4,801
Views
94
CrossRef citations to date
0
Altmetric
Original Articles

The skill paradox: explaining and reducing employment discrimination against skilled immigrants

, , , &

References

  • AbramsD., & HoggM. A. (2010). Social identity and self-categorization. In J. F.Dovidio, M.Hewstone, P.Glick, & V. M.Esses (Eds.), The Sage handbook of prejudice, stereotyping and discrimination (pp. 179–193). London: Sage.
  • AguinisH. (1995). Statistical power problems with moderated multiple regression in management research. Journal of Management, 21, 1141–1158.
  • Al ArissA., & ÖzbilginM. (2010). Understanding self-initiated expatriates: Career experiences of lebanese self-initiated expatriates in France. Thunderbird International Business Review, 52, 275–285.
  • Al ArissA., & SyedJ. (2011). Capital mobilization of skilled migrants: A relational perspective. British Journal of Management, 22, 286–304.
  • AlboimN., FinnieR., & MengR. (2005). The discounting of immigrants' skills in Canada: Evidence and policy recommendations. IRPP Choices, 11, 1–28.
  • AlmeidaS., FernandoM., & SheridanA. (2012). Revealing the screening: Organisational factors influencing the recruitment of immigrant professionals. The International Journal of Human Resource Management, 23, 1950–1965.
  • AshforthB. E., & JohnsonS. A. (2001). Which hat to wear? The relative salience of multiple identities in organizational contexts. In M. A.Hogg & D. J.Terry (Eds.), Social identity processes in organizational contexts (pp. 31–48). Philadelphia, PA: Psychology Press.
  • BellM. P., KwesigaE. N., & BerryD. P. (2010). Immigrants: The new invisible men and women in diversity research. Journal of Managerial Psychology, 25, 177–188.
  • BhagatR. S., & LondonM. (1999). Getting started and getting ahead: Career dynamics of immigrants. Human Resource Management Review, 9, 349–365.
  • BinggeliS., DietzJ., & KringsF. (2013). Immigrants: A forgotten minority. Industrial and Organizational Psychology, 6, 107–113.
  • BriefA. P., DietzJ., CohenR. R., PughS. D., & VaslowJ. B. (2000). Just doing business: Modern racism and obedience to authority as explanations for employment discrimination. Organizational Behavior and Human Decision Processes, 81, 72–97.
  • Canadian Manufacturers and Exporters. (2013). 2012–13 management issues survey. Retrieved from http://www.cme-mec.ca/download.php?file = h8q3snma.pdf (accessed 19 February 2014).
  • CoatesK., & CarrS. C. (2005). Skilled immigrants and selection bias: A theory-based field study from New Zealand. International Journal of Intercultural Relations, 29, 577–599.
  • CronbachL. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16, 297–334.
  • DietzJ. (2010). Introduction to the special issue on employment discrimination against immigrants. Journal of Managerial Psychology, 25, 104–112.
  • DovidioJ. F., & GaertnerS. L. (2010). Intergroup bias. In S. T.Fiske, D.Gilbert, & G.Lindzey (Eds.), Handbook of social psychology (Vol. 2, 5th ed., pp. 1084–1121). New York, NY: Wiley.
  • EllemersN. (2012). The group self. Science, 336, 848–852.
  • EllemersN., & HaslamS. A. (2011). Social identity theory. In A. M.Van Lange, A. W.Kruglanski, & E. T.Higgins (Eds.), Handbook of theories in social psychology (pp. 379–398). London: Sage.
  • EssesV. M., DietzJ., & BhardwajA. (2004). Race, prejudice, and the evaluation of immigrant skills. International Journal of Psychology, 39, 9.
  • EssesV. M., DietzJ., & BhardwajA. (2006). The role of prejudice in the discounting of immigrant skills. In R.Mahalingam (Ed.), Cultural psychology of immigrants (pp. 113–130). Mahwah, NJ: Lawrence Erlbaum.
  • EssesV. M., MedianuS., & LawsonA. S. (2013). Uncertainty, threat, and the role of the media in promoting the dehumanization of immigrants and refugees. Journal of Social Issues, 69, 518–536.
  • FangT., SamnaniA.-K., NovicevicM. M., & BingM. N. (2013). Liability-of-foreignness effects on job success of immigrant job seekers. Journal of World Business, 48, 98–109.
  • GaertnerS. L., & DovidioJ. F. (2000). Reducing intergroup bias: The common ingroup identity model. Philadelphia, PA: Psychology Press.
  • GaertnerS. L., & DovidioJ. F. (2008). Addressing contemporary racism: The common ingroup identity model. In C.Willis-Esqueda (Ed.), Motivational aspects of prejudice and racism (pp. 111–133). New York, NY: Springer Science.
  • GaertnerS. L., DovidioJ. F., NierJ. A., BankerB. S., WardC. M., HouletteM., & LouxS. (2000). The common ingroup identity model for reducing intergroup bias: Progress and challenges. In R.Brown & D.Capozza (Eds.), Social identity processes: Trends in theory and research (pp. 133–148). London: Sage.
