How perceived discrimination and professional rejection sensitivity impact women's career success

Professional rejection is a widespread phenomenon—most, if not all, of us have or will experience it in our lifetimes. However, some are more adept at handling it than others. This paper examines individual differences in how people interpret and handle professional rejection, proposing a construct called professional rejection sensitivity. We focused on whether this construct predicts decreased self-promoting behaviors and increased self-silencing behaviors and, subsequently, whether that impacts career success for junior faculty. Moreover, we investigated whether women may be disproportionally predisposed to professional rejection sensitivity because they tend to experience more discrimination in the workplace than men. We collected self-report data (i.e., individual differences) and biodata (i.e., curriculum vitae) from 300 junior faculty and found evidence of gender differences, such that women perceive more discrimination and report higher professional rejection sensitivity than men. We also found that individuals who are higher in professional rejection sensitivity are more likely to practice self-silencing behaviors, and individuals who perceive more discrimination have lower career success. This paper serves as the first step in demonstrating the existence of professional rejection sensitivity, which can guide future research that addresses how individuals can overcome this disposition. To support this path of research, we conclude with suggestions for potential interventions.     

What's in a Name? A Multiracial Investigation of the Role of Occupational Stereotypes in Selection Decisions

Bertrand & Mullainathan (2002) found evidence that race-typed names can have a significant influence on the evaluation of résumés. The current study expanded on their research by manipulating both the race (Asian American, Black, Hispanic, White) and quality of the résumé (high, low), and by considering occupational stereotypes as an explanatory mechanism. White male participants ( N =155) read a fictitious résumé, evaluated the applicant, and judged his suitability for jobs. The results revealed that Asian American individuals were evaluated highly for high-status jobs, regardless of their résumé quality. White and Hispanic applicants both benefited from a high-quality résumé, but Black applicants were evaluated negatively, even with strong credentials. Results of mediation analyses demonstrated that occupational stereotypes accounted for the relationship between race and evaluations of applicants.     

Post-traumatic stress disorder and hiring: The role of social media disclosures on stigma and hiring assessments of veterans

A significant percentage of veterans suffer from post-traumatic stress disorder (PTSD). Veterans are often directed to social media platforms to seek support during their transition to civilian life. However, social media platforms are increasingly used to aid in hiring decisions, and these platforms may make veterans’ PTSD more discoverable during the hiring process. Based on social identity theory and identity management theory, the integrated suspicion model, and the stigma literature, we conducted four studies that examine veterans’ PTSD disclosures on social media and the consequences in the hiring process. Study 1 suggests that 16%–34% of veterans included cues related to PTSD status on social media. Study 2, based on 290 upper-level business students, shows that veterans with PTSD were more stigmatized than veterans without PTSD, and stigmatization is associated with more suspicion and lower hiring-related ratings (of expected task performance, expected organizational citizenship behaviors (OCB), expected counterproductive work behaviors (CWB), and intention to interview). Study 3, based on 431 working professionals with hiring experience, further supports relationships from Study 2. Study 4, based on 298 working professionals, identifies peril (i.e., perceptions regarding danger) as an additional mediator for the effects of PTSD on hiring-related ratings. In sum, we identify and explore the identity management conundrum that social media disclosure poses for veterans with PTSD in the hiring process and discuss potential remedies and avenues for future research.     

The Process of Occupational Decision Making: Patterns during the Transition to Adulthood

In this paper, we consider how recent social changes in the United States may be affecting vocational decision making. While adolescents often maintain high educational and occupational aspirations, the transition from school is characterized by few institutional supports, the prolongation of education, and a multitude of options with respect to the combination of school, work, and family. In such a context, what themes characterize decision making about schooling and occupational careers? We draw on qualitative interviews collected as part of the Youth Development Study (n=1000), a longitudinal study of work through adolescence and early adulthood. Multiple themes were identified including unfulfilled expectations, the postponement of decisions, turning points that crystallized decisions, and resources and obstacles including, among others, family, work, school counseling, and teachers. These themes characterize contemporary occupational decision making and thus would be appropriate focal points for future research. They also suggest that social policies may need to be modified to facilitate the young people's quest for vocational identity and work.     

Subtle Discrimination Overtakes Cognitive Resources and Undermines Performance

Meta-analyses demonstrate that the negative effects of subtle forms of discrimination on a range of work-related outcomes can be worse than those of overt discrimination (Dhanani et al. Personnel Psychology, 71(2), 147–179, 2018; Jones et al. Journal of Management, 42(6), 1588–1613, 2016). Yet, these syntheses and the primary studies on which they are based offer little insight into how or why these effects emerge. In the current study, we examine consequences of both of these types of discrimination on task performance and citizenship intentions via cognitive resource depletion. A total of 131 women experienced (a) overt discrimination, (b) subtle discrimination, (c) overt and subtle discrimination, or (d) no discrimination and were then asked to conduct a series of in-basket performance tasks. Results revealed that subtle (but not overt) discrimination significantly impaired measures of task performance and that cognitive resource depletion mediated these relationships. By pinpointing cognitive resource depletion as the mechanism that transmits the negative consequences of subtle discrimination, this work sheds new light onto this detrimental psychological experience and further opens up new opportunities for its remediation.