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Articles 1 - 28 of 28
Full-Text Articles in Social and Behavioral Sciences
On The Trajectory Of Discrimination: A Meta-Analysis And Forecasting Survey Capturing 44 Years Of Field Experiments On Gender And Hiring Decisions, Michael Schaerer, Christilene Du Plessis, My Hoang Nguyen, Robbie C. M. Van Aert, Leo Tiokkin, Daniel Lakens, Elena G. Clemente, Thomas Pfeiffer, Anna Dreber, Magnus Johannesson, Cory J. Clark
On The Trajectory Of Discrimination: A Meta-Analysis And Forecasting Survey Capturing 44 Years Of Field Experiments On Gender And Hiring Decisions, Michael Schaerer, Christilene Du Plessis, My Hoang Nguyen, Robbie C. M. Van Aert, Leo Tiokkin, Daniel Lakens, Elena G. Clemente, Thomas Pfeiffer, Anna Dreber, Magnus Johannesson, Cory J. Clark
Research Collection Lee Kong Chian School Of Business
A preregistered meta-analysis, including 244 effect sizes from 85 field audits and 361,645 individual job applications, tested for gender bias in hiring practices in female-stereotypical and gender-balanced as well as male-stereotypical jobs from 1976 to 2020. A “red team” of independent experts was recruited to increase the rigor and robustness of our meta-analytic approach. A forecasting survey further examined whether laypeople (n = 499 nationally representative adults) and scientists (n = 312) could predict the results. Forecasters correctly anticipated reductions in discrimination against female candidates over time. However, both scientists and laypeople overestimated the continuation of bias against female candidates. …
Working Outside The Binary: Experiences Of Nonbinary Employees In The Workforce, Mordeky C. Dullum
Working Outside The Binary: Experiences Of Nonbinary Employees In The Workforce, Mordeky C. Dullum
University Honors Theses
Transgender issues in the workplace have only recently become a focus in research, and it is still new and understudied. Even less studied is the demographic of gender expansive individuals including nonbinary and gender non-conforming individuals. This qualitative study aims to explore and highlight workplace experiences for nonbinary people, with a particular focus on younger nonbinary people who experience less employment stability in more public facing jobs. Thirteen participants engaged in interviews where they were asked to describe their experiences dealing with discrimination, harassment and transphobia in the workplace, in addition to sharing their ideas for practical solutions or changes …
Listening To Neurodiverse Voices In The Workplace, Lewis Burton, Vicki Carss, Ricardo Twumasi
Listening To Neurodiverse Voices In The Workplace, Lewis Burton, Vicki Carss, Ricardo Twumasi
Ought: The Journal of Autistic Culture
Neurodivergent individuals face many challenges in the workplace, job application process, recruitment process and in the work environment. This qualitative study aimed to gain insight into the experiences of neurodivergent individuals and some of the barriers faced in these domains at work. Twenty-one neurodivergent individuals took part in semi-structured interviews. Interpretative phenomenological analysis was used to give voice to interviewees first-person lived experience. Six superordinate themes were highlighted in this study: ‘External Perceptions of Neurodiversity’, ‘Identity Degradation”, ‘Self-Identity’, ‘Organisational Obstacles’, ‘Neurodiversity Empowerment’, and ‘Language Regarding Neurodiversity’. This study found that neurodivergent individuals are impacted by the inaccurate stereotypes and assumptions …
Lgb Employment And Civil Rights Protections: Emphasizing Existing And Potential Policy For Improving The Lgb Hiring, Alexa Nicole Massiquet
Lgb Employment And Civil Rights Protections: Emphasizing Existing And Potential Policy For Improving The Lgb Hiring, Alexa Nicole Massiquet
Electronic Theses, Projects, and Dissertations
Much of the LGB employment research addressing discrimination suggests culture and policy changes for attracting more and retaining their current LGB employees. Some research suggests a cyclical nature between the acceptance of progressive policy and inclusive culture. While many researchers discuss the need for policies protecting LGB employees, little has been written about exactly how to do that. One method is to emphasize LGB non-discrimination policy and already existing gender non-discrimination policy during the hiring process. I built upon the work of other researchers, who emphasized LGB nondiscrimination during the hiring process by additionally emphasizing protections for employees based on …
