agep presentation

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

IntroductionIntroduction

Formal workplace discrimination

Interpersonal discrimination

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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



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



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)



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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Thank You!Thank You!

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