Human resource management: a strategic approach, ed. 3/ Anthony

xxi, 904 hal: ill,tab; 25 c

Human resource management: a strategic approach, ed. 3/ Anthony

xxi, 904 hal: ill,tab; 25 c

Human resource management: a strategic approach, ed. 3/ Anthony

xxi, 904 hal: ill,tab; 25 c

Human resource management: a strategic approach, ed. 3/ Anthony

xxi, 904 hal: ill,tab; 25 c

Human resource management: a strategic approach, ed. 3/ Anthony

xxi, 904 hal: ill,tab; 25 c

Human Resource Management : A Strategic Approach

xxiii, 730 p.; ill.; 30 cm

Employment Qualifications, Person-Job Fit, Overqualification Attributions, and Hiring Recommendations: A Three-Study Investigation

Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., underqualified, adequately qualified, or overqualified) on hiring recommendations, and how the relationship was influenced by person–job (P-J) fit and underemployment attributions. In Study 1, we tested and found support for the strength and effectiveness of the employment qualification level manipulation. In Study 2, the results demonstrated that overqualified applicants received higher ratings on objective P-J fit, subjective P-J fit, and hiring recommendations than underqualified applicants. Also, overqualified applicants were rated higher on objective and subjective P-J fit than adequately qualified applicants. However, the results indicated no significant differences between adequately qualified and overqualified applicants on hiring recommendations. Finally, P-J fit was found to fully mediate the employment qualification level–hiring recommendation relationship, but only subjective P-J fit (i.e., and not objective P-J fit) was a significant mediator. In Study 3, we assessed the potential effects of underemployment attribution (i.e., internal-controllable vs. external-uncontrollable) on interviewer hiring recommendation. Results demonstrated that applicants who made an external-uncontrollable attribution for their overqualification were perceived negatively and received lower ratings on hiring recommendations than applicants who made an internal-controllable attribution for their underemployment. Furthermore, the underemployment attribution-hiring recommendation relationship was found to be fully mediated by subjective (but not objective) P-J fit. Contributions of these results to theory, research, and practice, strengths and limitations, and directions for future research are discussed

Implicit sources of bias in employment interview judgments and decisions.

This study empirically examined implicit sources of bias in employment interview judgments and decisions. We examined two ethnic cues, accent and name, as sources of bias that may trigger prejudicial attitudes and decisions. As predicted, there was an interaction between the applicant name and accent that affected participants\u27 favorable judgments of applicant characteristics. The applicant with the ethnic name, speaking with an accent, was viewed less positively by interviewers than the ethnic named applicant without an accent and non-ethnic named applicants with and without an accent. Furthermore, modern ethnicity bias had a negative association with the favorable judgments of the applicants, which, in turn, affected hiring decisions. Implications of the results, limitations of the study, and directions for future research are discussed