Job Applicant Screening by a Japanese Transplant: A Union-Avoidance Tactic

ILR Review ◽  
1995 ◽  
Vol 49 (1) ◽  
pp. 88-104 ◽  
Author(s):  
Gregory M. Saltzman
Keyword(s):  
Outcome Data ◽  
Job Applicants ◽  
Job Applicant ◽  
Applicant Screening ◽  
Weak Evidence ◽  
Job Offers ◽  
Union Representation ◽  
Auto Parts ◽  
Union Avoidance

The author examines efforts by managers of a Japanese-owned auto parts plant to avoid hiring union sympathizers in 1993–94. Data from confidential questionnaires in which job applicants stated whether they would vote for union representation in their current or most recent job were matched with outcome data provided by management. Pro-union applicants were much more likely than other applicants to withdraw their applications or quit shortly after being hired. The author finds only weak evidence, however, that management overtly favored antiunion job applicants in making job offers.

scholarly journals Line managers’ hiring intentions regarding people with mental health problems: a cross-sectional study on workplace stigma

2021 ◽  
pp. oemed-2020-106955
Author(s):  
Kim M E Janssens ◽  
Jaap van Weeghel ◽  
Carolyn Dewa ◽  
Claire Henderson ◽  
Jolanda J. P. Mathijssen ◽  
...  
Keyword(s):  
Mental Health ◽  
Social Inclusion ◽  
Mental Health Problems ◽  
Cross Sectional Study ◽  
Health Problems ◽  
Job Applicants ◽  
Cross Sectional ◽  
Line Managers ◽  
Job Applicant ◽  
Workplace Stigma

ObjectivesStigma may negatively affect line managers’ intention to hire people with mental health problems (MHP). This study aims to evaluate line managers’ knowledge and attitudes concerning job applicants with MHP, and to assess which factors are associated with the intention (not) to hire an applicant with MHP.MethodsA sample of Dutch line managers (N=670) filled out a questionnaire on their knowledge, attitudes and experiences concerning applicants/employees with MHP. Descriptive analyses and multiple regression analyses were used.ResultsThe majority (64%) was reluctant to hire a job applicant with MHP, despite the fact that only 7% had negative and 52% had positive personal experiences with such employees. Thirty per cent were reluctant to hire an applicant if they knew the applicant had past MHP. Associated with higher reluctance to hire an applicant with MHP were the concerns that it will lead to long-term sickness absence (β (95% CI)=0.39 (0.23 to 0.55)), that the employee cannot handle the work (β (95% CI)=0.16 (0.00 to 0.33)) that one cannot count on the employee (β (95% CI)=0.41 (0.23 to 0.58)) and higher manager education level (β (95% CI)=0.25 (0.05 to 0.44)). Conversely, associated with positive hiring intentions was being in favour of diversity and/or inclusive enterprise (β(95% CI)=−0.64 (−0.87 to −0.41)).ConclusionsAs the majority of managers were reluctant to hire applicants with MHP, and even 30% were reluctant to hire applicants who had past MHP, these findings have major implications for social inclusion in the Netherlands, where about 75% of employees would disclose MHP at work.

Will it be Disclosure or Fabrication of Personal Information?

2010 ◽  
pp. 231-254 ◽  
Author(s):  
Xun Li ◽  
Radhika Santhanam
Keyword(s):  
Personal Information ◽  
Personal Data ◽  
Job Applicants ◽  
Accurate Information ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Privacy Concerns ◽  
Willingness To Disclose ◽  
Information Sensitivity ◽  
Theoretical Foundations

Individuals are increasingly reluctant to disclose personal data and sometimes even intentionally fabricate information to avoid the risk of having it compromised. In this context, organizations face an acute dilemma: they must obtain accurate job applicant information in order to make good hiring decisions, but potential employees may be reluctant to provide accurate information because they fear it could be used for other purposes. Building on theoretical foundations from social cognition and persuasion theory, we propose that, depending on levels of privacy concerns, organizations could use appropriate strategies to persuade job applicants to provide accurate information. We conducted a laboratory experiment to examine the effects of two different persuasion strategies on prospective employees’ willingness to disclose information, measured as their intentions to disclose or falsify information. Our results show support for our suggestion As part of this study, we propose the term information sensitivity to identify the types of personal information that potential employees are most reluctant to disclose.