I Am Out, Now What?: The Double-Edged Sword Of Being Justice-Involved, Eric J. Cazares
I Am Out, Now What?: The Double-Edged Sword Of Being Justice-Involved, Eric J. Cazares
Electronic Theses, Projects, and Dissertations
The United States (U.S.) is at the forefront when it comes to sending its citizens to correctional facilities. The U.S. prison population is estimated to be around 2,100,000, with China trailing at 1,700,000. With staggering incarceration rates, both nationally and locally, officials have begun to act by enacting legislation that would reduce California’s prison population. According to the National Institute of Justice (2015), however, two-thirds (67.8%) of released individuals will recidivate within three years. One critical avenue in reducing recidivism is employment; justice-involved individuals who find employment are less likely to reoffend. Little is known about justice-involved organizational experiences, specifically, …
The Impact Of Experiencing Ageism And Social Support On The Relationship Between Age And Perceptions Of Self-Efficacy, Sean Alexander
The Impact Of Experiencing Ageism And Social Support On The Relationship Between Age And Perceptions Of Self-Efficacy, Sean Alexander
Electronic Theses, Projects, and Dissertations
In the present research I investigated the impact ageism has on older employees’ occupational self-efficacy, and whether social support could decrease or change the strength of the relationship. Another goal of the present study was to assess if age and occupational self-efficacy had a linear relationship. Considering that older workers are often targeted by instances of ageism, this study focused on the ageist experiences of employees who were 40 years or older. A sample size of 208 MTurk workers participated in the online survey. Respondents were asked to answer questions relating to their experiences of ageism in work the workplace, …
Employer Perceptions About Addiction Recovery And Hiring Decisions, Haley Henderson, Joseph Barnet, Valerie Hoots, Andrea Clements
Employer Perceptions About Addiction Recovery And Hiring Decisions, Haley Henderson, Joseph Barnet, Valerie Hoots, Andrea Clements
Undergraduate Honors Theses
Drug and alcohol addiction is a nationwide epidemic with an increasing number of Americans being affected. Individuals who seek treatment for their addiction often face barriers, such as costs, waiting time, and available support, and those who are able to receive treatment are likely to experience or anticipate stigma from others. Existing literature has found that many employers have negative perceptions of individuals in addiction recovery. However, there is limited research that has analyzed whether these negative perceptions affect hiring decisions. We predicted that employers would have negative perceptions of those in recovery, would be less likely to hire individuals …
Understanding The Work Experiences Of Gender And Sexual Minorities: Advances, Issues, And New Directions In Research, Marc Cubrich
Understanding The Work Experiences Of Gender And Sexual Minorities: Advances, Issues, And New Directions In Research, Marc Cubrich
Psychology from the Margins
Our understanding of the histories of psychology and LGBTQ+ activism have only recently begun to become increasingly intertwined. Psychological science has been used to influence a number of domains including mental health policy, laws and judicial rulings, and attitudes towards social issues. While psychological science has advanced our understanding of these domains, there remains a need for research that examines the experiences of underrepresented groups (e.g., women, racial minorities, members of the LGBTQ+ community, etc.) across distinct aspects of their working lives. Issues of heterosexism, or anti-LGBTQ+ attitudes, prejudice, and discrimination, have received relatively little attention in industrial and organizational …
An Exploration Of Contextual Factors Of Weight-Based Discrimination Against Business Leaders, Ellen Hermann Lynch
An Exploration Of Contextual Factors Of Weight-Based Discrimination Against Business Leaders, Ellen Hermann Lynch
Dissertations
Two-thirds of the adult population of the United States are considered overweight (Ogden, Carroll, Kit, & Flegal, 2013) and are susceptible to weight-based discrimination in the workplace (Rudolph, Wells, Weller, & Baltes, 2009). The weight-based discrimination experienced by business leaders is relatively unknown. The present research used Leader Categorization Theory (Lord & Maher, 1991) as a framework to examine the extent to which a business leader’s weight is associated with their perceived leadership qualities and effectiveness in two studies. The first study isolated the relationship between the base rate of weight in an organization and the assumed weight of the …
