The present study examined the effects of ethnic identity and ethnicity on hiring discrimination (via perceived job suitability ratings) and rater prejudice against Middle-Eastern applicants. A sample of N = 69 employed college students of Caucasian and African-American descent role-played recruiters rating fictitious job resumes (varying on job applicants' ethnicity) on Perceived Job Suitability. It was hypothesized that job applicants' ethnic identification would predict ratings, and that participants' ethnicity and ethnic identity were examined as moderators of the target relationship. The findings did not support the predictions. Specifically, the current study found that participants rated the Middle Eastern resumes higher than the Caucasian resume, regardless of the rater's ethnicity. Furthermore, the partially identified Middle Eastern resume received higher than the fully identified Middle Eastern resume from both Caucasian and African American groups. Lastly, the ethnic identity level of a rater did not affect his or her job suitability ratings.
|Advisor:||Maxfield, Lisa M., Nguyen, Hannah-Hanh|
|Commitee:||Whitney, David J.|
|School:||California State University, Long Beach|
|School Location:||United States -- California|
|Source:||MAI 54/01M(E), Masters Abstracts International|
|Keywords:||Ethnicity, Identity, Job, Ratings, Suitability|
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