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.

A study on the effectiveness of aesthetically appealing print recruitment advertisement

2019 ◽  
Vol 42 (4) ◽  
pp. 506-520
Author(s):  
Muruganantham Ganesan ◽  
Esther Princess George
Keyword(s):  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Organizational Attraction ◽  
Job Seekers ◽  
Content Type ◽  
Job Advertisement ◽  
Recruitment Advertising ◽  
Job Ads

Purpose The purpose of this paper is to assess the nature of intervention of job seeker’s perception of organizational attraction and attitude toward ad and organization in the application intention produced by aesthetics of print job ads. Design/methodology/approach An aesthetically appealing faculty-opening job advertisement was used as stimuli and around 250 responses to an administered questionnaire were collected from among job seekers in the academic domain. Partial least square structural equation modeling (PLS-SEM) was used to test the hypothesis. Findings According to the results of the study, aesthetic features of print recruitment ad, even though insignificant in directly inducing job seeker intention to apply, significantly enhanced their organizational attraction and attitudes, and thereby, their application intention. Therefore, job seeker’s perception of organizational attractiveness and attitude were found to full mediate this relationship, regardless of the job seekers’ degree of familiarity with the organization. Practical implications This study encourages recruiters in the academic job sectors to design and administer aesthetically appealing job advertisements to maximize the high talent pool of applicants from which to choose. Originality/value This study is the first of its kind in the Indian context in terms of print recruitment advertising. This study is also original in reporting organizational attraction and attitude towards ad and organization as mediators of application intention produced by ad aesthetics.

scholarly journals Insights on the glass ceiling for immigrant women entrepreneurs in the technology sector

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sancheeta Pugalia ◽  
Dilek Cetindamar
Keyword(s):  
Women Entrepreneurs ◽  
Immigrant Women ◽  
Relevant Literature ◽  
Immigrant Woman ◽  
Future Research ◽  
Content Type ◽  
Technology Sector ◽  
Comprehensive Picture ◽  
Level Versus ◽  
The Individual

PurposeTechnology sector is the pivotal element for innovation and economic development of any country. Hence, the present article explores past researches looking into challenges faced by immigrant women entrepreneurs in technology sector and their corresponding response strategies.Design/methodology/approachThis study employs a systematic literature review (SLR) technique to collate all the relevant literature looking into the challenges and strategies from immigrant women entrepreneur's perspective and provide a comprehensive picture. Overall, 49 research articles are included in this SLR.FindingsFindings indicate that immigrant status further escalates the human, financial and network disadvantages faced by women who want to start a technology-based venture.Originality/valueThis paper contributes to the literature by categorizing the barriers and strategies on a 3 × 2 matrix reflecting the origins of the barrier or strategy (taking place at the individual, firm or institutional level) versus the type of the barrier or strategy (arising from being an immigrant woman and being a woman in the technology sector). After underlining the dearth of studies in the literature about the complex phenomenon of immigrant WEs in the technology sector, the paper points out several neglected themes for future research.

Hiring ex-offenders? The case of Ban the Box

2017 ◽  
Vol 36 (6) ◽  
pp. 501-518 ◽  
Author(s):  
Jakari N. Griffith ◽  
Nicole C. Jones Young
Keyword(s):  
Design Methodology ◽  
Criminal History ◽  
Systematic Evaluation ◽  
Job Seekers ◽  
Criminal Records ◽  
Content Type ◽  
Hiring Managers ◽  
Hr Management ◽  
Narrative Interview ◽  
Cost Characteristics

Purpose The purpose of this paper is to identify factors that affect how managers assess the importance of criminal history for job seekers with criminal records in Ban the Box states. Design/methodology/approach This study uses a phenomenological investigative approach to examine narrative interview data obtained from 18 human resource (HR) professionals in organizations in five Ban the Box states. Findings Contrary to previous research, the findings presented in this paper show that managers are inclined to hire applicants with a criminal history. However, study findings indicate that those hiring decisions are positively influenced by: perceived value of criminal history; concerns about safety and cost; characteristics of the offense; motivation to hire; and evidence of applicant growth. Furthermore, a lack of systematic evaluation processes among hiring managers may present a barrier to employment. Originality/value This paper explores a poorly understood area of the HR management and employment inclusion literatures – the identification of factors that influence evaluations of applicants with a criminal history.