  • GalarneauD., & MorissetteR. (2004). Immigrants: Settling for less?Perspectives on Labour and Income, 5, 5–16.
  • GormanC. D., CloverW. H., & DohertyM. E. (1978). Can we learn anything about interviewing real people from interviews of paper people? Two studies of the external validity of a paradigm. Organizational Behavior and Human Performance, 22, 165–192.
  • HakakL. T., & Al ArissA. (2013). Vulnerable work and international migrants: A relational human resource management perspective. The International Journal of Human Resource Management, 24, 4116–4131.
  • HakakL. T., HolzingerI., & ZikicJ. (2010). Barriers and paths to success: Latin American MBA's views of employment in Canada. Journal of Managerial Psychology, 25, 159–176.
  • HamiltonV. L., & SandersJ. (1999). The second face of evil: Wrongdoing in and by the corporation. Personality and Social Psychology Review, 3, 222–233.
  • HeilmanM. E. (1983). Sex bias in work settings: The lack of fit model. In B. M.Staw & L. L.Cummings (Eds.), Research in organizational behavior (Vol. 5, pp. 269–298). Greenwich, CT: JAI.
  • HertelG., & KerrN. L. (2001). Priming in-group favoritism: The impact of normative scripts in the minimal group paradigm. Journal of Experimental Social Psychology, 37, 316–324.
  • LewisA. C., & ShermanS. J. (2003). Hiring you makes me look bad: Social-identity based reversals of the ingroup favoritism effect. Organizational Behavior and Human Decision Processes, 90, 262–276.
  • LiC., GervaisG., & DuvalA. (2006). The dynamics of overqualification: Canada's underemployed university graduates. Statistics Canada, Income Statistics Division.
  • MarquesJ., AbramsD., & SerodioR. G. (2001). Being better by being right: Subjective group dynamics and derogation of in-group deviants when generic norms are undermined. Journal of Personality and Social Psychology, 81, 436.
  • MarquesJ. M., YzerbytV. Y., & LeyensJ. P. (1988). The black sheep effect: Extremity of judgments towards ingroup members as a function of group identification. European Journal of Social Psychology, 18, 1–16.
  • Mor BarakM. E. (2011). Managing diversity: Toward a globally inclusive workplace. London: Sage.
  • PetersenL. E., & DietzJ. (2005). Prejudice and enforcement of workforce homogeneity as explanations for employment discrimination. Journal of Applied Social Psychology, 35, 144–159.
  • PetersenL. E., & DietzJ. (2008). Employment discrimination: Authority figures' demographic preferences and followers' affective organizational commitment. Journal of Applied Psychology, 93, 1287–1300.
  • PowellG. N. (1999). The simultaneous pursuit of person-organization fit and diversity. Organizational Dynamics, 28, 50–60.
  • ReitzJ. G. (2007). Immigrant employment success in Canada, part I: Individual and contextual causes. Journal of International Migration and Integration/Revue de l'Integration et de la Migration Internationale, 8, 11–36.
  • ReitzJ. G., CurtisJ., & ElrickJ. (2014). Immigrant skill utilization: Trends and policy issues. Journal of International Migration and Integration, 15, 1–26.
  • RobersonL., GalvinB. M., & CharlesA. C. (2007). When group identities matter: Bias in performance appraisal. The Academy of Management Annals, 1, 617–650.
  • SalaffJ., GreveA., & PingL. X. L. (2002). Paths into the economy: Structural barriers and the job hunt for skilled migrants in Canada. The International Journal of Human Resource Management, 13, 450–464.
  • Statistics Canada. (2014). Labour force characteristics by immigrant status of population aged 25 to 54, and by educational attainment. Retrieved from http://www.statcan.gc.ca/tables-tableaux/sum-som/l01/cst01/labor90a-eng.htm (accessed 5 February 2014).
  • TajfelH., & TurnerJ. (1986). The social identity theory of intergroup behavior. In S.Worchel & W. G.Austin (Eds.), Psychology of intergroup relations (pp. 7–24). Chicago, IL: NelsonHall.
  • ThorntonG. C. (1992). Assessment centers in human resource management. New York, NY: Addison-Wesley.
  • ZikicJ., BonacheJ., & CerdinJ. L. (2010). Crossing national boundaries: A typology of qualified immigrants' career orientations. Journal of Organizational Behavior, 31, 667–686.

Reprints and Corporate Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

To request a reprint or corporate permissions for this article, please click on the relevant link below:

Academic Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

Obtain permissions instantly via Rightslink by clicking on the button below:

If you are unable to obtain permissions via Rightslink, please complete and submit this Permissions form. For more information, please visit our Permissions help page.