Dissertation
Understanding Stigma in the Workplace: Managers’ Perceptions of Various Stigmatized Groups and Their Willingness to Hire Them.
Washington State University
Doctor of Philosophy (PhD), Washington State University
01/2021
DOI:
https://doi.org/10.7273/000003147
Handle:
https://hdl.handle.net/2376/122515
Abstract
The current research focuses on the managerial perception of various stigmatized groups in the workplace and some critical factors that influence managers’ favorable attitude and willingness to hire stigmatized individuals. I present a study model that incorporates (1) managers’ perceived severity of stigma based on two stereotype dimensions (warmth and competence), (2) the implication of this perceived severity of stigma on managers’ favorable attitude and their willingness to hire stigmatized individuals, and (3) the factors that are expected to moderate the relationships between the perceived severity of stigma and managers’ favorable attitude toward the stigmatized individuals. Through the qualitative Pilot Study, I identify various stigmatized groups in the workplace and select ten major groups to further study. In Study 1, I measure managers’ perception and affective responses towards each group based on their stereotype dimensions and classify these groups into five groups, using cluster analyses. In Study 2, I explore how these stereotypes affect perceived severity of stigma. The findings indicate that the group ‘ex-offenders’ is the only stigmatized group where warmth and competence significantly influence perceived severity of stigma. Study 3 presents ex-offender and LGBTQ+ job candidates’ résumés and Facebook pages and investigates managers’ attitudes and willingness to hire them. For both groups, managers’ attitudes significantly mediate the relationship between perceived severity of stigma and managers’ willingness to hire them. Lastly in Study 4, I particularly focus on ex-offender job candidates and investigate some mitigating factors (e.g., managers’ growth mindset, compassion, and an ex-offender applicant’s redemptive narratives) that influence managers’ negative attitudes and willingness to hire the candidates. Ex-offender job candidates’ redemptive narratives are delivered through a cover letter as well as a reference letter from a former manager. Results suggest that managers’ compassion is the only factor that significantly moderates the relationship between perceived severity of an ex-offender job applicant’s stigma and managers’ attitude. I conclude the paper with the overall discussion and our contribution to the field of management as well as the stigma literature.
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Details
- Title
- Understanding Stigma in the Workplace: Managers’ Perceptions of Various Stigmatized Groups and Their Willingness to Hire Them.
- Creators
- Eunjeong Shin
- Contributors
- Jerry D. Goodstein (Advisor)Tom M. Tripp (Committee Member)Ken D. Butterfield (Committee Member)Leah D. Sheppard (Committee Member)
- Awarding Institution
- Washington State University
- Academic Unit
- Carson College of Business
- Theses and Dissertations
- Doctor of Philosophy (PhD), Washington State University
- Publisher
- Washington State University
- Number of pages
- 144
- Identifiers
- 99900651901501842
- Language
- English
- Resource Type
- Dissertation