AN EXPERIMENTAL FIELD STUDY OF INTERPERSONAL DISCRIMINATION TOWARD MUSLIM JOB APPLICANTS

Integrating justification-suppression and stereotype content models of prejudice, this research examines religious discrimination in employment settings. In the first study, confederates dressed in either Muslim-identified or nonreligious attire, who either did or did not provide stereotype-inconsistent information, applied for retail jobs. No differences emerged with regard to interview offers between job applicants dressed in traditional Muslim attire and those in the control condition. However, interactions were shorter and rated (by confederates, observers, and naïve coders) as more interpersonally negative when applicants wore Muslim attire and did not provide stereotype-inconsistent information than when applicants wore nonreligious attire. Similarly, results from a second experimental study in which participants rated fictitious Muslim or non-Muslim job applicants suggest that reactions were most negative toward Muslim applicants who did not provide stereotype-inconsistent information. Together, these findings suggest that justification-suppression and stereotype content models are complementary, and that Muslims may face challenges to employment that reflect a lack of acceptance of this religious identity.     

EFFECTS OF JOB ATTRIBUTES AND RECRUITING PRACTICES ON APPLICANT DECISIONS: A COMPARISON1

Previous research on the factors which affect applicant decisions concerning jobs has focused on the effects of either job attributes or recruiting practices. The present study examined the simultaneous impact of job attributes and recruiting practices on the likelihood of job acceptance by actual job applicants. Path analysis revealed that job attributes but not recruiting practices influenced the likelihood of job acceptance by graduating college students (N= 200). Given that college students might be expected to be the job applicants most swayed by recruiting practices because of their lack of work experience, the results suggest that the emphasis placed on recruiting practices as determinants of applicant decisions may be overstated in the literature.     

SOCIAL EXCHANGE AND ORGANIZATIONAL COMMITMENT: DECISION-MAKING TRAINING FOR JOB CHOICE AS AN ALTERNATIVE TO THE REALISTIC JOB PREVIEW

This field experiment investigated the effects of exchange-inducing treatments on pre- and postentry commitment of military recruits. Behavioral (volunteering for combat service and turnover), intentional (willingness to commit to combat service), and attitudinal (commitment, satisfaction, perceived fairness, and perceived choice variety) outcomes are examined. Two exchange-inducing experimental groups, one receiving realistic job preview and another receiving decisionmaking training, were compared to 3 control groups. Results indicated that preentry commitment was significantly higher among participants in the exchange-inducing conditions. However, the effect of decisionmaking training lasted longer than the effect of realistic job preview.     

A FIELD STUDY OF JOB APPLICANT INTERVIEW PERCEPTIONS, ALTERNATIVE OPPORTUNITIES, AND DEMOGRAPHIC CHARACTERISTICS

A field study was conducted to examine several factors related to young job applicants, their reactions to job interviews, and their intentions to accept a job if offered. Immediately following their interviews, 422 applicants voluntarily responded to questionnaires concerning the interview, parents' and friends' pressure for them to take the job, alternative job opportunities, and behavioral intentions to accept the job. Applicants who responded more favorably to their interviewers felt somewhat more positive about taking a job in the recruiting organization. Perceived alternative job opportunities moderated the relationship between reactions to the job and acceptance intentions. Multivariate effects were found for applicant sex, applicant race, and interviewer sex on reactions to the interviewer and the interview. Further research on the role of parental and peer pressure on job acceptance among young workers is suggested, as is the moderating role of alternative opportunities. The implications of race and sex differences in interview reactions are also discussed.     

THE EFFECTS OF REALISTIC PREVIEWS: A STUDY AND DISCUSSION OF THE LITERATURE

The effects of realistic job previews (RJPs) were studied with a sample of 842 candidates for telephone service representative. Two types of preview, a film and job visit, were used. Results showed no significant differences between RJP candidates and control candidates with respect to job acceptance, met expectations, job commitment and turnover. Because the findings were at variance with the conclusions of previous RJP research the data from previous studies were reexamined. Based on pooled data from eleven studies the average effect of RJPs on turnover rate was estimated as six percentage points overall. Neither the type of media used nor the length of time turnover is studied appears to interact with RJP effectiveness. RJPs appear to be more effective with more complex jobs, however. Explanations of RJP effects on turnover have not been consistently supported. Though data are limited, self-selection, met expectations and coping ability do not appear to be impacted by RJPs. There is some evidence that RJPs result in more positive job related attitudes, but the explanation for this is not clear. Difficulties in interpreting job preview research are noted, including insufficient statistical power, differences in organizational roles and the lack of a clear operational definition of realism.     