scholarly journals Age discrimination at work and some reflections from job ads: The case of Turkey

2020 ◽  
Vol 28 (4) ◽  
pp. 162-169
Author(s):  
Fuat Man
Keyword(s):  
Design Method ◽  
Age Discrimination ◽  
Social Consequences ◽  
Future Research ◽  
Marmara Region ◽  
Job Seekers ◽  
Employment Agency ◽  
Discrimination Rate ◽  
Absolute Age ◽  
Job Ads

Purpose – to analyze the situation of age discrimination at work and to give some reflections from job ads in the case of Turkey. Design/Method/Approach of the research. This study presents a limited depiction of age discrimination occurring in Turkey by analyzing job ads. Findings. One of the most critical demographic issues for the entire world, especially for the advanced world, is aging. It is essential as it necessitates some critical regulations that have economic and social consequences. During this aging trend, job seekers over a certain age in labor markets face age discrimination. Although many countries, both developed and developing, have some legal regulations against age discrimination, it remains a crucial form of discrimination. Where we can easily see this kind of discrimination is job ads. This study examined more than fifteen hundred job ads posted by İŞKUR, state-affiliated Employment Agency of Turkey, for the cities of Marmara Region of Turkey were examined. Nearly 20% of all job ads is indicating some statement for age limit. Research limitations/Future Research. Although just the age value indicated by employers in the ads itself does not mean an absolute age discrimination rate, 20 % is a vital implication for that kind of discrimination, and also, this figure implies the need for detailed further studies. Paper type – empirical.

Interaction between internal and external auditors – insights from a developing country

2019 ◽  
Vol 27 (6) ◽  
pp. 840-861
Author(s):  
Grace Mubako ◽  
Susan Charowedza Muzorewa
Keyword(s):  
Developing Country ◽  
Online Survey ◽  
Internal Audit ◽  
Future Research ◽  
Content Type ◽  
Internal Auditors ◽  
External Auditors ◽  
The Relationship ◽  
E Mail ◽  
African Setting

Purpose The purpose of this study is to examine the nature and extent of interaction and the relationship between internal auditors (IAs) and external auditors (EAs) from the perspective of the IAs in a developing country, Zimbabwe. Design/methodology/approach This study was carried out by soliciting the opinions of chief audit executives (CAEs) in Zimbabwe through an online survey that was distributed via e-mail. Findings The study finds that the interaction between the IAs and EAs is limited and that EAs may not be making full use of the internal audit function (IAF). Findings also suggest that the relationship between the auditors is, in some instances, strained and that the actions of management do not always facilitate the fostering of a good, productive relationship between the auditors. Originality/value Results of this study contribute to the understanding of the nature and extent of interaction between the IAF and EAs in an African setting. The study also solicits qualitative data about the relationship between IAs and EAs where previous research has largely focused on objective measures, failing to take into account factors such as attitudes and biases, which can affect this relationship. Finally, the results of this study bring to light important, previously under-explored issues, which provide opportunities for future research.

Overqualification, mismatched qualification, and hiring decisions

2015 ◽  
Vol 44 (4) ◽  
pp. 529-549 ◽  
Author(s):  
Mukta Kulkarni ◽  
Mark L. Lengnick-Hall ◽  
Patricia G. Martinez
Keyword(s):  
Job Search ◽  
Work Experience ◽  
Hiring Decisions ◽  
Job Seekers ◽  
Content Type ◽  
Hiring Managers ◽  
Small Organizations ◽  
Selection Decisions ◽  
Wide Range ◽  
Job Openings

