Overcoming managerial bias in employment interviewing

Ralston, Steven M.; Kirkwood, William G.

doi:10.1080/00909889509365415

Cited by 14 publications

(16 citation statements)

References 37 publications

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“…Research on organizational anticipatory socialization, the process of selecting an organization to join, has focused primarily on how job applicants seek information to reduce uncertainty about which organizations to join and on the employment interview as a part of the mutual selection process (e.g., Ralston & Kirkwood, 1995;Ryan & Tippins, 2004). The assumption that individuals compete for membership permeates this research.…”

Section: Anticipatory Socializationmentioning

confidence: 98%

A Study of Voluntary Organizational Membership: The Assimilation Process in a Community Choir

Kramer

2011

Western Journal of Communication

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Section: Anticipatory Socializationmentioning

confidence: 98%

A Study of Voluntary Organizational Membership: The Assimilation Process in a Community Choir

Kramer

2011

Western Journal of Communication

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“…Other research examines communication behaviors that increase the likelihood that applicants will receive offers (e.g., speaking more, Tengler & Jablin, 1983). Although organizations determine whether to make offers, the selection process is a mutual decision-making process in which individuals also determine whether they want to join organizations (Ralston & Kirkwood, 1995). In many situations, organizations must actively recruit individuals with particular skills or talents who may be reluctant to accept offers or have other options.…”

Section: Negotiating An Organizational Role or Positionmentioning

confidence: 99%

Role Negotiations in a Temporary Organization: Making Sense During Role Development in an Educational Theater Production

Kramer

2009

Management Communication Quarterly

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Negotiating the performance of an individual’s role is an essential part of the assimilation process. Role negotiations consist of a two-part process: (a) negotiating a particular organizational role to perform and (b) negotiating that role’s performance once it is assumed. Whereas previous research has failed to explore how these two processes interact,this participant-observation study used sensemaking to examine the communication individuals used both to negotiate a specific role in a temporary organization, an educational theater production, and then to negotiate that role’s performance. The temporary organization provided a unique opportunity to observe both processes from beginning to end and allowed for examination of specific communication behaviors individuals used to make sense during both negotiations. The results provide insight into the relationship between negotiating a specific role and negotiating that role’s performance as well as extending the understanding of sensemaking.

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“…components are woven tightly and repeatedly throughout male culture, yet loosely and sporadically into female culture, hence affording male applicants a distinct advantage. It is therefore clear that dominant groups, in this case men, define and restrict the valued organizational behaviors and communication styles (Buzzanell, 1999;Ralston & Kirkwood, 1995), and that male enculturation trumps female enculturation in the employment interview &dquo;audition.&dquo; It is important to keep in mind, however, that finds characterizing feminine and masculine speech communities in these ways may be limited in their ability to illuminate patterns beyond white, middle class females and males (Wood, 2001).…”

Section: Performance Scriptsmentioning

confidence: 99%

Gendered Performances in Employment Interviewing: Interpreting and Designing Communication Research

Kinser

2002

Journal of Business Communication

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The manuscripts included in the forum challenge readers to reconsider taken for granted assumptions about the nature of bias against women and minority applicants in employment interviewing. Amber Kinser's piece addresses how fundamental questions associated with research on gender and interviewing might be inherently biased. Similarly, Patrice Buzzanell extends the discussion of employment interviewing bias beyond gender and race to also include issues such as applicant sexual orientation. The two papers included in this forum were presented as part of a panel on employment interviewing at the 2001 National Communication Conference.

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Overcoming managerial bias in employment interviewing

Cited by 14 publications

References 37 publications

A Study of Voluntary Organizational Membership: The Assimilation Process in a Community Choir

A Study of Voluntary Organizational Membership: The Assimilation Process in a Community Choir

Role Negotiations in a Temporary Organization: Making Sense During Role Development in an Educational Theater Production

Gendered Performances in Employment Interviewing: Interpreting and Designing Communication Research

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