THE IMPACT OF JOB ANALYSIS ON EMPLOYMENT TEST VALIDATION FOR MINORITY AND NONMINORITY ACCOUNTING PERSONNEL

The purposes of the present study were (a) to examine the comparative validity of a written job knowledge test constructed on the basis of a systematic job analysis with that of a commercial employment test selected in the absence of a prior job analysis for accounting positions and (b) to determine the fairness of each test for minority and nonminority job applicants. Results indicated that the job knowledge test was a valid and unbiased predictor of relevant criteria of job performance while the commercial employment test produced adverse impact and lacked validity. Implications of the results for future research studies and test validation efforts involving differential prediction are discussed.     

Prejudice against women: A new perspective

Studies 1 and 2 of this paper were designed to reexamine the assumption that women and men are prejudiced against women. Subjects were 50 college women, 40 college men, 40 high-school women and 40 high-school men who were presented with four employment applications for evaluation. The names referring to the gender of the applicants were manipulated so that half of the subjects were shown the two most qualified applicants as female and the two least qualified as male. The other half of the subjects were shown the reverse of this. The results for this factor, with women subjects, revealed that the sex of the applicants did not interfere with or distort the subject's judgments (p>.25). The men subjects did not show a preference for or a prejudice against applicants of either sex (p>.05). The qualifications of the applicants were selected according to each subject's previous ranking of 10 job-related characteristics. The results for this factor, with women subjects, indicated a significant difference between the subjects' ranking of the characteristics and their final selection of the applicants (p<.05). The men subjects showed no significant difference between the subjects' rankings of the job-related characteristics and their rating of the applicants (p>.05). No significant interaction between factors was found for either population of subjects (p>.05). This research reflects changing attitudes of women towards women and provides new insights regarding men's attitudes toward their own sex.The authors of this paper would like to extend our sincere gratitude to Dr. John Schaeuble for his continuous support of this research endeavor.     

INSTALLING A REALISTIC JOB PREVIEW: TEN TOUGH CHOICES

Thirty years of research on the realistic job preview (RJP) has established its validity, and recent utility analysis suggests that RJPs can lead to substantial employee-replacement cost savings. Despite the research attention given to RJPs, relatively little has been written on how to implement them. This paper raises ten issues concerning the initiation, development, and implementation of RJPs. These ten issues are framed as "tough choices," since one usually must choose between two desirable courses of action. Recommendations are made for each of the ten choices on the basis of previous RJP research, relevant theory, and the practical experiences of the author.     

THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.     

THE EFFECTS OF APPLICANTs' REACTIONS TO COGNITIVE ABILITY TESTS AND AN ASSESSMENT CENTER

Manufacturing applicants' perceptions of two selection devices were examined. In Study 1, applicants ( n = 3,984) completed cognitive ability tests and a survey of reactions. In Study 2, a subset of applicants from Study 1 ( n = 194) participated in an assessment center and completed the survey. Applicants reacted favorably to the procedures but viewed the assessment center as more face valid than the cognitive tests. Applicants who perceived the selection techniques more favorably were also more satisfied with the selection process, the job, and the organization. Although applicants' perceptions of the procedures were related to job acceptance intentions, applicants' liking of the job and organization explained the largest unique variance. In future studies, applicants' job acceptance intentions and attitudes toward the job and organization should be assessed before and after administration of selection devices; not controlling for prior impressions resulted in overestimation of the contribution of applicants' perceptions of selection procedures.     

Employment of Recent University Business Graduates: Do Age,Gender, and Minority Status Make a Difference?

This study examined differences in the process of job search based on age, gender, and minority status. A sample of 398 recent business graduates of a southern university completed a survey on their current status and job search process, which was matched to their academic record. Results showed that women had higher GPAs than did men, but fewer women went on to graduate school immediately after graduation. African Americans had lower GPAs at graduation, were more likely to have used the university placement center, and were less likely to have had internships than Whites. These results are discussed in terms of providing better preemployment opportunities for women and African Americans and in terms of a realistic employment preview mechanism for all students.     

The Interview as an RJP Medium: Shooting Oneself in the Foot?

Wanous and Colella (1989) stated that the interview is the most commonly used medium for delivering realistic job preview (RJP) information to applicants. RJPs incorporated into the interview typically involve a question-and-answer period in which the applicant is encouraged to ask questions. This study examined whether interviewer ratings are influenced by the kind of questions (realistic favorable vs. realistic, moderately unfavorable vs. unrealistic, highly unfavorable) asked in the RJP segment of the interview. The temporal placement of the question-and-answer segment (beginning of the interview vs. at the end) was considered as well. ANOVA results indicated no significant differences in job-related ratings, and MANOVA results indicated no significant differences in personal-trait ratings. Implications and directions for future research are also addressed.     