The Influence of Applicant Sexual Orientation, Applicant Gender, and Rater Gender on Ascribed Attributions and Hiring Recommendations of Personal Trainers

2010 ◽  
Vol 24 (4) ◽  
pp. 400-415 ◽  
Author(s):  
George B. Cunningham ◽  
Melanie L. Sartore ◽  
Brian P. McCullough
Keyword(s):  
Sexual Orientation ◽  
Analysis Of Variance ◽  
Sexual Minority ◽  
Sexual Minorities ◽  
Job Applicants ◽  
Future Directions ◽  
Job Applicant ◽  
Personal Trainers ◽  
Organization Analysis ◽  
Personal Trainer

The purpose of this study was to examine the influence of job applicant sexual orientation on subsequent evaluations and hiring recommendations. Data were gathered from 106 students (48 men, 57 women) who participated in a 2 (applicant sexual orientation: heterosexual, sexual minority) × 2 (rater gender: female, male) × 2 (applicant gender: female, male) experiment related to the hiring of a personal trainer for a fitness organization. Analysis of variance indicated that sexual minority job applicants received poorer evaluations than did heterosexuals. These effects were moderated by the rater gender, as men provided harsher ratings of sexual minorities than did women. Finally, applicant ratings were reliably related to hiring recommendations. Results are discussed in terms of contributions to the literature, limitations, and future directions.

scholarly journals Allowing for non-adherence to treatment in a randomized controlled trial of two antidepressants (citalopram versus reboxetine): an example from the GENPOD trial

2014 ◽  
Vol 44 (13) ◽  
pp. 2855-2866 ◽  
Author(s):  
N. J. Wiles ◽  
K. Fischer ◽  
P. Cowen ◽  
D. Nutt ◽  
T. J. Peters ◽  
...  
Keyword(s):  
Controlled Trial ◽  
Outcome Data ◽  
Adherence To Treatment ◽  
Clinical Predictors ◽  
Intention To Treat ◽  
Weak Evidence ◽  
Primary Care Patients ◽  
Unbiased Estimates ◽  
Meta Analyses ◽  
Lower Adherence

BackgroundMeta-analyses suggest that reboxetine may be less effective than other antidepressants. Such comparisons may be biased by lower adherence to reboxetine and subsequent handling of missing outcome data. This study illustrates how to adjust for differential non-adherence and hence derive an unbiased estimate of the efficacy of reboxetine compared with citalopram in primary care patients with depression.MethodA structural mean modelling (SMM) approach was used to generate adherence-adjusted estimates of the efficacy of reboxetine compared with citalopram using GENetic and clinical Predictors Of treatment response in Depression (GENPOD) trial data. Intention-to-treat (ITT) analyses were performed to compare estimates of effectiveness with results from previous meta-analyses.ResultsAt 6 weeks, 92% of those randomized to citalopram were still taking their medication, compared with 72% of those randomized to reboxetine. In ITT analysis, there was only weak evidence that those on reboxetine had a slightly worse outcome than those on citalopram [adjusted difference in mean Beck Depression Inventory (BDI) scores: 1.19, 95% confidence interval (CI) –0.52 to 2.90, p = 0.17]. There was no evidence of a difference in efficacy when differential non-adherence was accounted for using the SMM approach for mean BDI (–0.29, 95% CI –3.04 to 2.46, p = 0.84) or the other mental health outcomes.ConclusionsThere was no evidence of a difference in the efficacy of reboxetine and citalopram when these drugs are taken and tolerated by depressed patients. The SMM approach can be implemented in standard statistical software to adjust for differential non-adherence and generate unbiased estimates of treatment efficacy for comparisons of two (or more) active interventions.

Does Asserting a Nonblack Identity Elicit Positive Evaluations? White Observers’ Reactions to Black, Biracial, Multiracial, and White Job Applicants

2017 ◽  
Vol 61 (1) ◽  
pp. 126-144 ◽  
Author(s):  
Casey Stockstill
Keyword(s):  
Racial Identity ◽  
Black Identity ◽  
White Identity ◽  
Job Applicants ◽  
Job Applicant

How do white observers react when people with black heritage assert a biracial, multiracial, or white identity rather than a black identity? To address this question, I conducted two experiments in which participants evaluated a darker-skinned or a lighter-skinned job applicant who presented his identity as either black, biracial, multiracial, or white. The results show that identity assertions influenced how white observers categorized applicants but not how they evaluated applicants. Most white observers accepted the identity of both the lighter-skinned and darker-skinned applicant when they asserted that they were black, biracial, or multiracial, but observers did not accept the identity of the darker-skinned applicant who asserted a white identity. However, white observers did not perceive applicants who asserted that they were multiracial, biracial, or white as more hirable than applicants who asserted that they were black. Based on these results, I argue that racial identity assertions do not independently provide a pathway to racialized advantages.

