عنوان
پدید آورنده
موضوع
رده
کتابخانه
محل استقرار
NATIONAL BIBLIOGRAPHY NUMBER
Number
TL50639
LANGUAGE OF THE ITEM
.Language of Text, Soundtrack etc
انگلیسی
TITLE AND STATEMENT OF RESPONSIBILITY
Title Proper
Automated Decision-Making Aids, Internal Motivation to Respond Without Prejudice, and Discrimination in Hiring
General Material Designation
[Thesis]
First Statement of Responsibility
Pitcan, Mikaela Jheanelle
Subsequent Statement of Responsibility
Park-Taylor, Jennie
.PUBLICATION, DISTRIBUTION, ETC
Name of Publisher, Distributor, etc.
Fordham University
Date of Publication, Distribution, etc.
2019
GENERAL NOTES
Text of Note
72 p.
DISSERTATION (THESIS) NOTE
Dissertation or thesis details and type of degree
Ph.D.
Body granting the degree
Fordham University
Text preceding or following the note
2019
SUMMARY OR ABSTRACT
Text of Note
Disparities in hiring practices based on the ethnicity of candidates, particularly those of Middle Eastern descent, continue to be an issue despite decades of legislative efforts to decrease discrimination, as evidenced by decreased rates of callbacks and discrimination complaints by people with Arabic-sounding names (Bursell, 2007; US Equal Employment Opportunity Commission, 2012). With regard to employers, internal motivation to respond without prejudice has been linked to discriminatory hiring decisions (Ziegert & Hanges, 2005). Meanwhile, using automated hiring decision-making aids (ADAs) has been proposed as a way to combat the influence of prejudice in hiring discrimination with the assumption that ADAs enhance decision-making efficiency and increase objectivity (Christin, Rosenblat, & boyd, 2015; Parasuraman & Manzey, 2010). However, little is known about the influence of ADAs on discriminatory decisions made by employers. This study examined the moderating effect of the presence of an ADA that indicated that a candidate was suitable for a position on the relationship between internal motivation to respond without prejudice and hiring decisions for job candidates with Arabic-sounding names. The findings of this study did not support the hypothesis that ADAs would reduce the likelihood of discrimination against job candidates with Arabic names.
UNCONTROLLED SUBJECT TERMS
Subject Term
Information Technology
Subject Term
Management
Subject Term
Psychobiology
PERSONAL NAME - PRIMARY RESPONSIBILITY
Pitcan, Mikaela Jheanelle
PERSONAL NAME - SECONDARY RESPONSIBILITY
Park-Taylor, Jennie
CORPORATE BODY NAME - SECONDARY RESPONSIBILITY
Fordham University
ELECTRONIC LOCATION AND ACCESS
Electronic name
مطالعه متن کتاب p
[Thesis]
276903
a
Y
