東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Mothers on the market: Employer hiri...

Kiester, Elizabeth.

FindBook

Google Book

Amazon

博客來

Mothers on the market: Employer hiring practices and motherhood penalties.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Mothers on the market: Employer hiring practices and motherhood penalties./
作者:	Kiester, Elizabeth.
面頁冊數:	237 p.
附註:	Source: Dissertation Abstracts International, Volume: 76-07(E), Section: A.
Contained By:	Dissertation Abstracts International76-07A(E).
標題:	Gender studies. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3683438
ISBN:	9781321576344

Mothers on the market: Employer hiring practices and motherhood penalties.
Kiester, Elizabeth.

Mothers on the market: Employer hiring practices and motherhood penalties. - 237 p.

Source: Dissertation Abstracts International, Volume: 76-07(E), Section: A.

Thesis (Ph.D.)--Utah State University, 2014.

This item must not be sold to any third party vendors.

Recent scholars have identified a phenomenon known as the motherhood wage penalty with research demonstrating that women with children face wage discrepancies beyond those associated with being female. This project adds to our understanding of non-wage-related penalties by investigating two distinct gatekeeping stages: screening and interviewing.I asked do employer hiring practices create barriers to mothers' access to jobs? To answer this question, I used a novel mixed-methods approach, combining a dual-state audit study with qualitative employer interviews. I framed my study using the status theory of motherhood, which suggests that whenever motherhood is salient in the labor market, mothers will face discrimination. This study is the first of its kind in the field of motherhood and organizational discrimination. In phase one, I completed an audit study in two states: Utah and California. Each week, I applied for 10 jobs in each state using two fictitious applicants for a total of 40 resumes per week. This resulted in 960 applications (480 companies) over a 24-week period. I then randomly selected employers in each state for a total of 27 interviews, allowing me to speak directly with hiring managers regarding their employment practices.

ISBN: 9781321576344Subjects--Topical Terms:

2122708
Gender studies.

Mothers on the market: Employer hiring practices and motherhood penalties.
LDR:02701nmm a2200313 4500 001 2063014
005 20151024095835.5
008 170521s2014 ||||||||||||||||| ||eng d
020 $a 9781321576344
035 $a (MiAaPQ)AAI3683438
035 $a AAI3683438
040 $a MiAaPQ $c MiAaPQ
100 1 $a Kiester, Elizabeth. $3 3177473
245 1 0 $a Mothers on the market: Employer hiring practices and motherhood penalties.
300 $a 237 p.
500 $a Source: Dissertation Abstracts International, Volume: 76-07(E), Section: A.
500 $a Adviser: Christy M. Glass.
502 $a Thesis (Ph.D.)--Utah State University, 2014.
506 $a This item must not be sold to any third party vendors.
520 $a Recent scholars have identified a phenomenon known as the motherhood wage penalty with research demonstrating that women with children face wage discrepancies beyond those associated with being female. This project adds to our understanding of non-wage-related penalties by investigating two distinct gatekeeping stages: screening and interviewing.I asked do employer hiring practices create barriers to mothers' access to jobs? To answer this question, I used a novel mixed-methods approach, combining a dual-state audit study with qualitative employer interviews. I framed my study using the status theory of motherhood, which suggests that whenever motherhood is salient in the labor market, mothers will face discrimination. This study is the first of its kind in the field of motherhood and organizational discrimination. In phase one, I completed an audit study in two states: Utah and California. Each week, I applied for 10 jobs in each state using two fictitious applicants for a total of 40 resumes per week. This resulted in 960 applications (480 companies) over a 24-week period. I then randomly selected employers in each state for a total of 27 interviews, allowing me to speak directly with hiring managers regarding their employment practices.
520 $a Throughout this project I identified employer bias at both the screening and interviewing stages. This included three key mechanisms: employers' ideal expectations for their workers, the subjective assessment of both soft skills and family responsibilities, and the employment gap inquiry. Findings also varied by state suggesting that the salience of motherhood may be impacted by larger cultural and policy contexts resulting in varied labor market outcomes.
590 $a School code: 0241.
650 4 $a Gender studies. $3 2122708
650 4 $a Organizational behavior. $3 516683
650 4 $a Labor relations. $3 3172144
690 $a 0733
690 $a 0703
690 $a 0629
710 2 $a Utah State University. $b Sociology, Social Work and Anthropology. $3 1674274
773 0 $t Dissertation Abstracts International $g 76-07A(E).
790 $a 0241
791 $a Ph.D.
792 $a 2014
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3683438