Prejudice in Hiring Decisions: The Interaction of Social Identity, Job Role, and Occupational Context.

Prejudice;Social Identity;Job Role;Occupational Context;Job Hiring;Psychology;Social Sciences;Psychology

Sandoval, Brian AlejandroSanchez-Burks, Jeffrey Gene ;

University of Michigan

关键词: Prejudice;    Social Identity;    Job Role;    Occupational Context;    Job Hiring;    Psychology;    Social Sciences;    Psychology;   

Others  :  https://deepblue.lib.umich.edu/bitstream/handle/2027.42/58502/sandoval_1.pdf?sequence=1&isAllowed=y

瑞士|英语

来源: The Illinois Digital Environment for Access to Learning and Scholarship

【 摘 要 】

The present research builds on previous work and suggests that prejudice is more complex than classical views suggest and integrates research on the effects of social identity, job roles, and occupational context to present a unified framework of the factors that interact to influence the evaluations of applicants. This dissertation examined the job attainment rates of female and male deans in university settings and also experimentally manipulated social identity, job type and field to demonstrate the interactive emergence of prejudice in hiring decisions.Study 1a identified the gender of 2,867 deans and assistant deans across schools of arts and science, business, education, engineering, law, medicine, nursing, public health, and social work from the top 100 research universities in the United States. Results indicate women were less likely to attain top dean roles across all university settings, but specifically top roles in business and engineering. Study 1b examined the vitae of 39 men and women deans in business and law schools and found they did not differ on the number of publications and other selection criteria, but women presented more comprehensive information than men.Study 2 experimentally manipulated social identity, job role, and occupational context. Study 2a presented 200 participants with randomized resumes that indicated the applicant was either male or female, seeking a role as manager or assistant, in the field of education or finance.Analyses revealed women were not evaluated negatively based on their gender. Additionally, a three-way interaction of the three factors affected salary offers for individuals seeking counter-stereotypical jobs, especially when evaluated by women.Study 2b presented the same participants with resumes that indicated the applicant was either a White or Asian male, seeking a job as a production manager or sales manager, in computing or graphic design. Results suggest applicants were not evaluated negatively based on their race. Analyses failed to reveal a significant three-way interaction.These studies lend support to the interaction of social identity, job role, and occupational context affecting applicant evaluations. Implications for the definition of prejudice, the use of base rates and the upcoming 2008 American presidential election are also discussed.