Job type and religion as the predictors of discrmination in employment settings
| dc.contributor.author | Yousefvand Mansouri, Kazhal | |
| dc.contributor.author | University of Lethbridge. Faculty of Management | |
| dc.contributor.supervisor | Perlow, Richard | |
| dc.date.accessioned | 2008-02-28T21:12:19Z | |
| dc.date.available | 2008-02-28T21:12:19Z | |
| dc.date.issued | 2004 | |
| dc.description | v, 58 leaves ; 29 cm. | en |
| dc.description.abstract | The present study examined the effects of job, applicants’ religion, and gender on selection decision making. Evaluators were 74 people who make employment selection decisions as part of their job. The participants read one of two job descriptions (security guard for a water plant or shipping and receiving clerk), reviewed seven applicant resumes said to have applied for the job, and evaluated the candidates based on information contained in their resumes. Results revealed a job type by religion interaction. Evaluators gave lower rankings and were less likely to interview Muslim applicants for the security guard position than non-Muslim applicants. Muslims and non-Muslims ranking was not significantly different for the shipping and receiving clerk position. Evaluators ranked Muslim candidates higher for the shipping and receiving clerk than they did for water plant security guard position. Muslim applicants also received more invitations to interview for the shipping and receiving clerk position than they had for the security guard position. Results also showed that selection decision-making for Muslim applicants is a function of interaction between gender and job type. Although, evaluators gave a lower ranking to the Muslim male applicant for the security guard position than they had for the Muslim female applicant, I found no difference in the decision to interview the two Muslim applicants. I also found no gender difference in the evaluation of the two Muslim candidates for the shipping and receiving clerk job. The results of this study suggest that religious discrimination may exist in organizations, and managers should develop programs to reduce its effects. | en |
| dc.identifier.uri | https://hdl.handle.net/10133/599 | |
| dc.language.iso | en_US | en |
| dc.publisher | Lethbridge, Alta. : University of Lethbridge, Faculty of Management, 2004 | en |
| dc.publisher.faculty | Management | en |
| dc.relation.ispartofseries | Project (University of Lethbridge. Faculty of Management) | en |
| dc.subject | Discrimination in employment | en |
| dc.subject | Religious minorities | en |
| dc.subject | Discrimination -- Religious aspects | en |
| dc.title | Job type and religion as the predictors of discrmination in employment settings | en |
| dc.type | Technical Report | en |