4.2 Article

Unhoused and unhireable? Examining employment biases in service contexts related to perceived warmth and competence of people experiencing houselessness

期刊

JOURNAL OF COMMUNITY PSYCHOLOGY
卷 50, 期 8, 页码 3504-3524

出版社

WILEY
DOI: 10.1002/jcop.22849

关键词

discrimination; employees; houselessness; stereotype content model; stereotypes

资金

  1. Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health [T03OH008435]

向作者/读者索取更多资源

Lack of safe and stable housing is a growing social concern, and stereotypes about individuals experiencing houselessness are generally negative. This study explores the impact of housing status on hiring managers' and customers' perceptions and evaluations in the hospitality industry. Findings reveal that gender moderates the indirect effect of housing status on perceived hireability. Additionally, houseless men are perceived as warmer employees by customers, leading to higher evaluations of the organization and the employee.
Lack of safe and stable housing is a pernicious and growing social concern, and stereotypes about individuals experiencing houselessness are generally quite negative. Little scholarly work has examined housing insecurity and its associated stereotypes in employment contexts. The purpose of the current research was to examine, in the context of the hospitality industry, whether housing status influences hiring managers' perceptions of hireability (Study 1) and customers' evaluations of an organization and its employees (Study 2) using the stereotype content model. Across two experimental studies, we assessed participant attitudes toward individuals experiencing houselessness. In Study 1, we instructed 148 hotel managers to listen to a hypothetical job interview with either an unhoused or housed job applicant, and then complete measures of hireability. In Study 2, we instructed 139 hotel customers to observe a hypothetical interaction with either an unhoused or housed employee, and then evaluate the employee and the organization. Study 1's findings suggested an indirect effect of housing status on perceived hireability through warmth, and this indirect relationship was moderated by gender. Men who were houseless were rated lower in warmth, and thus lower in hireability, than non-houseless men or women regardless of their housing status. However, houseless men were perceived by customers as warmer than non-houseless men as employees, driving higher evaluations of the organization and the employee (Study 2). Hiring initiatives targeted at providing short-term housing for unhoused employees will benefit employees, employers, and the larger communities they encompass.

作者

我是这篇论文的作者
点击您的名字以认领此论文并将其添加到您的个人资料中。

评论

主要评分

4.2
评分不足

次要评分

新颖性
-
重要性
-
科学严谨性
-
评价这篇论文

推荐

暂无数据
暂无数据