scholarly journals Self-Presentation and Language Abstraction in Recruitment Context

2020 ◽  
Vol 24 (1) ◽  
pp. 79-89
Author(s):  
Burguet Annette
Keyword(s):  
Strong Interaction ◽  
Interaction Effect ◽  
Job Applicants ◽  
Bias Effect ◽  
Interpersonal Context ◽  
Self Presentation ◽  
Normative Behavior ◽  
Language Abstraction

AbstractThe present research explicates how job applicants employ language abstraction to present themselves as a good or bad candidate. According to the LIB theory (Maass, Salvi, Arcuri, & Semin, 1989), we tested the hypothesis that, with positive instruction (i.e., to be recruited), participants’ responses would be more abstract with positive items and more concrete with negative items. Conversely, we expected that participants’ responses would be more concrete with positive items and more abstract with negative ones when the instruction was negative (i.e., to not be recruited). Results of this experiment (N = 85 French participants) confirm our hypothesis and revealed a strong interaction effect between level of language abstraction and goal of self-presentation. Implications for linguistic bias effect and normative behavior in the interpersonal context of recruitment are discussed.

SEX ROLE COMPLEMENTARITY IN JOB STEREOTYPY

1989 ◽  
Vol 17 (2) ◽  
pp. 181-192 ◽  
Author(s):  
Esther J. Koenig
Keyword(s):  
College Students ◽  
Interaction Effect ◽  
Rank Order ◽  
Sex Role ◽  
Job Applicants ◽  
The Other ◽  
Sex Type ◽  
Main Effect ◽  
Male Sex

The purpose of this study was to compare the effects of gender and sex role on the perceived suitability of hypothetical job applicants for sex-typed jobs. Six descriptions of applicants were presented to 605 college students, who were asked to rank order them on suitability for different jobs. The questionnaire each student received had five applicants with masculine first names and one with a feminine first name. Results showed no main effect due to either job sex-type, sex role of applicants, or gender of either applicant or student-rater. Interactional analyses, however, showed that for specific applicant job pairings where male applicants were ranked differently than female applicants, a complementarity of gender and sex role was evident. Specifically, the applicant with stereotypically masculine traits was ranked high when presented as a woman, while the applicant with stereotypically feminine traits was ranked high when presented as a man. It is suggested that this interaction effect is best explained by positing that gender-related stereotypes are implicity generated and that they complement sex role characteristics of the other sex. Thus, a woman with male sex role characteristics, or a man with female sex role characteristics, is seen as more adaptable or well-rounded than applicants whose sex roles are consonant with their gender.

scholarly journals Whitened Résumés: Race and Self-Presentation in the Labor Market

2017 ◽  
Author(s):  
Sonia Kang ◽  
Katy DeCelles ◽  
András Tilcsik ◽  
Sora Jun
Keyword(s):  
Labor Markets ◽  
Racial Minority ◽  
Job Applicants ◽  
The Self ◽  
Job Seekers ◽  
Organizational Diversity ◽  
Self Presentation ◽  
Racial Cues ◽  
Job Postings

Using interviews, a laboratory experiment, and a résumé audit study, we examine racial minorities’ attempts to avoid anticipated discrimination in labor markets by concealing or downplaying racial cues in job applications, a practice known as “résumé whitening.” Interviews with racial minority university students reveal that while some minority job seekers reject this practice, others view it as essential and use a variety of whitening techniques. Building on the qualitative findings, we conduct a lab study to examine how racial minority job seekers change their résumés in response to different job postings. Results show that when targeting an employer that presents itself as valuing diversity, minority job applicants engage in relatively little résumé whitening and thus submit more racially transparent résumés. Yet our audit study of how employers respond to whitened and unwhitened résumés shows that organizational diversity statements are not actually associated with reduced discrimination against unwhitened résumés. Taken together, these findings suggest a paradox: minorities may be particularly likely to experience disadvantage when they apply to ostensibly pro-diversity employers. These findings illuminate the role of racial concealment and transparency in modern labor markets and point to an important interplay between the self-presentation of employers and the self-presentation of job seekers in shaping economic inequality.

Strong-interaction effect measurements in sigma hyperonic atoms of W and Pb

1993 ◽  
Vol 47 (3) ◽  
pp. 1263-1273 ◽  
Author(s):  
R. J. Powers ◽  
M. Eckhause ◽  
P. P. Guss ◽  
A. D. Hancock ◽  
D. W. Hertzog ◽  
...  
Keyword(s):  
Strong Interaction ◽  
Interaction Effect

The magnetic interaction effect. I. Interaction of two frequencies

1968 ◽  
Vol 46 (17) ◽  
pp. 1915-1923 ◽  
Author(s):  
D. Shoenberg
Keyword(s):  
Fermi Surface ◽  
Strong Interaction ◽  
Interaction Effect ◽  
Magnetic Interaction ◽  
Dominant Frequency ◽  
Difference Frequency ◽  
Parallel Component ◽  
The Difference ◽  
Perpendicular Component ◽  
Combination Frequencies

The magnetic interaction of two periodic terms in the de Haas – van Alphen effect is examined for both weak and strong interaction [Formula: see text]. It is found that the amplitudes of the combination frequencies (and, in particular, the difference frequency) generated by interaction in the parallel component of M are always very weak, if the amplitude of one of the periodic terms is dominant and the frequency of the subsidiary term is close to an integral multiple of the dominant frequency. For the perpendicular component of M, however, in the limit of strong interaction, the amplitude of the difference frequency of two nearly equal frequencies can be relatively much stronger than for the parallel component, if the anisotropy of the Fermi surface is such that the two frequencies vary appreciably differently with orientation. These results are discussed in terms of their relevance to various experimental situations, in particular to the observation by Joseph and Thorsen (1965) of a strong difference frequency in the perpendicular component of M, arising from the nearly equal central and noncentral belly frequencies in silver.

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