultaneously affect managerial turnover and its subsequent outcomes.

Educational Downgrading: Adult Education and Downward Mobility

2021 ◽  
pp. 003804072098289
Author(s):  
Corey Moss-Pech ◽  
Steven H. Lopez ◽  
Laurie Michaels
Keyword(s):  
Labor Market ◽  
Adult Education ◽  
Educational Aspirations ◽  
Qualitative Interviews ◽  
The United States ◽  
Job Seekers ◽  
Downward Mobility ◽  
Precarious Labor ◽  
The Life Course ◽  
Returning To School

Scholarship on adult education throughout the life course focuses on the relationship between education and upward mobility. Scholars rarely examine how adults’ educational aspirations or trajectories are affected by downward mobility or an increasingly precarious labor market. Drawing on in-depth qualitative interviews with 21 job seekers in the post–Great Recession labor market in the United States, this article advances the concept of educational downgrading: returning to school in pursuit of a credential lower than the highest level of education one previously sought or attained. We explore three pathways to downgrading connected to downward mobility: occupational dead ends, career reversals, and educational inflation. In the process, we highlight how individuals adjust their practical educational aspirations as they navigate a contemporary economy in which careers are unstable and credentials are needed for many kinds of jobs across the occupational hierarchy.

EXPRESS: Supervisor Negative Feedback and Employee Motivation to Learn: An Attribution Perspective

2021 ◽  
pp. 001872672110385
Author(s):  
Lu Xing ◽  
Jian-Min Sun ◽  
Denise Jepsen ◽  
Yejun Zhang
Keyword(s):  
Negative Feedback ◽  
Employee Motivation ◽  
The United States ◽  
Learning Performance ◽  
Motivation To Learn ◽  
Performance Study ◽  
Theoretical Understanding ◽  
Self Evaluation ◽  
Two Factors ◽  
Time Lagged

Why do some employees respond well to negative feedback, whereas others respond poorly? We suggest it depends on two factors: First, employees’ attribution of the feedback, or why employees believe their supervisor provides negative feedback in the first place, and second, employees’ core self-evaluation (CSE). These factors have implications for employees’ motivation to learn and learning performance. We tested our hypotheses using two three-wave time-lagged survey data from 370 employees in the United States (Study 1) and 302 hospital nurses in China (Study 2). Results suggest that for employees with high CSE, negative feedback is positively associated with the attribution that the feedback is given for performance-driven purposes (i.e., external attribution), which is in turn positively related to their motivation to learn. For employees with low CSE, negative feedback is positively related to the attribution that the feedback is given for self-serving purposes (i.e., internal attribution). Such attribution is negatively related to motivation to learn (Study 1), which further predicts the increase in their learning performance (Study 2). This study not only extends the theoretical understanding of negative feedback effectiveness, but also offers implications for supervisors to better deliver and for employees to better receive negative feedback.

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