WHAT HAS RACE GOT TO DO WITH IT? UNRAVELING THE ROLE OF RACIOETHNICITY IN JOB SEEKERS' REACTIONS TO SITE VISITS

By Patrick F. McKay, Derek R. Avery. 2006

106 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/20682f1da9759b2414f4b9ce330a9cb53f2ebced

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In Gender Studies

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Citations in the corpus

Social Dominance Theory: Explorations in the Psychology of Oppression (2016, unknown): “Aiello, Pratto, & Pierro, 2013 Green & Auer, 2013 Haley & Sidanius, 2005 Martin et al., 2014 McKay & Avery, 2006 Nicol, 2009 Nicol, Rounding, & MacIntyre, 2011 Parkins, Fishbein, & Rithey, 2006 Pichler, Varma, & Bruce, 2010 Rosenblatt, 2012 Rosette, Carton, Bowes-Sperry, & Hewlin, 2013 Seelman &…”
Employee Job Search (2012, unknown): “For instance, McKay and Avery (2006) note that simply capturing the number of diversity cues presented to NEs fails to assess the quality of the information or search experience as well as job seekers’ individual differences, both of which are expected to influence job choice.”
Diversity in organizations: Where are we now and where are we going? (2009, background): “…would judge the overall quality of interracial interactions during job interviews to be lower than race/ethnic majority members, but aversive racism theory suggests that such minorities observe subtle non-verbal gestures that indicate a subconscious aversion to minorities (McKay & Avery, 2006).”
Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict (2013, unknown): “…composition of the employees and (2) employees' perceived diversity climate (e.g., