Influence Hiring Decisions Research Articles

Social Networking Postings: Views from School Principals

Numerous recent media accounts indicate that teachers are being fired, put on probation, or otherwise censured because of information found on their social networking sites (SNS). While the literature in business, psychology, and pharmacy shows initial investigations of the impact of SNS information on hiring decisions, this area has not been investigated in the field of education. Data from pre-service teachers’ SNS were compiled into a 51-item questionnaire and K-12 school principals rated each statement on its likelihood to influence a hiring decision if it were found on the SNS of a teacher applying for a position at his or her school. The statements included on the questionnaire included sexual talk, swearing, violent language, references to drugs and/or alcohol use, and language that could be considered pejorative to individuals with disabilities, persons of color and/or homosexual individuals. The findings of this preliminary study indicate that of the 51 statements, 28 had average ratings in the moderate-to-significant impact on hiring decision range and 22 had average ratings in the minor-to-moderate impact on hiring decision range. Only one item of the 51 fell in the no impact-to-minor impact on hiring decision range. Findings are discussed in relation to professional dispositions, categories of information that may influence hiring decisions, and internet use policies. Implications based on the data from this study include the need to develop state and university policies for SNS use. Finally, the results of this study indicate that further research into hiring administrators’ use of data from SNS in hiring decisions is warranted.

The impact of humorous media on attitudes toward persons with disabilities

Purpose: To examine the relationship between disability-related humor and attitudes toward persons with disabilities in business students (i.e. “future employers”). Method: Students watched one of two films designed to reduce negative attitudes toward persons with disabilities (one humorous in tone and the other serious in tone) or no film at all, and completed a measure of attitudes toward persons with disabilities. Results: Results indicated that, after controlling for previous contact with persons with disabilities, age, and gender, students who watched the humorous film reported significantly more positive attitudes toward persons with disabilities. Conclusions: Disability humor may be an effective means of positively influencing attitudes toward persons with disabilities in future employers.Implications for RehabilitationThe acceptance and integration of persons with disabilities into society continues to be limited by negative attitudes.Previous research has shown that employers with positive attitudes toward persons with disabilities may be more likely to hire a person with a disability than employers with negative attitudes.In this study, students who watched a humorous film reported significantly more positive attitudes toward persons with disabilities than students who watched a serious film or no film at all.Consequently, it may be beneficial to embed disability humor into job-placement strategies in order to improve attitudes and positively influence hiring decisions.

Cultural filtering in the hiring process and its relationship to welfare reform

In this paper, we perform an initial, exploratory analysis to determine whether firms use “cultural filters” as indirect and direct proxies for human capital when screening potential applicants for employment opportunities. Using data collected from three counties in Washington State, we find that these filters do, indeed, influence hiring decisions. As a result, it may be advantageous for policy makers to consider restructuring welfare policies to account for the effects of these cultural filters.

The influence of relation-based and rule-based regulations on hiring decisions in the Australian and Hong Kong Chinese cultural contexts

Investigation of the cultural factors that may influence the employment decisions of managers is of increasing importance in the global business environment. The purpose of this research is to examine whether particularistic ties based on friendship influence hiring practices in relation-based (Hong Kong Chinese) and rule-based (Australian) cultural contexts. Three studies were conducted to examine this research question. Results indicate that friendship-based particularistic ties, specifically guanxi and mateship, can influence hiring decisions in both relation- and rule-based cultural contexts. The results of the studies have implications for human resource managers with regards to staffing organizations operating in different cultural contexts.

Impact of large angle horizontal strabismus on ability to obtain employment

ObjectiveTo determine if large angle esotropia and exotropia could impact a person’s ability to obtain employment. DesignLaboratory experiment. ParticipantsSeventy-nine respondents unaware of the purpose of the study. MethodsPhotographs of two men and two women were digitally altered to create photographs of the same individual in an orthotropic, esotropic, and exotropic state. The photographs were then randomly affixed to similarly qualified job résumés. The 79 study respondents, unaware of the purpose of the study, were asked to (1) rate each individual applicant on selected job qualification variables, and (2) rank the applicants against each other in order of hiring preference. Main outcome measuresIndividual applicant rating and hiring preference scores. ResultsWomen with normal ocular alignment received greater hiring preference scores than did strabismic women (P = 0.007). No difference in hiring preference scores was noted between strabismic and non-strabismic male applicants (P = 0.47). ConclusionsLarge angle horizontal strabismus appeared to be vocationally significant for female applicants, reducing a strabismic female applicant’s ability to obtain employment. The presence of strabismus did not appear to influence hiring decisions of male applicants.

The Occupational Stereotypes and Expectations for Their Children Held by Mothers Representing Different Ethnic Communities in Miami1

The study focuses on the occupational expectations and aspirations that mothers, representing 5 different ethnic groups and 2 social classes, have for their children. An intergroup perspective was adopted by considering the occupational stereotypes that mothers have of the different ethnic groups, and the extent to which ethnic group membership influences hiring decisions. The results indicate that there exist very clear ethno‐occupational stereotypes, and that these influence hiring decisions. However, despite wide variation in the occupational status in the stereotypes of different ethnic groups, mothers had universally high expectations for their children. The extent to which these represent optimism or false hope is addressed.

Comparison of the factors influencing interviewer hiring decisions for applicants with and those without disabilities

Two studies present an examination of the factors that influence hiring decisions for applicants with, and those without, disabilities in the employment interview. In Study 1, an integrative conceptual model of interviewer hiring decisions was proposed and tested in a field sample of applicants with disabilities. Interviewers provided ratings for 70 unstructured interviews with disabled applicants. Study 2 examined the fit of the model in an independent field sample of interviews with fully-able applicants (n=165). Results supported the model among both groups of applicants. Implications and recommendations for future research are discussed.

THE POWER OF NUMBERS IN INFLUENCING HIRING DECISIONS

This article explores the influence that the proportion of women in a department has on hiring decisions in the field of psychology. A sample of advertisers from the APA Monitor was asked to identify the gender of the candidate hired. Hiring patterns were the same for men and women hirers in nonacademic organizations, as each favored male candidates. In academic hiring, women candidates were favored in departments with moderate female representation. This finding counters claims that women are hired by departments with few women in response to affirmative action. Rather, the presence of moderate numbers of women influences hiring decisions that promote women's opportunities.

Leadership Origin and Organizational Performance in Prosperous and Decline Firms.

Does top management matter? This question is investigated by identifying two types of leadership succession (insider and outsider) and two organizational situations (decline and prosperous). Results suggest that leadership origin influences hiring decisions, but has no impact on profitability.