Purpose – The purpose of this paper is to examine how employers define overqualification and mismatched qualification and whether they are willing to hire applicants whose educational and work experience credentials do not match job requirements. Design/methodology/approach – This paper draws from qualitative interview data from 24 hiring managers across a wide range of US public sector and private industries. Data were analyzed and coded to identify themes related to managers’ perceptions of overqualification, matched, and mismatched qualification, and how these were related to selection decisions. A typology is proposed for categorizing applicant qualification levels and their potential human resource outcomes such as hiring decisions. Findings – Hiring managers report that they are willing to interview and hire individuals whose education or experience exceed a job’s requirements as well as applicants with less than required education, but only if they possess sufficient compensatory experience. Research limitations/implications – Findings may not apply to industries where minimum educational levels are essential or to small organizations with few opportunities for career advancement. Social implications – Given current unemployment and underemployment levels, the findings can inform the job search strategies of job seekers. Overqualified applicants should not refrain from applying to job openings, particularly in organizations with opportunities for advancement and where education is considered an asset. Additionally, applicants should reveal their motivations for pursing positions that are intentional mismatches. Originality/value – In contrast to previous studies conducted during periods of lower unemployment and underemployment, these data include managers’ perceptions of overqualification in a recession and post-recession job market context and thus are especially relevant to today’s employment context. The proposed typology distinguishes between categorizations of qualified, overqualified, and underqualified, and helps refine studies aimed at selection decisions.

scholarly journals Recovery colleges and dementia courses – a scoping survey

2019 ◽  
Vol 23 (4) ◽  
pp. 166-172
Author(s):  
Christine Lowen ◽  
Linda Birt ◽  
Juniper West
Keyword(s):  
Service Provision ◽  
Service Evaluation ◽  
Future Research ◽  
College Courses ◽  
Multiple Choice Questions ◽  
Content Type ◽  
Internet Searching ◽  
People With Dementia ◽  
Survey Results ◽  
E Mail

Purpose The purpose of this paper is to understand how dementia is represented within current UK Recovery College courses and how people with dementia are involved with such courses. Design/methodology/approach A scoping survey was developed with seven multiple choice questions. Information was collected to find out: How many Colleges are currently offering dementia courses; have previously offered courses or plan to start offering courses; how they have developed their courses; who delivers them; who can attend; and how long courses have been running. Individual Recovery Colleges could leave contact details if they were interested in collaborating on future research projects. UK Recovery Colleges were identified using a published list (Anfossi, 2017) supplemented with internet searching. 86 e-mail messages were sent to Recovery Colleges inviting Leads/Managers to complete the survey through an electronic link. Findings Of the 28 (32.6 per cent) Recovery Colleges who completed the survey, 11 reported to be currently offering dementia courses, while eight planned to start doing so. Six Recovery Colleges stated they were not currently offering dementia courses, have not done so previously and have no current plans to. Research limitations/implications The survey results indicate variability in provision of UK Recovery College courses for people with dementia, and raise further questions about the way the courses are used, their acceptability and usefulness. Originality/value This service evaluation highlights the variability in what is offered, which is an important step in understanding the current service provision.

Green recruitment and selection: an insight into green patterns

2019 ◽  
Vol 41 (3) ◽  
pp. 258-272 ◽  
Author(s):  
Do Dieu Thu Pham ◽  
Pascal Paillé
Keyword(s):  
Systematic Review ◽  
Environmental Sustainability ◽  
Future Research ◽  
Job Seekers ◽  
Environmental Attitude ◽  
Content Type ◽  
Recruitment And Selection ◽  
Green Human Resource Management ◽  
Corporate Environmental Sustainability

