Why Are Health Care Managers Biased Against Hiring Service Providers With Tattoos?

Arndt, Aaron D.; McCombs, Gayle B; Tolle, Susan Lynn; Cox, Christina

doi:10.1080/15332969.2017.1289789

Cited by 10 publications

(10 citation statements)

References 22 publications

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“…The top gender difference, when it comes to "First Impression/Stigma," reveals 77% of male words or phrases when considering neck/face tattoos, where as "Concealed/Cover Up" reveals 40% of female words or phrases when considering neck/face tattoos during the ESP. Our findings support the literature that suggests that during the ESP, visible tattoos can have a negative impact on the screening process as it pertains to the area of bias (Arndt, McCombs, Tolle, & Cox, 2017;Larson, Patterson, & Markham, 2014;Whorton, 2015).…”

Section: Discussionsupporting

confidence: 90%

“…Dillingh, Kooreman, and Potters (2016) research observed that 10% of the participants had tattoos on the face and neck area of the body.The decision to have a tattoo placed on the face or neck area has been shown to have a negative economic and social consequence for the individual. Brallier, Maguire, Smith,& Palm (2011) suggested that people in a managerial capacity and the greater parts of society feel that a visible tattoo (Arndt, McCombs, Tolle, & Cox, 2017) remains a factor in determining suitability for employment. Visible tattoos can have a negative influence in the ESP (Foltz, 2014).…”

Section: Tattoo Locationmentioning

confidence: 99%

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Employment Interview Screening: Time to Face the Ink

Antonellis¹,

Silsbee²

2018

JBEP

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This article focuses on the impact that face and/or neck tattoos may have on the employment screening process. With some estimates placing the number of possible candidates with tattoos as high as 28%, and the increase in social acceptance of tattoos, reveals that this research may play a significant role for the employer and the candidate during the employment screening process. Tattoos today can be found on men and women, with no limits on professional status and the tattoo designs can hold profound meaning to the wearer. This qualitative study analyzed data from 243 participants. The data was broken down into gender responses when it comes to assessing a candidate with a face/neck tattoo during the employment screening process. One significant theme that emerged is that 50% of the participants reported that they would hire a candidate with a visible face/neck tattoo depending on the position, revealing that employment screeners still feel that a visible tattoo may be acceptable for some positions and not acceptable for other positions.

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Section: Discussionsupporting

confidence: 90%

Section: Tattoo Locationmentioning

confidence: 99%

Employment Interview Screening: Time to Face the Ink

Antonellis¹,

Silsbee²

2018

JBEP

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“…Interestingly, in the context of tattoos, an identified hiring bias was not based on negative stereotypes of the employer regarding applicant qualifications. Instead, employers assumed that customers might have negative stereotypes and took this assumption already into consideration (Arndt et al 2017).…”

Section: Physical Attributesmentioning

confidence: 99%

“…Times cited (Percent) Customers stereotype employees Alvarez et al 2017;Ang et al 2018;Arndt et al 2017;Ashforth and Kreiner 1999;Ashforth et al 2007;Babin et al 1995;Cowart and Brady 2014;Cowart and Lehnert 2018;Dean 2010;DeShields et al 1996;Fischer et al 1997;Gill et al 2017;Guo and Main 2012;Harrison-Walker 1995;Hekman et al 2010;Hopkins et al 2005;Jones et al 1998;Koernig and Page 2002;Luoh and Tsaur 2009;Mai and Hoffmann 2011;Mai and Hoffmann 2014;Matta and Folkes 2005;McGee and Spiro 1991;Mende et al 2018;Mikolon et al 2016;Mohr and Henson 1996;Moshavi 2004;Pinar et al 2017;Poddar et al 2015;Rao Hill and Tombs 2011;Ruggs et al 2015;Rule et al 2016;Scott et al 2013;Shao et al 2004;Sharma et al 2009;Sichtmann and Micevski 2018;Snipes et al 2006;Stafford 1998;Stafford et al 1995;Sundaram and Webster 2000;Thelen et al 2010;...…”