The Influence of Applicant Communication Style and Interviewer Characteristics on Hiring Decisions1

This study examined the influence of the gender and communication style of job applicants, as well as the gender and sex-role stereotyping of interviewers, on hiring decisions. Fifty-six personnel officers viewed videotapes of simulated employment interviews, in which male and female candidates used either aggressive, assertive, or nonassertive styles of communication. Personnel officers rated job candidates on likeability, similarity to the officers themselves, and hireability. Interviewers were most likely to employ assertive applicants, and the sex-role stereotypes of interviewers did not influence their perceptions of these candidates. Sex-role beliefs, however, did affect evaluations of aggressive and nonassertive job applicants. Interviewers who were low in sex-role stereotyping were more likely to hire a nonassertive than an aggressive candidate, while interviewers with higher levels of sex-role stereotyping were more likely to hire aggressive candidates. For assertive candidates, judgments by the interviewers of the perceived similarity of the candidate to themselves and their liking for the applicant both influenced their decision to hire the candidate. For aggressive and nonassertive candidates, however, the interviewers' liking toward the candidate mediated the relationship between perceived similarity and hiring decisions.     

LONGITUDINAL ANALYSIS OF ABILITY-JOB COMPLEXITY FIT AND JOB CHANGE

The study examines job mobility as a function of congruence between individuals' abilities and their job's complexity. The gravitational hypothesis (McCormick, DeNisi, & Staw, 1979; McCormick, Jeanneret, & Mecham, 1972), a keystone of this objective, posits that individuals will sort into jobs that are commensurate with their ability level. This study used various analytical techniques to examine the relationship between ability, person-job fit, and occupational mobility. First, the gravitational hypothesis was tested. Second, the direction of mismatch between ability and job complexity was hypothesized to predict direction of change in job complexity over time. Two national, longitudinal databases, the National Longitudinal Study of the Class of 1972 (NLS-72) and the National Longitudinal Survey of Labor Market Experience-Youth Cohort (NLSY), were used to test these relationships. Results were supportive in both the NLS-72 and the NLSY. Additional analyses examined the difference between measures of objective job complexity and subjective job complexity (Gerhart, 1988) for the gravitational process and the difference in employer- and employee-initiated job changes. These results have implications for employers, vocational counselors and job applicants. Suggestions for improving the ability-job complexity match are provided.     

Contextualized personality measures in employee selection: Extending frame‐of‐reference research with job applicant samples

This study compared contextualized and non‐contextualized personality measures in operational hiring situations, unlike previous research which has largely relied on student or job incumbent samples. Comparisons were made with regard to (A) the frames‐of‐reference adopted by applicants when responding to the measures, (B) relations with subsequent employment interview scores, (C) applicant reactions, and (D) mean scores for the personality scales. The findings highlight potential concerns with using non‐contextualized personality measures for employee selection, as job applicants will likely adopt various frames‐of‐reference unrelated to the intended focus of measurement (i.e., work). Results also indicated that it may be premature to assume contextualized measures elicit improved applicant reactions despite their apparent job‐relatedness. The discussion concludes with suggested directions for future research.     

THE EFFECT OF JOB OFFER TIMING ON OFFER ACCEPTANCE, PERFORMANCE, AND TURNOVER

Employers often enjoy some discretion in how quickly they extend job offers following candidate interviews. Applicant reactions research suggests that quicker offers are more likely to be accepted. This paper reports an archival study investigating the effect of offer timing on offer acceptance and employment outcomes with field data ( N  = 3,012) from 1 large company, including both student ( N  = 906) and experienced ( N  = 2,106) candidates. The 2 groups differed markedly in their recruiting processes, but job seekers of both types were more likely to accept earlier offers. Further, we found no differences for either performance ratings or turnover among employees hired after quicker offers and those who accepted later offers. It therefore appears that employers may benefit from accelerating their postinterview job offer processes, improving their acceptance rates, and reducing vacancy times without incurring either performance or turnover penalties.     

Employer Preferences for the Form and Substance of Employment Application Cover Letters

This study investigates the effect some principal characteristics of employment application cover letters have on personnel officers. A sample of personnel executives from 100 major companies was queried as to their perception of the desirability of 12 common cover letter characteristics. The results indicate that the personnel officers do not consistently perceive letters in the manner suggested by the existing literature. Some characteristics are shown to elicit negative responses from personnel officers, and thus should be avoided by job applicants. Several characteristics are strongly preferred by the sample surveyed. The model for an employment cover letter derived from this study should enhance the applicant's chances for a favorable response, or at least prevent letter forms which might detract therefrom.     

SELF-REPORTED ASSERTIVE JOB-SEEKING BEHAVIORS OF MINIMALLY EDUCATED JOB HUNTERS

Little research attention has focused on the job-search behavior of minimally educated workers. The primary objective of the studies reported was to examine the relationship of self-reported assertive job-hunting behavior to acquisition of employment among minimally educated workers. The results of three studies provide: (a) construct validity evidence for the Assertive Job-Hunting Survey (AJHS; Becker, 1980), (b) evidence for construct similarity across minimally educated job seeker and college student populations, (c) evidence of a significant relationship between the AJHS and both subjective and objective job acquisition criteria in postdictive and predictive research designs, and (d) evidence that the AJHS, a measure of a non-cognitive variable, can make a unique contribution to the prediction of job acquisition beyond cognitive ability measures.