The Impact Of Suspect Descriptions In University Crime Reports On Racial Bias, Naomi M. Fa-Kaji, Shannon K. Cheng, Mikki R. Hebl
The Impact Of Suspect Descriptions In University Crime Reports On Racial Bias, Naomi M. Fa-Kaji, Shannon K. Cheng, Mikki R. Hebl
Personnel Assessment and Decisions
Crime reports often include suspect descriptions to alert community members and aid in police investigations. However, vague descriptions of suspects with racial identifiers can potentially do more harm than good. We first conducted an archival study to examine the frequency of reporting suspect race, as well as the relationship between the inclusion of race and the likelihood that the suspect was caught. Then we conducted an experimental study to examine how reporting race may affect overt and subtle racial attitudes. We found no significant relationship between the racial identification of a suspect and the likelihood that the suspect was caught …
Disability, Gender And Race: Does Educational Attainment Reduce Earning Disparity For All Or Just Some?, David C. Baldridge, Mukta Kulkarni, Beatrix Eugster, Richard Dirmyer
Disability, Gender And Race: Does Educational Attainment Reduce Earning Disparity For All Or Just Some?, David C. Baldridge, Mukta Kulkarni, Beatrix Eugster, Richard Dirmyer
Personnel Assessment and Decisions
Although interest in research on persons with disabilities has grown steadily, these individuals continue to encounter workplace discrimination and remain marginalized and understudied. We draw on human capital and discrimination theories to propose and test hypotheses on the effects of educational attainment on earnings (in)equality for persons with disabilities and the moderating influence of gender and race using 885,950 records, including 40,438 persons with disabilities from the American Community Survey 2015 (United States Census Bureau, 2015). Consistent with human capital theory, we find that persons with disabilities benefit from greater educational attainment, yet consistent with disability discrimination theories, we find …
Helping Or Hurting?: Understanding Women’S Perceptions Of Male Allies, Shannon K. Cheng, Linnea C. Ng, Allison M. Traylor, Eden B. King
Helping Or Hurting?: Understanding Women’S Perceptions Of Male Allies, Shannon K. Cheng, Linnea C. Ng, Allison M. Traylor, Eden B. King
Personnel Assessment and Decisions
In the past decade, organizational scholars have begun to explore the role of allies in mitigating workplace discrimination toward women and members of minority groups. However, this nascent literature has, to this point, failed to consider the perspective of targets of ally behavior. That is, we do not yet know how targets of discrimination experience others’ intervention or advocacy. To begin to understand these issues, we examine target perceptions of allyship through a qualitative critical incident approach, asking women to describe experiences in which a man has effectively and ineffectively acted as an ally to them in the workplace. Our …
To Look Or Not To Look: Acknowledging Facial Stigmas In The Interview To Reduce Discrimination, Juan M. Madera, Mikki Hebl
To Look Or Not To Look: Acknowledging Facial Stigmas In The Interview To Reduce Discrimination, Juan M. Madera, Mikki Hebl
Personnel Assessment and Decisions
As the use of technology-mediated interviews (e.g., Skype) is becoming a standard method to interview applicants, it is important to understand how discrimination can still manifest in these types of interviews. Because technology-mediated interviews focus on applicants’ faces, discrimination based on facial stigmas can be particularly inevitable. Thus, the purpose of the current study is to examine how a facial stigma affects visual attention during a technology-mediated interview and acknowledgment as a remediation strategy that individuals might use to reduce the amount of visual attention on a facial stigma. We used a 2 (acknowledge: yes or no) x 2 (target …
Special Issue On Reducing Discrimination In The Workplace: An Introduction, Mikki Hebl, Juan M. Madera, Whitney Botsford Morgan
Special Issue On Reducing Discrimination In The Workplace: An Introduction, Mikki Hebl, Juan M. Madera, Whitney Botsford Morgan
Personnel Assessment and Decisions
No abstract provided.
