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" Hiring Foreign Workers: "
Sachdev, Aditi Rabindra
Nolan, Kevin P.
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Latin Dissertation
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| Language of Document
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English
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| Record Number
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1107498
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| Doc. No
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TLpq2447296251
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| Main Entry
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Nolan, Kevin P.
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Sachdev, Aditi Rabindra
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| Title & Author
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Hiring Foreign Workers:\ Sachdev, Aditi RabindraNolan, Kevin P.
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| College
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Hofstra University
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| Date
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2020
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| student score
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2020
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| Degree
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Ph.D.
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| Page No
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152
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| Abstract
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Hiring discrimination is a prevalent issue in the U.S. labor market that deprives immigrants of legal employment opportunities (Quillian et al., 2017). Most commonly used assessment methods (i.e. employment interviews) are one of the main barriers limiting skilled immigrants’ access to the labor market (Coates & Carr, 2005). This barrier is caused by practitioners’ strong preference for the subjective approach of an unstructured interview process to evaluate applicants despite research strongly supporting structured interviews, which leads to biased selection outcomes. Numerous studies have shown that unstructured interviews often result in discriminatory outcomes (e.g., de Kock & Hauptfleisch, 2018; Dipboye, 1997), however, relatively little is known about how biases affect the assessment process through which the discrimination occurs (Wolgast et al., 2018). This study examined the psychology guiding the assessment process via unstructured interviews and advanced science by providing an understanding of the decision-making processes (i.e., psychology) through which discrimination occurs via employment interviews. It investigated the indirect effects of applicant’s nationality (American, Chinese, Mexican, Nigerian, and Polish) on participant’s intention to ask questions assessing PO fit via perception of levels of applicant’s PO fit. Furthermore, this study explored the indirect effects of applicant’s nationality on perceptions of PO fit through participant’s xenophobia. Additionally, it investigated the moderating effects of participant’s perception of race congruence between participant and applicant on the relationship between applicant nationality and participant’s xenophobia. Finally, the moderating effects of applicant’s education and work experience on the relationship between participant’s xenophobia and their perception of applicant’s PO fit were examined. This study utilized a 5 (Nationality: American, Chinese, Nigerian, Polish, Mexican) x 2 (Education and Work Experience: Domestic, Foreign) experimental between-subjects factorial design with a sample of 720 MTurk workers to examine these relationships. Findings provided support for a revised model. Overall, results suggest that outgroup applicants were perceived to have lower levels of PO fit, which limited their opportunities to demonstrate their job proficiency. Furthermore, applicants’ education and work experience and participants’ xenophobia moderated the effect of applicant nationality on perceptions of applicants’ PO fit such that perceptions of PO fit of outgroup applicants were lower when applicants had foreign experience and participants had higher level of xenophobia compared to when applicants had domestic experience and participants had lower levels of xenophobia.
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| Subject
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Labor relations
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Occupational psychology
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