Purpose Although the role of green recruitment and selection (GRS) has been widely recognised as an important dimension of green human resource management, no study has ever mapped the terrain of GRS and reviewed the literature. The purpose of this paper is to fill this gap while exploring the following questions: How do organisations select candidates in line with their pro-environmental stance? What impact do a company’s corporate environmental sustainability (CES) practices have on attracting pro-environmental job seekers? Design/methodology/approach This paper provides a systematic review of 22 peer-reviewed articles published during the period 2008–2017. The articles were included in the review if they addressed at least one of the two research questions. Findings Some companies choose to apply green criteria when selecting candidates while others do not. In any case, communicating a company’s environmental values and orientation is worth practicing during GRS. Previous studies have identified four mediators (anticipated pride, perceived value fit, expectation of favourable treatment, perceived organisational green reputation/prestige) that intervene between signals of a company’s CES and a job seeker’s perceptions of organisational attractiveness. However, the strength of this effect is influenced by five moderators (pro-environmental attitude, socio-environmental consciousness, desire to have a significant impact through one’s work, environmental-related standard registration, job seeker’s expertise). Originality/value This paper provides the first systematic review of GRS and thus paves the way for future research.

Race and workplace discrimination

2019 ◽  
Vol 39 (3) ◽  
pp. 319-335
Author(s):  
Shanna Daniels ◽  
LaDonna M. Thornton
Keyword(s):  
Online Survey ◽  
Adverse Outcomes ◽  
Future Research ◽  
Full Time ◽  
Content Type ◽  
Working Adults ◽  
Use Of Technology ◽  
Workplace Mistreatment ◽  
E Mail ◽  
Practical Implications

Purpose Drawing upon theories of modern discrimination, the present study focuses on cyber incivility and interpersonal incivility as mechanisms through which race leads to perceived discrimination. Participants included 408 full-time working adults who responded to an online survey. The results indicate that Non-White employees experience subtle forms of discrimination through the use of e-mail, which accentuate the need for organizations to eradicate workplace mistreatment so that their employees can avoid the adverse outcomes associated with experiencing cyber incivility. The purpose of this paper is to extend the understanding of selective incivility and concludes with directions for future research and practical implications. Design/methodology/approach Participants included 408 full-time working adults who responded to the survey online. Findings The results indicate that race was indirectly associated with discrimination through cyber incivility. The results indicate that Non-White employees experience subtle forms of discrimination through the use of technology and cyber space which accentuate the need for organizations to eradicate workplace incivility so that their employees can evade the adverse outcomes associated with experiencing incivility at work. Research limitations/implications This study extends the understanding of selective incivility and concludes with directions for future research and practical implications. Originality/value This paper is the first to explore the relationship between race, cyber incivility and discrimination.

Free vs hate speech on social media: the Indian perspective

2016 ◽  
Vol 14 (4) ◽  
pp. 350-363 ◽  
Author(s):  
Iftikhar Alam ◽  
Roshan Lal Raina ◽  
Faizia Siddiqui
Keyword(s):  
Social Media ◽  
Free Speech ◽  
Social Networking Sites ◽  
Hate Speech ◽  
Future Research ◽  
Indian States ◽  
Content Type ◽  
The Social ◽  
Kolmogorov Smirnov ◽  
E Mail

Purpose The Hon’ble Supreme Court of India, in a landmark judgment, scrapped a draconian law [Section 66 (A)] that gave the police absolute power to put behind bars anybody who was found posting offensive or annoying comments online. This paper aims to examine the take of people on the “Free Speech via Social Media” issue and their attitude towards the way sensitive messages/information are posted, shared and forwarded on social media, especially, Facebook. Design/methodology/approach The research was carried out on a sample of 200 social media users, all picked up randomly, from five Indian states/Union Territories. Data were collected through a questionnaire, and users were contacted through e-mail. Data collected were analyzed through the Kolmogorov–Smirnov (K-S) Z test. Findings The findings indicate that hate posts/messages are on the rise, and more and more users are joining in. Besides, prosecution happens only when the aggrieved party is influential or powerful. Practical implications The findings of this research give a strong insight into the social media behaviour of users in relation to hate contents/posts. The study establishes the fact that Indian people are in favour of free speech, but with a sense of restraint and responsibility. The work could form the basis for future research on various aspects of hate speech on social media. Researchers could study the trials and prosecutions that have happened over the past few years and whether punishment has acted as a deterrent. Originality/value The research is likely to be important for those involved in work on freedom of speech or hate speech through social media. Social networking sites such as Facebook would also get some insights into users’ perception towards free and hate speech mechanism on social media.

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