{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/87492"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/87492","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"The Effects of Recruiting Source and Employee Demographic Similarity on Employee Outcomes: Is Recruiting Source Merely a Proxy for Employee Demographic Similarity","abstract":"Research on recruiting sources has found that the use of employee referrals is positively related to employee tenure and performance. However, it is unclear whether a relationship exists between recruiting source used and applicant gender and race. Research has also found that organizational demographic composition affects employee turnover and performance. This study analyzes data, on several thousand employees of a U.S. based, products and service company, to investigate whether (1) there are systematic differences in recruiting source use across gender and race, (2) those differences explain differences in post-hire outcomes, and (3) the relationships between recruiting source use and gender and race, and recruiting source use and post-hire outcomes are influenced by organizational demographic composition. I do not find systematic differences in recruiting source across gender and race. I do find evidence that organizational demographic composition influences the relationships between (1) gender-race and recruiting source use, and (2) recruiting source use and post-hire outcomes. However, the relationships are not the same across gender and race.","abstract_html":"Research on recruiting sources has found that the use of employee referrals is positively related to employee tenure and performance. However, it is unclear whether a relationship exists between recruiting source used and applicant gender and race. Research has also found that organizational demographic composition affects employee turnover and performance. This study analyzes data, on several thousand employees of a U.S. based, products and service company, to investigate whether (1) there are systematic differences in recruiting source use across gender and race, (2) those differences explain differences in post-hire outcomes, and (3) the relationships between recruiting source use and gender and race, and recruiting source use and post-hire outcomes are influenced by organizational demographic composition. I do not find systematic differences in recruiting source across gender and race. I do find evidence that organizational demographic composition influences the relationships between (1) gender-race and recruiting source use, and (2) recruiting source use and post-hire outcomes. However, the relationships are not the same across gender and race.","abstract_has_math":false,"creators":["Taber, Mary Elizabeth"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Labor and Industrial Relations","degree_department":null,"school":null,"contributors":["Wallace E. Hendricks"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2015,"date_issued":"2015-09-28T16:04:03Z","date_published":"2015-09-28T16:04:03Z","updated_at":"2026-07-22T22:26:30Z","subjects":["Sociology, Demography"],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["(MiAaPQ)AAI9953154"],"render_values":[{"text":"(MiAaPQ)AAI9953154","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/2142/87492","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Wallace E. Hendricks"]},{"key":"dc:creator","label":"Author","values":["Taber, Mary Elizabeth"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2015-09-28T16:04:03Z","10000-01-01","1999"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Labor and Industrial Relations"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Sociology, Demography"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/87492","(MiAaPQ)AAI9953154"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Research on recruiting sources has found that the use of employee referrals is positively related to employee tenure and performance. However, it is unclear whether a relationship exists between recruiting source used and applicant gender and race. Research has also found that organizational demographic composition affects employee turnover and performance. This study analyzes data, on several thousand employees of a U.S. based, products and service company, to investigate whether (1) there are systematic differences in recruiting source use across gender and race, (2) those differences explain differences in post-hire outcomes, and (3) the relationships between recruiting source use and gender and race, and recruiting source use and post-hire outcomes are influenced by organizational demographic composition. I do not find systematic differences in recruiting source across gender and race. I do find evidence that organizational demographic composition influences the relationships between (1) gender-race and recruiting source use, and (2) recruiting source use and post-hire outcomes. However, the relationships are not the same across gender and race.","Made available in DSpace on 2015-09-28T16:04:03Z (GMT). No. of bitstreams: 2 license.txt: 4848 bytes, checksum: 96035ab3f5e1c23cc7138a224ce498bd (MD5) 9953154.pdf: 6026355 bytes, checksum: 5467a22ba44a80f24442343475cbb443 (MD5) Previous issue date: 1999","Embargo set by: Seth Robbins for item 88773 Lift date: Forever Reason: Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","U of I Only","143 p.","Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 1999."]},{"key":"dc:title","label":"Title","values":["The Effects of Recruiting Source and Employee Demographic Similarity on Employee Outcomes: Is Recruiting Source Merely a Proxy for Employee Demographic Similarity"]}]}],"canonical_facts":{"dc:contributor":["Wallace E. Hendricks"],"dc:creator":["Taber, Mary Elizabeth"],"dc:date":["2015-09-28T16:04:03Z","10000-01-01","1999"],"dc:description":["Research on recruiting sources has found that the use of employee referrals is positively related to employee tenure and performance. However, it is unclear whether a relationship exists between recruiting source used and applicant gender and race. Research has also found that organizational demographic composition affects employee turnover and performance. This study analyzes data, on several thousand employees of a U.S. based, products and service company, to investigate whether (1) there are systematic differences in recruiting source use across gender and race, (2) those differences explain differences in post-hire outcomes, and (3) the relationships between recruiting source use and gender and race, and recruiting source use and post-hire outcomes are influenced by organizational demographic composition. I do not find systematic differences in recruiting source across gender and race. I do find evidence that organizational demographic composition influences the relationships between (1) gender-race and recruiting source use, and (2) recruiting source use and post-hire outcomes. However, the relationships are not the same across gender and race.","Made available in DSpace on 2015-09-28T16:04:03Z (GMT). No. of bitstreams: 2 license.txt: 4848 bytes, checksum: 96035ab3f5e1c23cc7138a224ce498bd (MD5) 9953154.pdf: 6026355 bytes, checksum: 5467a22ba44a80f24442343475cbb443 (MD5) Previous issue date: 1999","Embargo set by: Seth Robbins for item 88773 Lift date: Forever Reason: Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","U of I Only","143 p.","Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 1999."],"dc:identifier":["http://hdl.handle.net/2142/87492","(MiAaPQ)AAI9953154"],"dc:language":["eng"],"dc:subject":["Sociology, Demography"],"dc:title":["The Effects of Recruiting Source and Employee Demographic Similarity on Employee Outcomes: Is Recruiting Source Merely a Proxy for Employee Demographic Similarity"],"dc:type":["text"],"thesis:degree_discipline":["Labor and Industrial Relations"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Ph.D."],"thesis:institution_name":["University of Illinois at Urbana-Champaign"]},"updated_at":"2026-07-22T22:26:30Z"}