The Contours of Asian Professional, Technical and Kindred Work Immigration, 1965–1988

Liu, John M.

doi:10.2307/1389304

Cited by 24 publications

(7 citation statements)

References 14 publications

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“…Academic studies and U.S. public opinion polls, for instance, report negative perceptions of Latino immigrants (e.g., Burns and Gimpel 2000;Chavez 2008). By contrast, studies in the model minority myth research tradition argue that among immigrants, Asians are viewed as professionally successful and well-educated (Ho 2003;Kitano and Sue 1973;Liu 1992). By contrast, studies in the model minority myth research tradition argue that among immigrants, Asians are viewed as professionally successful and well-educated (Ho 2003;Kitano and Sue 1973;Liu 1992).…”

Section: Effect Of Foreign Citizenship On Labor Market Outcomesmentioning

confidence: 94%

House of Green Cards

Rissing

Castilla

2014

Am Sociol Rev

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This study contributes to the labor market inequality and organizations literature by investigating the role that government agents play in shaping the employment of immigrants. Using unique data on applications for immigrant permanent labor certification evaluated by U.S. Department of Labor agents, we assess to what extent immigrants of select citizenship groups experience disparities in the labor certification process-one critical stage of the work authorization system leading to the granting of most employment-based green cards. Despite current U.S. laws that forbid discrimination on the basis of nationality, we find that labor certification approvals differ significantly depending on immigrants' foreign citizenship, even after controlling for key factors. Additionally, because of the U.S. government's unique process of auditing applications, we are in a rare position to empirically distinguish between statistical and preference-based accounts of labor market discrimination in the labor certification process. In support of the statistical account, we find that certification approvals are equally likely for immigrant workers from the vast majority of citizenship groups when agents review audited applications with detailed employment information. This article concludes by discussing the implications of our results for addressing disparities in the employment of foreign nationals.

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Section: Effect Of Foreign Citizenship On Labor Market Outcomesmentioning

confidence: 94%

House of Green Cards

Rissing

Castilla

2014

Am Sociol Rev

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“…On one hand, Burns and Gimple (2000) found that Americans generally hold negative perceptions of Latino immigrants, perhaps because they are viewed as lazy or maybe because they are seen as a threat to job opportunities. On the other hand, current beliefs held among Americans about recent Asian immigrants characterize them as being professional and well-educated (Ho 2003, Liu 1992.…”

Section: Country Of Origin As An Employment Cuementioning

confidence: 99%

Learning to Hire? Hiring as a Dynamic Experiential Learning Process in an Online Market for Contract Labor

Leung¹

2018

Management Science

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We know a job applicant’s social category affects an employer’s likelihood of hiring the applicant, but we do not know whether, or how, employers update their beliefs regarding these social categories. I portray hiring as a cognitive decision and examine how prior negative and positive hiring experiences of employees from particular countries affect an employer’s subsequent likelihood of hiring applicants from those countries. I hypothesize that employer reactions will reflect loss aversion—that employers will react more strongly to negative hiring experiences than positive ones. Furthermore, I expect that the similarity of the prior job will moderate this effect. Analyses of 3.9 million applications, from freelancers worldwide, for over 290,000 jobs on an online labor market demonstrate that employers are 15% less likely (versus 8% more likely) to hire freelancers from a country following a prior negative (versus positive) experience. Prior negative experiences with similar jobs (versus dissimilar jobs) lead employers to be 82% less likely (versus 8% less likely) to hire from that country. Conversely, positive experiences with similar jobs (versus dissimilar jobs) lead employers to be 25% more likely (versus 3% more likely) to subsequently hire from that country. The consequences for switching countries, following negative experiences, are analyzed and wage differences to compensate for employer reactions, are calculated. Contributions to the hiring discrimination, impression formation, and gig-economy literatures are discussed. This paper was accepted by Olav Sorenson, organizations.

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“…These negative perceptions may also influence beliefs that recent Latin American immigrants are more likely to land in low-skilled jobs (Matoo et al 2007). On the other hand, beliefs that are held regarding Asian immigrants generally characterize them as being professional and well-educated (Ho 2003, Liu 1992). Lee and Fiske (2006) find that Asians are viewed as most competent, Canadians as moderately competent, and Mexican and Latino immigrants as possessing low competence.…”

Section: Country Of Origin As Employment Cuementioning

confidence: 99%

Learning to Hire? Hiring as a Dynamic Experiential Process in an Online Market for Contract Labor

Leung

2016

SSRN Journal

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Can employers learn to hire? This article conceptualizes hiring as a dynamic experiential learning process. Instead of examining hiring as a point in time decision, I investigate whether and how employers' past hiring experiences affect their future decisions. Drawing on evidence from a global online market for contract labor, I argue that employers revise their beliefs regarding job applicants from a particular social category following a negative hiring experience from that social category. I analyze over 16 Million applications from freelancers worldwide for over 2.2 Million jobs from 557,416 employers. I find that employers who have a negative hiring experience with a freelancer from a particular country are subsequently less likely to hire other freelancers from that country. This effect is stronger on hiring for identical subsequent jobs and weaker for other jobs. Most strikingly, evidence from the actual hiring switches following a negative experience and a simulation using data from the observed distribution of freelancers on the platform demonstrate that employers unnecessarily oversteer away from countries given the narrow distribution of observable ability among freelancers. Switches do not result in hiring from a "better" country.

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The Contours of Asian Professional, Technical and Kindred Work Immigration, 1965–1988

Cited by 24 publications

References 14 publications

House of Green Cards

House of Green Cards

Learning to Hire? Hiring as a Dynamic Experiential Learning Process in an Online Market for Contract Labor

Learning to Hire? Hiring as a Dynamic Experiential Process in an Online Market for Contract Labor

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