Top management team (TMT), Governmental experience, Political networking, Firm performance,

Entrepreneurs may enter the labor market to seek alternative employment opportunities, and their job applications are gaining increasing attention. With a focus on the recruiting side, we leverage the role congruity theory to examine how recruiters with various characteristics and backgrounds assess former entrepreneurs who apply for corporate jobs. We propose that job applicants with entrepreneurial experience will systematically receive fewer offers than otherwise equally qualified non‐entrepreneur applicants. However, we also suggest that this “entrepreneurship‐penalty effect” will be weakened when the recruiters are female, have shorter organizational tenure, or have entrepreneurial experience. We tested our hypotheses in a policy‐capturing experiment with follow‐up surveys using a sample collected in 2019 and 2022, that is, before and after the outbreak of COVID‐19. We found general support for our hypotheses and identified recruiters’ preferences for entrepreneur‐applicants at two‐time points. Results revealed that recruiters of different characteristics and backgrounds had varying assessments of former entrepreneur applicants, which provides implications for both sides of recruitment.

Research on identity threat has predominantly focused on the consequences of threat to some ascribed or involuntary identities, while overlooking individuals' responses to occupational identity threat. Integrating identity theory with identity threat literature, we argue that encountering occupational identity threat promotes negative emotion and feedback-seeking behavior, and negative emotion further mediates the relationship between occupational identity threat and feedback-seeking behavior. Moreover, individuals' performance self-esteem strengthens both the direct effect of occupational identity threat on negative emotion, and the indirect effect of occupational identity threat on feedback-seeking behavior through negative emotion. The results from two experimental studies and one field study provide support for these predictions. We discuss the theoretical and practical implications of our findings.

Grooming and dress style have both been found to influence the probability of a job applicant being hired. We argue that as these two elements take effect simultaneously during a job application, it is necessary to simultaneously examine the interaction of these two elements of appearance. Based on cue consistency theory, we propose that grooming and a gender-inconsistent dress style weaken the effects of each other, especially when the evaluators are men. We used three samples to progressively test our hypotheses. With Sample 1 (n = 142), we found that masculine dress weakened the positive effect of grooming on the hirability of female applicants. Furthermore, the interaction effect of grooming and dress style was stronger for male than for female evaluators. With Sample 2 (n = 152), we found that perceived competence mediated the two-way interaction effect of grooming and dress style on hirability. We used Sample 3 (n = 155) to further examine whether these findings could be generalized to male applicants and found that the interaction effect of grooming and masculine dress was stronger for male than for female evaluators.

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