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At least 19 recordsLinked to original sources
PubMed1989

The effect of applicant age, job level, and accountability on perceptions of female job applicants.

We used simulated videotaped employment interviews to assess the effect of accountability on impressions of female job applicants. One hundred and twenty American undergraduates majoring in business and personnel related areas were informed that they would be participating in the pilot testing of a new employee placement technique. The age of the job applicant (25, 40, or 55 years), the position for which they were being considered (assistant director or director), and the degree to which subjects were made to feel accountable for their impressions of the applicant (low or high accountability) were manipulated, resulting in a 3 x 2 x 2 between-subjects design. The predicted interaction between accountability and applicant age applicant age was found on age-related adjective checklist items. Increasing the subjects' accountability produced more stereotypical impressions of all applicants, along with a tendency to attribute the applicant's behavior to dispositional factors.

Adult↗
PubMed1978

Evaluation of job applicants: the effects of age versus success.

177 participants evaluated female job applicants on the basis of a transcript of a job interview. One-half of the participants were told that the applicant was 63, one-half that the applicant was 24. Success or failure in obtaining the job was also manipulated. In addition, participants' scores on an attitude scale were compared to their assessment of the job applicants. There were no clear differences in evaluation of young and old applicants. Scores on the attitude scale were also unrelated to these evaluations. However, female participants rated the older applicants more positively than did males. In addition, knowledge of the outcome of the interview affected ratings. Regardless of age, people who were hired were rated more positively than those who were not. These results are disucssed in terms of implications for future studies of attitudes toward the elderly.

Adult↗
PubMed1990

An experimental test of the impact of drug-testing programs on potential job applicants' attitudes and intentions.

The effect of the presence of a drug-testing program and perceived need for the program (operationalized through accident rates, absenteeism, and theft) on potential job applicants' attitudes toward a company and intention to apply to that company was tested. Descriptions of a potential employer containing manipulations of drug-testing program (present or absent) and need for testing (high or low) were read by 163 undergraduate Ss. Participants had more positive attitudes and intentions toward companies that did not have drug-testing programs and toward companies that did not need a testing program. An interactive effect between drug testing and subjective norms on attitudes toward a company was also significant. These results suggest that organizations should consider the effect of drug-testing programs on potential job applicants and that further research about potential applicants' responses is needed.

Adult↗
PubMedDate not supplied

Performance on tests of power and speed as related to age among male job applicants.

A number of ability tests were administered to 187 male job applicants ranging in age from twenty to fifty-three years. When test-performance was compared across age groups, no significant differences were found on tests of mental ability, numerical ability, reading speed and comprehension, and mechanical comprehension. On one of two verbal comprehension tests, scores increased significantly as a function of age. Moreover, the older individuals were not penalized in any way by tests which emphasized speed as opposed to power. The findings were discussed in connection with the generally negative stereotype of the aging worker.

Adult↗
PubMed1992

Training and proficiency in the medical review of job applicant drug screens.

A survey was performed to examine the proficiency of urine drug screen medical review officers (MROs) and the effect of training upon their performance. One hundred thirty-nine attendees of the ACOEM basic MRO training course, and 82 attendees of the advanced course completed both pre- and postcourse surveys. The questionnaires included 10 vignettes with positive analytical results; of which only half should be reported as positive to management. The mean number of correct responses among the 10 cases presented were: basic pre-test--4.91; basic post-test--7.45; advanced pre-test--6.68; advanced post-test--7.33. Differences between all four groups were significant (P < .001 to P = .003), except for the basic post-test versus the advanced post-test, for which there was no significant difference. It is concluded that 1) inadequate knowledge and skill in the medical review of drug screens may contribute to errors in reports to management, 2) physician's performance can be improved with training, and 3) certification of MROs in both the private and public sectors should be considered.

Clinical Competence↗
PubMed1978

Rehab Act calls for new approach to interviewing job applicants.

Compliance with regulations implementing section 504 of the Rehabilitation Act will require hospitals to revise hiring practices. Personnel administrators will need to examine employment screening and selection devices, especially, to ensure that they do not discriminate against handicapped applicants.

Civil Rights↗
PubMedDate not supplied

Preemployment drug screening in a large metropolitan medical center: a one-month trial.

To assess the prevalence of illicit drug use among job applicants, a large metropolitan medical center conducted preemployment drug screening of all applicants during January 1988. Urine samples from 172 preinformed applicants were screened using Enzyme Multiplied Immunoassay Technique (Emit d.a.u.) followed by confirmatory gas chromatography/mass spectrophotometry. 4.1% of tests were positive for marijuana and/or cocaine and none was positive for heroin. Positive findings increased with decreasing socioeconomic status. The findings suggest that applicants for jobs in large medical centers in metropolitan areas are no different from those in other sectors of the economy with respect to illicit drug use.

Adult↗
PubMed1992

Discrimination towards disabled people seeking employment.

This research was undertaken to determine whether or not disabled persons are at a disadvantage when seeking employment. An experimental design--mailing unsolicited job applications to employers--in a natural social setting allowed a study of employer's behaviour under naturalistic conditions. A randomized comparative study was conducted on a representative sample of 2228 branches of French companies, stratified as a function of their size. Four different profiles of applications were constituted by crossing two independent variables: the presence or absence of mention of a physical deficiency (paraplegia, with a wheelchair) in the job application, and high or low level of qualification. Using random sampling, the investigators sent each company an application for a job using one of these four profiles. Two experimental groups of companies were constituted (each of which received an application with either high or low qualification and mention of disability) with two control groups (applications with high/low qualification, without mention of disability). It was found that highly qualified able-bodied applicants were 1.78 times more likely to receive a favorable response than their disabled counterparts, and modestly qualified able-bodied applicants were 3.2 times more likely to receive a positive response. As well, discrimination became more marked as company size increased. In comparison with laboratory experiments, the results of this research permit a more objective assessment of discriminatory behaviour by companies confronted by disabled job applicants, and show a significant amount of discrimination towards individuals with a physical disability.

Attitude to Health↗