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Examining the Effects of Interpersonal Discrimination on Job Seeking
Abdifatah AliMentor: Ann Marie Ryan, Ph.D.
Department of Psychology Michigan State University
AGEP Conference, September 7 – 8, 2012
Main objectives To explore the relationship between interpersonal
discrimination and job seeking To propose useful personal characteristics that can
address the above relationship To further examine the utility of stereotype threat,
motivation, and self-regulation theories in the job search domain
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Job searching “A purposive, volitional pattern of action that begins with
the identification and commitment to pursuing an employment goal” (Kanfer, Wanberg, & Kantrowitz, 2001)
Individuals exert effort (time & resources) in pursuit of employment
Largely a self-regulatory process Feedback from the environment influences employment goals and
job search strategies (Kanfer, Wanberg, & Kantrowitz, 2001)
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Conceptual ModelConceptual Model
Learning
Job Search Resiliency
Interpersonal Discrimination
Job Search Self-Efficacy
Job Search intensity
Job Search Effort
Performance-Prove
Performance-Avoid
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Stereotype ThreatStereotype Threat
Stereotype threat as a theoretical framework Definition: A fear of confirming a negative stereotype
associated with the individual’s group (Steele, 1997; Steele & Aronson, 1995)
Perceived interpersonal discrimination (PID) leads to performance decrements (Salvatore & Shelton, 2007)
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Job Search Self-EfficacyJob Search Self-Efficacy
Interpersonal Discrimination
Job Search Self-Efficacy
Job search self-efficacy (JSSE) has been shown to be a valuable predictor of job search intensity, job search effort, and attaining employment (Saks & Ashforth, 1999; Wanberg, Kanfer, & Rotundo, 1999)
Job Search Intensity
Job Search Effort
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Job Search ResiliencyJob Search Resiliency
Interpersonal Discrimination
Job Search Self-Efficacy
The ability to recover from adverse situations may preserve confidence, which would strengthen job seeking endeavors
Job Search Resiliency
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Goal OrientationGoal Orientation
Perceptions of interpersonal discrimination may be seen as an impediment to goal accomplishment
The evaluative approach adopted plays an important role in influencing an individual’s confidence (i.e., JSSE) (Payne, Youngcourt, & Beaubien, 2007)
Interpersonal Discrimination
Job Search Self-Efficacy
Learning Performance-Prove
Performance-Avoid
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MethodMethod
Convenience sampling technique was utilized to recruit 71 participants at a non-profit unemployment agency 76% females and 23% males Mean age: 31.34 years (SD = 9.99) Work experience: 5-10 years (N = 21); more than 10 years
(N = 21) Ethnicity: 46.5% African-American, 42.3% Middle Eastern,
and the rest were other minorities
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ResultsResults
Mediation PID JSSE Job search intensity
Total effect (C1 = -.1711, p = .088) Direct effect (C’1 = -.0618, p > .05) Indirect effect (a1b1 = -.1079) The indirect effect was statistically significant as evidenced
by an absence of zero in the 95% bias-corrected bootstrap confidence intervals (-.2639 to -.0147)
Mediation supported
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Mediation PID JSSE Job search effort
Total effect (C1 = -.2394, p < .01) Direct effect (C’1 = -.1734, p > .05) Indirect effect (a1b1 = -.0651) The indirect effect was not significant as evidenced by a
presence of zero in the 95% bias-corrected bootstrap confidence intervals (-.2138 to .0346)
Mediation not supported
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Moderation findings
Supported Learning goal orientation Performance-prove goal orientation
Not supported Job search resiliency Performance-avoid goal orientation
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The Interaction between PID and Learning Goal Orientation Predicting JSSE
-0.4
-0.3
-0.2
-0.1
0
0.1
0.2
0.3
0.4
LOW HIGH
Job
Sear
ch S
elf-E
ffic
acy
Perceived Interpersonal Discrimination
LOW LGO
HIGH LGO
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The Interaction between PID and Performance Prove Goal Orientation Predicting JSSE
-0.5-0.4-0.3
-0.2-0.1
00.10.20.30.4
0.5
LOW HIGH
Job
Sear
ch S
elf-E
ffic
acy
Perceived Interpersonal Discrimination
LOW PPGO
HIGH PPGO
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Discussion Discussion
Summary of findings PID was related to the amount of effort exerted to finding a
job as well as an individual’s job searching behaviors indirectly through the mediating variable, JSSE
Individuals who were confident in their ability to conduct their job search well, reported higher job search behavior and job search intensity
Learning goal orientation plays a buffering role while performance-prove exacerbates the negative relationship between PID and JSSE
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Strengths and Limitations Strengths and Limitations
Strengths No previous research linking PID to job seeking has been
conducted Used a minority sample
Limitations Larger sample size Cross-sectional nature does not capture the dynamics of job
seeking A longitudinal design that includes an employment outcome
measure would be beneficial
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ImplicationsImplications
An individual’s perceptions of subtle differential treatment plays an important role during the job search process Organizations should work with those who interact with job
seekers (interviewers, test administrators, receptionists) to ensure that interpersonal treatment is consistent across individuals
Applicant’s perspective JSSE training Adopting a different goal orientation during job search
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Acknowledgements Acknowledgements
Ann Marie Ryan, Ph.D. and Jennifer Wessel, Ph.D., Michigan State University (MSU)
Mark G. Ehrhart, Ph.D. and the ROLE Lab,San Diego State University (SDSU)
SDSU NIMH COR Program Grant # MH065183
This research was partially supported by MSU Summer Research Opportunity Program (SROP)
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