Race, age, sex, and competence as factors in employer selection of the disadvantaged.

Haefner, James E.

doi:10.1037/0021-9010.62.2.199

Cited by 114 publications

(67 citation statements)

References 5 publications

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“…First, laboratory studies usually do not use employees operating in an actual employment context. Laboratory tasks may be too artificial and raters are asked to make decisions without consequences (e.g., Cleveland et al 1988;Gordon et al 1988;Haefner 1977;Perry et al 1996). These conditions make age more salient and are likely to produce strong demand effects for age discrimination (Finkelstein et al 1995).…”

Section: General Summary and Discussionmentioning

confidence: 99%

“…Haefner (1977) created hypothetical job candidate profiles and had 286 managers make hiring decisions. He found statistically significant main effects for gender (males were rated higher), age (younger candidates were rated higher), and competence (highly competent candidates were rated higher).…”

Section: Laboratory Research Examining Age Discrimination In the Emplmentioning

confidence: 99%

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Review of Research on Age Discrimination in the Employment Interview

Morgeson

Reider²,

Campion

et al. 2008

J Bus Psychol

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This paper reviews the research literature on age discrimination in the employment interview and related contexts. Twenty one studies were identified which explored whether age discrimination occurs within the context of the employment interview since the Age Discrimination in Employment Act was put into law. Sixteen studies were conducted in laboratory settings. It was concluded that evidence of age discrimination in the employment interview is commonly observed in laboratory studies which do not assess the influence of other job-relevant characteristics. Laboratory studies may create too much artificiality, where the impact of qualifications is artificially minimized and the impact of irrelevant factors like age are maximized. Only 5 of the 21 studies were conducted in the field, but they found far less consequential age discrimination in the employment interview.The passing of the Age Discrimination in Employment Act (ADEA) in 1967 has resulted in a wide variety of research into how age might impact decisions in the employment setting. For example, scholars have examined how age affects actual job performance, the nature of age stereotypes in the work setting, how age might impact performance ratings, and how age relates to recruitment, selection, and promotion decisions. This paper focuses on a subset of this research by reviewing the research literature on how applicant age might affect outcomes in the employment interview. This paper presents a narrative review of this area of research in order to summarize findings for both researchers and practitioners. This method is used to identify and explain the reasons why some studies find the occurrence of age discrimination in the employment interview context when others do not. We begin with a discussion of the methodology used to identify and select articles to be covered in the present review. This is followed by a narrative summary of key articles. We organize key research findings by first presenting lab findings and then results from field research. A chronological list of the empirical articles reviewed, and their major features, is contained in Table 1. We conclude this paper by discussing the research and practical implications. Review MethodologySeveral different means were utilized to locate relevant articles. First, the reference lists of the last four major reviews of the employment interview were searched (Arvey and Campion 1982;Harris 1989;Posthuma et al. 2002;Schmitt 1976) covering the period of time since the ADEA was passed in 1967. Second, all empirical articles in the most recent review (Posthuma et al. 2002) were manually searched to identify any studies that concern age discrimination. Third, a computer search of the published

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Section: General Summary and Discussionmentioning

confidence: 99%

Section: Laboratory Research Examining Age Discrimination In the Emplmentioning

confidence: 99%

Review of Research on Age Discrimination in the Employment Interview

Morgeson

Reider²,

Campion

et al. 2008

J Bus Psychol

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“…Additionally, in a study of what factors have the most influential impact on employer's selection process (race, gender, competence or age); low competence of the applicant was detrimental to being selected (Haefner, 1977;Hitt, & Barr, 1989). While it may seem like simple prediction that those who are highly skilled or competent are selected for the position, this question has not been posed within the framework of nepotism.…”

Section: Competencementioning

confidence: 99%

“…Within the discrimination literature, it has been found that what can be of some importance when evaluating an applicant is their level of skill or ability. Specifically, previous research has shown that when an applicant is described as competent, they are evaluated more positively (Desrumaux-Zagrodnicki, 2001;Desrumaux-Zagrodnicki & Rainis, 2000;Haefner, 1977;Pansu & Dubois, 2002). For example, Desrumaux, De Bosscher, and Léoni (2009) found in their study of gender, attractiveness and sex-typed jobs, the applicant described as highly competent was rated higher than those who were not described as competent.…”

Section: Competencementioning

confidence: 99%

Bringing Along the Family: Nepotism in the Workplace

Muhammad¹

2012

PsycEXTRA Dataset

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The current study advances an organizational justice theory to the concept of workplace nepotism. I examined if an individual's perception of nepotism can be influenced by their cultural self-construal and how the different components of organizational justice (distributive, procedural, interactional and informational) provide the psychological mechanism through which they base their judgments of fairness. A 2 (organizational selection: merit, nepotism) X 2 (competence: high, low), X 2 (in-group, out-group) experimental design was be utilized to test this theory.Participants read a randomized vignette, which varied the level of the six important factors. They then completed dependent variables (fairness evaluations and organizational reactions) about each scenario. This study represents the first empirical investigation of nepotism through the lens of individual's cultural self-construal and organizational justice. BRINGING ALONG THE FAMILY: NEPOTISM IN THE WORKPLACE

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“…Arvey (19791 reviewed three studies (Wexley & Nemeroff, 1974;Haefner, 1977;Rand & We×iPy, 1975) that examined the effects of race on employment interview ratings and two studies (Haefner, 1977;Rosen & Jerdee, 1976) that examined the effects of age on interview ratings.…”

Section: Age and Race Of The Intervieweementioning

confidence: 99%