Previous research has shown that Middle Eastern applicants' ethnic names and affiliations caused Caucasian raters to demonstrate increased discrimination during resume screening. The current study extended previous research by investigating the differences in job suitability ratings given by Middle Eastern and Caucasian raters for Middle Eastern job applicants by exploring rater ethnicity as a possible moderator in the relationship between ethnic identifiers and job suitability ratings, as well as studying the effect of acculturation on Middle Eastern raters' judgments of applicant job suitability. Contrary to the prediction, the current study found that participants gave significantly higher mean job suitability ratings to the partially identified Middle Eastern resume compared to the White resume. Furthermore, White raters did not give lower mean ratings to the partially and fully identified Middle Eastern resumes as compared to the White resume. However, Middle Eastern raters did give higher mean job suitability ratings to the partially identified Middle Eastern resume as compared to the White resume. Finally, the current study found that Middle Eastern raters with lower levels of acculturation gave higher mean job suitability scores to the fully identified Middle Eastern resume.
|Advisor:||Whitney, David J.|
|Commitee:||Kroesche, Thomas R., Nguyen, Hannah-Hanh D., Wiley, Mark|
|School:||California State University, Long Beach|
|Department:||Industrial and Organizational Psychology|
|School Location:||United States -- California|
|Source:||MAI 52/03M(E), Masters Abstracts International|
|Subjects:||Middle Eastern Studies, Occupational psychology, Ethnic studies|
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