The purpose of this study was to examine stereotype-driven discrimination as an explanation for veteran unemployment. Specifically, the study hypothesized that veteran job applicants would be rated lower in warmth, competence, and hirability than nonveteran job applicants. It was also hypothesized that application materials with warmth and competence manipulations would be rated higher in warmth, competence, and hirability. The third hypothesis posited that there would be a three-way interaction between veteran status, application materials, and hiring managers’ implicit person theories such that the difference between veterans and nonveterans in ratings of warmth, competence, and hirability would be attenuated when participants were presented with manipulated application materials and when they were incremental theorists. All three hypotheses were unsupported when tested with a 2 X 2 X 2 MANOVA. Exploratory analyses using a 2 X 2 X 3 design, however, found partial support for hypothesis three. Implications, limitations, and future research are discussed.
|Commitee:||Nadler, Joel, Pettibone, Jonathan|
|School:||Southern Illinois University at Edwardsville|
|School Location:||United States -- Illinois|
|Source:||MAI 56/05M(E), Masters Abstracts International|
|Keywords:||Content stereotype model, Discrimination, Hiring decisions, Kind of person, Military Veterans|
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