WHAT HAS RACE GOT TO DO WITH IT? UNRAVELING THE ROLE OF RACIOETHNICITY IN JOB SEEKERS' REACTIONS TO SITE VISITS

Patrick F. McKay · Derek R. Avery

114 citations0/0 files storedPersonnel Psychology

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Employer Branding and e-HRM Social and Intergroup Psychology Names, Identity, and Discrimination Research

Abstract

Racioethnic minorities have constituted a substantial portion of new labor market entrants in the past decade (Fullerton & Toossi, 2001). Yet, the recruitment literature has not attended to issues of racioethnicity, and more specifically, how racioethnic groups may differ in the factors used to determine job acceptance intentions after site visits. This article aims to rectify that omission by providing a theoretical model explaining how organizational and surrounding community attributes differentially affect the decision-making process of minority and majority group job applicants. Several individual difference moderators (i.e., racioethnic identity, social dominance orientation, other-group orientation, and perceived job opportunities) also are discussed in terms of their potential influence on job acceptance intentions. The article concludes with coverage of relevant research and practical implications of the racioethnic model of site visit reactions.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 114 citations exist upstream.

References

1973Job Market Signaling 2004The Social Identity Theory of Intergroup Behavior 1986Psychology of intergroup relations 1989Social Identity Theory and the Organization 1992An Introduction to the Five‐Factor Model and Its Applications 1990Personality Structure: Emergence of the Five-Factor Model 1989Stereotypes and prejudice: Their automatic and controlled components.1978A Social Information Processing Approach to Job Attitudes and Task Design

Cited by

2016Social Dominance Theory: Explorations in the Psychology of Oppression 2011Diversity cues on recruitment websites: Investigating the effects on job seekers' information processing.2013Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict 2008Black and white and read all over: Race differences in reactions to recruitment Web sites 2013Who Will We Recruit? Targeting Deep‐ and Surface‐Level Diversity with Human Resource Policy Advertising

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.