Exploring The Role Of Gender And Race In Salary Negotiations, Chelsea D. Hightower
Exploring The Role Of Gender And Race In Salary Negotiations, Chelsea D. Hightower
LSU Master's Theses
Research findings from the negotiation literature have revealed significant differences in the negotiation behaviors of men and women, specifically that women do not negotiate as often or as successfully as men do. This difference has been cited as one of many factors contributing to the persistence of the gender wage gap. A possible explanation for the differences is that men and women are treated differently when they negotiate. Thus, there is evidence that women negotiators tend to receive multiple forms of social and economic punishment (i.e., backlash) for engaging in behavior that is inconsistent with stereotype-based expectations of women in …
Colorism In Assessor Ratings: Exploring The Roles Of Social Dominance Orientation, Metaphorical Associations And Skin Tone Stereotypes, Tiwi D. Marira
Colorism In Assessor Ratings: Exploring The Roles Of Social Dominance Orientation, Metaphorical Associations And Skin Tone Stereotypes, Tiwi D. Marira
Dissertations, Theses, and Capstone Projects
In recent years, public awareness of colorism, or discrimination based on skin tone, has grown. A previous study (Marira & Sommer, 2014) revealed that Social Dominance Orientation (SDO) (i.e., the desire for group-based hierarchy) predicted Black participants’ discriminatory résumé ratings and hiring decisions in favor of lighter-skinned over darker-skinned, African American job applicants. This investigation focused on replicating and extending these findings by utilizing a more racially inclusive sample of Black and White adults and by examining more realistic candidate evaluation and hiring assessments. These simulated workplace assessments were embedded in an online business simulation requiring participants to make …
Perceived Entitlement Causes Discrimination Against Attractive Job Candidates In The Domain Of Relatively Less Desirable Jobs, Margaret Lee, Marko Pitesa, Madan M. Pillutla, Stefan Thau
Perceived Entitlement Causes Discrimination Against Attractive Job Candidates In The Domain Of Relatively Less Desirable Jobs, Margaret Lee, Marko Pitesa, Madan M. Pillutla, Stefan Thau
Research Collection Lee Kong Chian School Of Business
People generally hold positive stereotypes of physically attractive people and because of those stereotypes often treat them more favorably. However, we propose that some beliefs about attractive people, specifically, the perception that attractive individuals have a greater sense of entitlement than less attractive individuals, can result in negative treatment of attractive people. We examine this in the context of job selection and propose that for relatively less desirable jobs, attractive candidates will be discriminated against. We argue that the ascribed sense of entitlement to good outcomes leads to perceptions that attractive individuals are more likely to be dissatisfied working in …
Why Do Negative Employment Outcomes For Workers With Disabilities Persist?: Investigating The Effects Of Human Capital, Social Capital, And Discrimination, Martine Maculaitis
Why Do Negative Employment Outcomes For Workers With Disabilities Persist?: Investigating The Effects Of Human Capital, Social Capital, And Discrimination, Martine Maculaitis
Dissertations, Theses, and Capstone Projects
Little is known about why poor job outcomes for workers with disabilities (WD) persist. Hence, the aim of this study was to combine and extend human capital, social capital, and multiple jeopardy advantage theories to develop and test a comprehensive model of the processes explaining job outcomes for WD. Data from the 2010 US National Health Interview Survey (N=3,887) and O*Net were analyzed to investigate the extent to which disability status (i.e., WD with work limitations, WD with no work limitations, or non-disabled workers [NDW]) relates to four types of work outcomes (i.e., annual compensation, employment status, job …
The Relationship Between Perceived Gender Discrimination And Counterproductive Work Behaviors, Rachel Jaffe
The Relationship Between Perceived Gender Discrimination And Counterproductive Work Behaviors, Rachel Jaffe
Honors Undergraduate Theses