Section: Stereotype Direction Referencesmentioning

confidence: 99%

“…Customers stereotype themselves Alvarez et al 2017;Baker et al 2008;Lee et al 2011 (3) Employees stereotype customers Ainscough and Motley 2000;Alvarez et al 2017;Ayres and Siegelman 1995;Burgess and Greaves 2013;Cowart and Darke 2014;Kim et al 2017;King et al 2006;Mai and Hoffmann 2014;Roth and Voskort 2014;Ruggs et al 2015;Sharma et al 2009;Summers et al 2018;Zolfagharian et al 2017;Zolfagharian et al 2018 14 (16) Employees stereotype employees Arndt et al 2017;King and Ahmad 2010;Mai and Hoffmann 2014;McElroy et al 2014;Rule et al 2016 (6) Employees stereotype company Homburg et al 2011;Wieseke et al 2012 (2) Employees stereotype professions Ashforth and Kreiner 1999;Ashforth et al 2007;Gaucher et al 2011 Ahmed et al 2002;Arndt et al 2017;Cowart and Lehnert 2018;Dean 2010;Fischer et al 1997;Gill et al 2017;Jones et al 1998;Kim et al 2017;King and Ahmad 2010;Koernig and Page 2002;Lee et al 2011;Matta and Folkes 2005;…”

Section: Limitations Of the Study And Conclusionmentioning

confidence: 99%

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Stereotypes in Services - A Systematic Literature Review to Move from Scattered Insights to Generalizable Knowledge

Fleischer¹

2020

SMR

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Over the last 40 years, the impact of stereotypes in a service context has been investigated repeatedly, as stereotypes can have a strong influence on interactions during the service encounter. The many academic studies analysed various stereotypes, took a customer or employee perspective, investigated attitudinal or behavioural outcomes before and after an interaction and found both positive and negative effects of stereotypes. Thus, a synthesis of research is needed that integrates existing knowledge to clarify what researchers have learnt about stereotypes in services. The main contribution of our research is to aggregate and categorise the highly specialized findings that exist on specific stereotypes and thus make the current knowledge more generalisable. The results of our study reveal that a strong focus on customer stereotypes regarding employees exists, but other stereotype constellations are less often investigated. Similarly, the investigation of more subtle stereotype triggers and the consideration of contextual factors should receive more attention. Finally, even as we identified meaningful managerial implications to address the consequences of stereotypes, academic papers need to include a practitioner’s perspective more consequently.

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Do employees' tattoos leave a mark on customers' reactions to products and organizations?

Ruggs

Hebl

2022

J Organ Behavior

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Previous research has shown negative evaluations of tattooed employees in the workplace, particularly in white-collar jobs and by hiring managers (e.g., Henle et al., 2021, as they are perceived to possibly damage an organization's image.Drawing on the stereotype and stigma literatures (e.g., Kunda & Spencer, 2003, Zhang et al., 2021, we examined how customers evaluate tattooed employees and the organizations for which they work. We also explored the role of tattoo-related stereotypes as a mechanism to explain the influence of employee tattoos on customers' reactions. Across two studies, we found that customers held both negative and positive stereotypes about tattooed employees but they did not display more negative attitudes or behaviors toward tattooed (vs. non-tattooed) employees.Further, in white-collar jobs that involve artistic skills, tattooed employees were viewed more positively, which in turn was related to greater hiring intentions for these employees compared to non-tattooed employees. We discuss implications of our findings with respect to the shifting nature of tattoos as stigma, the role of stereotype application in understanding tattoo stigma, and the value of considering greater contextual factors in the evaluation of how tattooed employees affect organizations.

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Why Are Health Care Managers Biased Against Hiring Service Providers With Tattoos?

Cited by 10 publications

References 22 publications

Employment Interview Screening: Time to Face the Ink

Employment Interview Screening: Time to Face the Ink

Stereotypes in Services - A Systematic Literature Review to Move from Scattered Insights to Generalizable Knowledge

Do employees' tattoos leave a mark on customers' reactions to products and organizations?

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