Managers’ selection preferences: The role of prejudice and multicultural personality traits in the assessment of native and immigrant job candidates

Horverak, Jøri Gytre; Sandal, Gro Mjeldheim; Bye, Hege H.; Pallesen, Ståle

doi:10.1016/j.erap.2013.07.003

Cited by 28 publications

(23 citation statements)

References 52 publications

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“…Earlier studies link MPQ dimensions to many intercultural outcomes, including sociocultural adjustment [18][19][20], acculturation strategies [14], effectiveness in intercultural interactions [15,21], workplace discrimination [22], diversity beliefs [23], expatriates' job satisfaction [24], and physical and mental health [25]. A significant proportion of the studies that utilize the MPQ have examined how its dimensions relate to behavior, attitudes, and outcomes of (international) students.…”

Section: Multicultural Personality Questionnaire (Mpq)mentioning

confidence: 99%

Validation of the Multicultural Personality Questionnaire Short Form (MPQ-SF) for use in the context of international education

Hofhuis

Jongerling

Zee³

et al. 2020

PLoS ONE

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The Multicultural Personality Questionnaire (MPQ) is one of the most widely used instruments for measuring individuals’ intercultural competences. The original version consists of 91 items, divided into five subscales, and has been shown to predict attitudes, behavior, and outcomes in a variety of intercultural contexts. Recently, a 40-item short form of the MPQ was developed (MPQ-SF), which may be particularly useful in settings in which time or survey space are limited, or where respondent drop-out is likely to occur. For example, the MPQ-SF would be a valuable tool for assessing longitudinal development of multicultural personality traits in training or educational settings. A prerequisite for such research is to establish measurement invariance of the MPQ-SF between different respondent groups, as well as across time points. Using a sample of students in an international university program (n = 519), the present study examines how the scales perform among male and female respondents, between students of Western and Non-Western background, and across two time points, five months apart. Based on our findings, we conclude that all five subscales of the MPQ-SF display sufficient measurement invariance to be reliably used in this and similar contexts, in comparative as well as longitudinal study designs.

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Section: Multicultural Personality Questionnaire (Mpq)mentioning

confidence: 99%

Validation of the Multicultural Personality Questionnaire Short Form (MPQ-SF) for use in the context of international education

Hofhuis

Jongerling

Zee³

et al. 2020

PLoS ONE

View full text Add to dashboard Cite

show abstract

“…A meta-analysis revealed that both low and high self-esteem individuals tend to hold ingroup bias (Aberson et al, 2000). There is also research showing that emotional stability may impact managers’ hiring decisions about members of discriminated groups (i.e., comparing native and immigrant job candidates) (Horverak et al, 2013). Core self-evaluations as a superordinate construct consisting of self-esteem, self-efficacy, locus of control, and emotional stability can be regarded as the baseline for any self-categorization process.…”

Section: Introductionmentioning

confidence: 99%

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers’ Core Self-Evaluations

Fasbender

Wang

2017

Front. Psychol.

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Organizational hiring practices have been charged for unfair treatment on the grounds of age. Drawing on theories of planned behavior and core self-evaluations, this research investigated the impact of negative attitudes toward older workers on hiring decisions and examined the moderating role of decision-makers’ core self-evaluations. We tested our hypotheses based on a structured online questionnaire and a vignette study using a sample of 102 participants working in human resource management across different industries. As predicted, negative attitudes toward older workers were positively related to avoidance of hiring older people, which in turn was negatively related to the likelihood to select the oldest candidate. Because hiring decisions are not only about the hiring subject but also about the decision-maker, we tested the moderating role of decision-makers’ core self-evaluations. Results showed that core self-evaluations buffered the relationship between negative attitudes toward older workers and avoidance of hiring older people. Theoretical implications of the findings with regard to hiring decisions about older people and practical recommendations to improve diversity management strategies and age-balanced hiring practices in organizations are discussed.

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“…Finally, this study included prejudice as a covariate in order to test the causality of the stereotypes regarding discrimination as past research has shown that when evaluating a job candidate, perceivers with a high level of prejudice toward the target's social group are motivated to form a negative evaluation of the target in order to maintain their negative attitude (Horverak, Sandal, Bye, & Pallesen, 2013;Krings & Olivares, 2007).…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Hiring discrimination against highly competent candidates: An investigation of competence and warmth stereotypes, and cooperative/competitive mindsets

2020

KJSS

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Natural rubber on the world market has had small increases in demand and big increases in supply. Therefore, demand and supply are imbalanced and this impacts the natural rubber price of the world market causing a decline. This study aimed: (1) to develop demand and supply models to predict the world natural rubber quantity using simultaneous equations; (2) to predict all explanatory variables in the demand and supply models using the simple moving average technique; and (3) to estimate the equilibrium quantity and price for world natural rubber during 2017e2026. First, in the demand model, there was a positive relationship of the explanatory variables of world natural rubber production quantity, synthetic rubber price, percentage year of year (%YOY) of gross domestic product (GDP), and the exchange rate, while the negative relationship variable was natural rubber price. In the supply model, the positive relationship variables were natural rubber price, mature area, rainfall, and crude oil price, while the negative relationship variables were world natural rubber stock and urea price. Second, the predicted variables indicated that production, %YOY of GDP, exchange rate, amount of stock, and the mature area tended to gradually increase, while the synthetic rubber price, urea price, rainfall, and crude oil price tended to slowly decrease from 2017 to 2026. Finally, the equilibrium quantity forecast tended to gradually increase from 953.75 to 957.15 thousand tonnes, and the equilibrium price tended to fluctuate and decrease from 169.78 to 162.05 thousand yen from 2017 to 2026. Consequently, this study may be helpful to the governments of the world's important natural rubber producing countries to plan policies to reduce natural rubber production costs and stabilize the natural rubber price in the future, such as by setting suitable areas of world natural rubber plantation in each country, and defining appropriate and sustainable alternative crop areas in each country.

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Managers’ selection preferences: The role of prejudice and multicultural personality traits in the assessment of native and immigrant job candidates

Cited by 28 publications

References 52 publications

Validation of the Multicultural Personality Questionnaire Short Form (MPQ-SF) for use in the context of international education

Validation of the Multicultural Personality Questionnaire Short Form (MPQ-SF) for use in the context of international education

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers’ Core Self-Evaluations

Hiring discrimination against highly competent candidates: An investigation of competence and warmth stereotypes, and cooperative/competitive mindsets

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