|ITEM METADATA RECORD
|Title: ||Breaking Stereotypical Perceptions of Job Seekers|
|Authors: ||Vanderstukken, Arne|
Van den Broeck, Anja
|Issue Date: ||2014 |
|Conference: ||Research in the Humanities and Social Sciences - day edition:2 location:Leuven date:12 March 2014|
|Abstract: ||When browsing through job advertisements, job seekers are attracted to organizations which signal values that are similar to their own, that is, they search for person-organization fit in terms of values (Kristof-Brown, Zimmerman, & Johnson, 2005). When little information is available, however, organizational stereotyping might occur: job seekers may judge organizations based on the values of their sector. For example, an organization in the public sector might be perceived as being highly regulated, regardless of the values of the particular organization. This could lead to an unjustified perception of value misfit in the eyes of job seekers, which would prevent them from applying. Consequently, organizations might miss out on qualified candidates.
Our research will examine manifestations of organizational stereotyping and the conditions under which they occur. Additionally, we will study ways to overcome such stereotyping, drawing from the justification-suppression model of prejudice (JSM; Crandall & Eshleman, 2003) and construal level theory (CLT; Trope & Liberman, 2010). JSM suggests that stereotypes can be broken by offering stereotype-inconsistent information. According to CLT, this might be successful in the earlier stages of the recruitment process, but not in later stages. Additionally, following CLT, the stereotype-inconsistent information should be abstract (i.e., in terms of values) instead of concrete (i.e., in terms of particular attributes). These research questions will be tested in different studies, using different methodologies, including both field studies and experiments.
Crandall, C. S., & Eshleman, A. (2003). A justification-suppression model of the expression and experience of prejudice. Psychological bulletin, 129(3), 414-446.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individual's fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281-342.
Luoma-aho, V. (2008). Sector reputation and public organizations. International Journal of Public Sector Management, 21, 446–467.
Trope, Y., & Liberman, N. (2010). Construal-level theory of psychological distance. Psychological review, 117(2), 440-463.
|Publication status: ||published|
|KU Leuven publication type: ||AMa|
|Appears in Collections:||Research Centre for Work and Organisation Studies (WOS Bxl), Campus Brussels|
Faculty of Economics and Business (FEB) - miscellaneous
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