Counterproductive work behaviors are costly behaviors that individuals employ in retaliation to adverse stimuli in the workplace. This study specifically examined the relationship between perceived gender discrimination and counterproductive behaviors, using the variable of control as the mediator. This study also investigated the relationship between perceived gender discrimination and job turnover intentions as well as organizational commitment. Measures for perceived gender discrimination, control, counterproductive work behaviors, job turnover and organizational commitment were used to survey 97 participants on their workplace experiences and attitudes. It was found that perceived gender discrimination had a significant, positive correlation with counterproductive behaviors, as originally …
Developing A Measure Of Inclusiveness: Factors, Reliability, And Relationship To Job Satisfaction And Intention To Quit, Briana K. Hedman
Developing A Measure Of Inclusiveness: Factors, Reliability, And Relationship To Job Satisfaction And Intention To Quit, Briana K. Hedman
Electronic Theses and Dissertations
This project was designed to develop the Inclusiveness Inventory, a measure of inclusiveness that was based on the integration of prior research and theory. Test construction consisted of conceptual item development, expert review, and editing by members of the participating organization to improve clarity. Survey items were administered to employees at a large, mid-western transit agency as part of a larger study on workplace climate. This paper explored the structure of the Inclusiveness Inventory by factor analysis. The hypothesized factors of the Inclusiveness Inventory included the dimensions of diversity climate, fairness, belongingness, uniqueness, and discrimination. Secondly, this study evaluated the …
The Influence Of Implicit And Explicit Gender Bias On Grading, And The Effectiveness Of Rubrics For Reducing Bias, Sarah Marie Jackson
The Influence Of Implicit And Explicit Gender Bias On Grading, And The Effectiveness Of Rubrics For Reducing Bias, Sarah Marie Jackson
Browse all Theses and Dissertations
The effect of implicit bias on discriminatory grading in education has received considerable attention but, to date, no study has examined the effectiveness of using a rubric to reduce biased grading. Current research has demonstrated that the presence of a gender-normative name is sufficient to activate implicit gender bias, which can result in disparate treatment. The purpose of this study was to examine the effects of implicit and explicit gender bias on grading decisions for written assignments. When grading identical essays on the topic of computers (stereotypically-male), participants assigned significantly lower grades when the essay was supposedly written by a …
Social Networking Sites And Personnel Selection: An Initial Validity Assessment, Travis J. Schneider
Social Networking Sites And Personnel Selection: An Initial Validity Assessment, Travis J. Schneider
Electronic Thesis and Dissertation Repository
The purpose of this dissertation was to add to the literature on the use of social networking sites (SNSs) for personnel selection. The first goal was to evaluate whether SNSs have the potential to be used as a valid source of information for selection. Specific SNS Indicator scales were created to test whether they have better validity evidence than the more traditionally-used Global SNS Rating. In a study of 141 undergraduate students at a large Canadian university, the Specific SNS Indicators demonstrated fairly weak evidence of interrater reliability, but some evidence of structural validity, and construct validity (convergent and discriminant). …
A Review Of Court Cases Involving Discrimination In Physical Ability Testing: 1992-2015, Casey L. Biggs
A Review Of Court Cases Involving Discrimination In Physical Ability Testing: 1992-2015, Casey L. Biggs
Masters Theses & Specialist Projects
Organizations that employ physically demanding jobs want to ensure their selection procedures distinguish qualified applicants from unqualified applicants. However, such selection tools typically result in adverse impact against various protected groups and often lead to litigation. Various factors influence the court’s decision to rule in favor of the plaintiff or the defendant. The purpose of the present study is to identify those factors. The ADA (1990) created strict guidelines for plaintiffs and defendants to follow to be credible in a discrimination case. This study will specifically determine the impact of the ADA guidelines and three additional factors that influence court …
A Beautiful Mind: Examining The Effects Of Emotional Intelligence And Physical Attractiveness On Employee Evaluations, Tessa Seidler