THE INFLUENCE OF FACIAL HAIR ON IMPRESSION FORMATION

1990 ◽  
Vol 18 (1) ◽  
pp. 169-175 ◽  
Author(s):  
J. Ann Reed ◽  
Elizabeth M. Blunk
Keyword(s):  
Impression Formation ◽  
Physical Attractiveness ◽  
Semantic Differential ◽  
Job Applicants ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Facial Hair ◽  
Management Positions

The influence of facial hair on the perception of a job applicant by persons in business was examined in this study. Subjects were 228 persons in management positions who made hiring decisions. Subjects were shown ink sketches of six male job applicants. The sketches varied on three facial hair dimensions-clean shaven, moustached, and bearded. Sketches were evaluated on semantic differential scales. Results indicated consistently more positive perceptions of social/physical attractiveness, personality, competency, and composure for men with facial hair.

scholarly journals Neighborhood signaling effects, commuting time, and employment

2018 ◽  
Vol 39 (4) ◽  
pp. 534-549 ◽  
Author(s):  
Magnus Carlsson ◽  
Abdulaziz Abrar Reshid ◽  
Dan-Olof Rooth
Keyword(s):  
Neighborhood Effects ◽  
Job Applicants ◽  
Market Outcomes ◽  
Job Interview ◽  
Content Type ◽  
Job Applicant ◽  
Unequal Treatment ◽  
Job Application ◽  
Commuting Time ◽  
Affluent Neighborhood

Purpose The purpose of this paper is to investigate whether there is unequal treatment in hiring depending on whether a job applicant signals living in a bad (deprived) neighborhood or in a good (affluent) neighborhood. Design/methodology/approach The authors conducted a field experiment where fictitious job applications were sent to employers with an advertised vacancy. Each job application was randomly assigned a residential address in either a bad or a good neighborhood. The measured outcome is the fraction of invitations for a job interview (the callback rate). Findings The authors find no evidence of general neighborhood signaling effects. However, job applicants with a foreign background have callback rates that are 42 percent lower if they signal living in a bad neighborhood rather than in a good neighborhood. In addition, the authors find that applicants with commuting times longer than 90 minutes have lower callback rates, and this is unrelated to the neighborhood signaling effect. Originality/value Empirical evidence of causal neighborhood effects on labor market outcomes is scant, and causal evidence on the mechanisms involved is even more scant. The paper provides such evidence.

scholarly journals The Tied Migrant Employment Penalty: Public Perceptions of Military Spouses Seeking Work

2017 ◽  
Author(s):  
Brittany Dernberger
Keyword(s):  
Original Data ◽  
Employment Outcomes ◽  
Job Applicants ◽  
Military Spouses ◽  
Military Spouse ◽  
Job Applicant ◽  
Advancement Opportunities ◽  
Career Trajectories ◽  
Challenges And Opportunities ◽  
History Of

People who move to support the employment prospects of their spouses are tied migrants, and military spouses experience tied migration repeatedly: active duty military personnel move about once every two years, twice as often as civilian families. This frequent geographical disruption directly affects the career trajectories of military spouses. Previous research established military spouses experience worse employment outcomes than their civilian peers, but less is known about the specific characteristics that lead to this difference. Do military spouses have worse employment outcomes because of being a tied migrant, or is there a separate effect because of their status as a military spouse? This article analyzes original data from a factorial vignette survey in which respondents evaluated fictitious job applicant profiles. Results suggest (1) Military spouses receive a premium as job applicants, they are evaluated as more warm, competent, reliable, and social, but receive lower evaluations on perceived longevity; (2) Military spouses with a stable geographic history are evaluated higher than civilians, but that premium switches to a penalty for military spouses with a history of moving frequently, in which case they are evaluated more harshly than civilians who have moved frequently; and (3) Neither tied migration nor military spouse status influence starting salary offers. As many careers require employees to move as part of their training or to seek advancement opportunities, understanding the employment-related challenges and opportunities military spouses face can lead to implications that may affect other tied migrants.

scholarly journals Values Assessment for Personnel Selection: Comparing Job Applicants to Non-Applicants

2021 ◽  
Author(s):  
Jeromy Anglim ◽  
Karlyn Molloy ◽  
Patrick Damien Dunlop ◽  
Simon Albrecht ◽  
Filip Lievens ◽  
...  
Keyword(s):  
Personnel Selection ◽  
Repeated Measures ◽  
Large Scale ◽  
Personal Values ◽  
Performance Outcomes ◽  
Job Applicants ◽  
Job Applicant ◽  
Cultural Fit ◽  
Male Age ◽  
Values Assessment

Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male; age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison sample of 1,806 non-applicants (41% male; age M = 44.72, SD = 10.97), along with a small repeated-measures, cross-context sample. Respondents completed the 57-item Portrait Values Questionnaire (PVQ) measuring Schwartz’ universal personal values. Compared to matched non-applicants, applicants reported valuing power and self-direction considerably less, and conformity and universalism considerably more. Applicants also reported valuing security, tradition, and benevolence more than non-applicants, and reported valuing stimulation, hedonism, and achievement less than non-applicants. Despite applicants appearing to embellish the degree to which their values aligned with being responsible and considerate workers, invariance testing suggested that the under- lying structure of values assessment is largely preserved in job applicant contexts.

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