1. Examining the Effects of Interpersonal
Discrimination on Job Seeking
Abdifatah Ali
Mentor: Ann Marie Ryan, Ph.D.
Department of Psychology
Michigan State University
AGEP Conference, September 7 – 8, 2012

2. Introduction
Formal workplace discrimination
Interpersonal discrimination
2

3. 
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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4. 
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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5. Conceptual Model
Job Search
Job Search
Resiliency
Resiliency
Interpersonal
Interpersonal
Discrimination
Discrimination
Job Search
Job Search
intensity
intensity
Job Search
Job Search
Self-Efficacy
Self-Efficacy
Job Search
Job Search
Effort
Effort
Learning
Learning
PerformancePerformanceProve
Prove
PerformancePerformanceAvoid
Avoid
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6. Stereotype 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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7. Job Search Self-Efficacy
Job Search
Job Search
Intensity
Intensity
Interpersonal
Interpersonal
Discrimination
Discrimination
Job Search
Job Search
Self-Efficacy
Self-Efficacy
Job Search
Job Search
Effort
Effort

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)
7

8. Job Search Resiliency
Job Search
Job Search
Resiliency
Resiliency
Interpersonal
Interpersonal
Discrimination
Discrimination

Job Search
Job Search
Self-Efficacy
Self-Efficacy
The ability to recover from adverse situations may preserve
confidence, which would strengthen job seeking endeavors
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9. Goal Orientation
Learning
Learning
Interpersonal
Interpersonal
Discrimination
Discrimination


PerformancePerformanceProve
Prove
PerformancePerformanceAvoid
Avoid
Job Search
Job Search
Self-Efficacy
Self-Efficacy
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)
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10. Method

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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11. Results

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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12. 
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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13. 
Moderation findings

Supported



Learning goal orientation
Performance-prove goal orientation
Not supported


Job search resiliency
Performance-avoid goal orientation
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14. The Interaction between PID and Learning Goal
Orientation Predicting JSSE
0.4
0.3
-E
y
a
c
i
f
0.2
0.1
0
LOW LGO
-0.1
HIGH LGO
f
l
h
c
r
a
e
S
b
o
J
-0.2
-0.3
-0.4
LOW
HIGH
Perceived Interpersonal Discrimination
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15. The Interaction between PID and Performance Prove
Goal Orientation Predicting JSSE
0.5
0.4
0.3
-E
y
a
c
i
f
0.2
0.1
0
LOW PPGO
-0.1
HIGH PPGO
f
l
h
c
r
a
e
S
b
o
J
-0.2
-0.3
-0.4
-0.5
LOW
HIGH
Perceived Interpersonal Discrimination
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16. 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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17. 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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18. Implications

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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19. 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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20. Thank You!
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