Global ETD Search
Search theses and dissertations gathered from participating repositories worldwide. Every result links back to the library that holds it. No account is needed.
Results
Showing 1 to 20 of 42 for “"Job Applicants"”.
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Dress, credentials and rater's sex in evaluation of physically impaired job applicants
… scales, a bogus physically impaired male job applicant. Folders containing instructions, a job description, a 5 x 7 inch color photograph of the applicant, a personal data sheet and the rating scales were randomly assigned to the respondents who evaluated only one job applicant. A …
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The disclosure dilemma: when and why job applicants differ in disclosing their disability status
… disclosure of their disability status on job applications, as well as their perceived likelihood of experiencing discrimination. Section 503 of the Rehabilitation Act sets a hiring aspiration for 7% of all government organizations to be comprised of people with disabilities, and now …
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The use of social media sites to obtain information on job applicants in the recruitment process
… the South African laws governing the privacy of job applicants as well as the laws relating to access to information. The rights of job applicants that may be violated in circumstances where social media background checks are conducted during the recruitment process, are discussed.
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The force of law: Effects of legislation on formal and interpersonal discrimination towards gay and lesbian job applicants
… legislation evaluate hypothetical matched applicants that differ only in presumed sexual orientation, (ii) a field study in which the same applicants portray themselves as gay (lesbian) or non-gay while applying for retail jobs in neighboring cities with or without legislation, and (iii) a …
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A factorial survey experiment to examine how the class background and perceived gender of job applicants influences shortlisting decisions for entry‐level academic posts in higher education in England
… framework, this study examined the effect of applicants’ class background, gender, and their intersection on entry to the academic profession in elite and non‐ elite universities in England. A between‐subjects factorial survey experiment was conducted with 166 participants from 57 universities …
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Job Applicant Faking of Overt Integrity Tests: Fact or Fantasy?
… in part, to concern regarding the ease at which applicants can successfully fake their responses. The current study attempted to assess the extent to which actual job applicants fake overt integrity tests. We assigned one group of applicants to an honest condition and one group to a standard …
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Evaluating a pre-screening questionnaire's predictive validity at a large financial institution
… pre-screening questionnaire was able to predict job performance at a large financial institution. The pre-screening questionnaire comprised a biographical, integrity and interest subscale as predictors of job performance. A sample of 2145 job applicants completed the pre-screening questionnaire …
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Personality Test Validation Research: Present-employee and job applicant samples
… usefulness of personality tests as predictors of job performance, it is common practice to draw a validation sample consisting of individuals who are currently employed on the job in question. It has long been assumed that the results of such a study are appropriately generalized to the setting …
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Relationship of the PDI Employment Inventory Scales to Criminal Behaviors
… and a random sample of 893 non-offender job applicants. The hypothesis that offenders would score lower in integrity scores than non-offenders only gained mixed support, but consistent evidence showed that there were no mean differences between property offenders and other offenders. The …
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Job Applicant Attitudes, Affective Experience, and Justice Perceptions: An Attitudinal Model of Applicant Reactions to Selection Systems
… model of the antecedents and consequences of job applicant responses to selection system participation. The model is based on Affective Events Theory (Weiss & Cropanzano, 1996) and extends previous research on selection system fairness by considering both affective and cognitive responses …
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The use of criminal background checks: does type of offense influence likelihood to interview, likelihood to hire, and salary?
… often excludes them from being selected for a job. This study examines the effects of criminal offenses, such as those often identified through background checks, on selection decisions such as interviewing, hiring, and starting salary. For this study, a résumé with an accompanying background …
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The Effects of Interviewer Self-Monitoring on Male Appearance Discrimination in Employment Decisions
… inch, and balding) was manipulated for potential job applicants. These conditions were examined across different types of jobs (traditionally conservative, neutral, and traditionally liberal). Several hypotheses are offered, with most focused on the concept that those scoring high in …
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The Interacting Effect of Self-Efficacy and Performance Goal Orientation on Goal Setting and Performance: The Positive Side of Performance Goal Orientation
… using a diverse sample (N = 146) of Icelandic job applicants on their way to a job interview. No support for the hypotheses was found. Potential causes for the non-findings are identified and analyzed and the status of the goal orientation construct is discussed.
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The effects of rater sex, ratee sex, and applicant attire on personnel selection
The impact of attire on assessments of job applicants was investigated by creating three dress conditions for two male and two female rates. A formal, intermediate, and casual condition were portrayed for each of the four stimuli. Stimuli were rated on six dimensions relevant to performance as a …
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Explicit and Implicit Gender Bias in Workplace Appraisals: How Automatic Prejudice Affects Decision Making
… gender bias with evaluations of male and female job applicants who engage in agentic, negotiation behavior or not. It was expected that agentic (negotiating) female job applicants, compared to others, would suffer a backlash on ratings of communal traits and that this effect will be exacerbated …
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A qualitative investigation into the cultural diversity in Human Resources at Umkhanyakude district municipality
… methods that provide access to a wider pool of job applicants. Some of the outcomes derived from diversity initiatives are not easily quantifiable or measured but they clearly demonstrate the benefits that can be realized by an organization. Benefits such as: Improved organizational image …
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Disentangling substantive responses from faking: Statistical and practical performance of the Bayesian Retrieve-Edit-Select model
… design and two different samples (real job applicants and Mturk respondents). However, I did not find unequivocal support for the empirical utility of the RES model in the two empirical datasets. Potential reasons for the lack of support, limitations and future directions are discussed.
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Measuring pro-social message in job postings using machine learning
When searching for jobs, job applicants are not only motivated by monetary compensation alone, the meaning and social effects of the work also matter. Pro-social motivation, the desire to have a positive impact on other people or social collectives also play an important role in job searching. On …
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