A Beautiful Mind: Examining The Effects Of Emotional Intelligence And Physical Attractiveness On Employee Evaluations, Tessa Seidler
Masters Theses & Specialist Projects
The current paper describes the concepts of emotional intelligence (EI) and physical attractiveness in relation to their impact on applicant evaluations. As EI has been shown to be linked to work outcomes including job performance, job satisfaction and interpersonal relationships, and as physical attractiveness has been found to influence rater decisions and perceptions of intellectual competence, an examination of these constructs in concert was the focus of the current study. Results found that, on average, attractive employees, older employees, and male employees were rated higher on several dimensions than their counterparts. There was no support for rater EI being linked …
Outcomes Of Perceived Workplace Discrimination: A Meta-Analysis Of 35 Years Of Research, Lindsay Dhanani
Outcomes Of Perceived Workplace Discrimination: A Meta-Analysis Of 35 Years Of Research, Lindsay Dhanani
Electronic Theses and Dissertations
Given the substantial monetary and nonmonetary costs that both employees and organizations can incur as a result of perceived workplace discrimination, it is important to understand the outcomes of perceived workplace discrimination as well as what moderates the discrimination-outcome relationship. While other meta-analyses of perceived discrimination have been published, the current meta-analysis expands prior meta-analytic databases by 81%, increasing the stability of the estimated effects. In addition, several prior meta-analyses have not focused exclusively on workplace discrimination. Consequently, the purpose of this meta-analysis is to provide a comprehensive quantitative review of perceived workplace discrimination, its consequences, and potential moderators of …
The Challenges Of Young-Typed Jobs And How Older Workers Adapt, Michael Reeves
The Challenges Of Young-Typed Jobs And How Older Workers Adapt, Michael Reeves
Electronic Theses and Dissertations
This study sought to explore the challenges faced by older workers who do not fit the age-type of their jobs and how older workers adapt to overcome those challenges. Specifically, I surveyed a national sample of 227 workers 50 years of age and older, in a wide variety of jobs, on measures of perceived age discrimination and adaptation behaviors. I found that fit, as determined by career timetables theory, but not prototype matching theory, successfully predicted perceived age discrimination. Specifically, more age discrimination was perceived when fewer older workers occupied a job. Additionally, multiple regression analysis showed that career timetables …
Antecedents And Outcomes Of Workplace Discrimination As Perceived By Employees With Disabilities, Jessica Bradley
Antecedents And Outcomes Of Workplace Discrimination As Perceived By Employees With Disabilities, Jessica Bradley
All Dissertations
Even since the enactment of the Americans with Disabilities Act (ADA) in 1990, employment is still a challenge for the millions of Americans living with disabilities. The unemployment rate for those with disabilities (13.7%) is much higher than that for adults without disabilities (8.9%; Bureau of Labor Statistics, May 2009). In addition to the challenge of obtaining a job, individuals with disabilities can face discrimination and poor treatment once on the job. The current study is the first to empirically examine those factors that may influence perceptions of discrimination in the workplace for individuals with disabilities and predicts how organizational …
Discrimination Across The Sectors: A Comparison Of Discrimination Trends In Private And Public Organizations, Megan K. Leasher
Discrimination Across The Sectors: A Comparison Of Discrimination Trends In Private And Public Organizations, Megan K. Leasher
Browse all Theses and Dissertations
Differences and similarities between public and private sector organizations have been hypothesized and researched for several decades (Murray, 1975). This study investigated the differences in claims of employment discrimination reported for employees within the private and public sectors. A longitudinal database of statewide discrimination claims was analyzed to determine if differences in employment discrimination patterns or levels exist between the sectors. Theoretical and practical implications are presented in addition to propositions for future research.