This exploratory study utilized a judgment modeling approach to examine the effect of diversity-based candidate attributes on hiring, career progression and voluntary turnover judgments. Accounting professionals were divided into two groups based on rank - audit seniors and managerial level personnel. Participants provided likelihoods of hiring, advancement and voluntary attrition for a series of hypothetical candidates. Information regarding each potential hiree was presented on a summary sheet and three diversity-based attributes (race, gender and family structure) were manipulated. Across participants, several interesting findings emerged. Race influenced judgments on hiring, but not advancement or voluntary turnover. Gender impacted perceptions of voluntary turnover, as did family structure. Overall, the two groups of participants evaluated candidates differently. Finally, there were differences between the two groups in the proportion of subjects incorporating the manipulated attributes to form judgments.
|Original language||English (US)|
|Number of pages||17|
|State||Published - Mar 1 1998|
- Employment judgments
- Family structure
ASJC Scopus subject areas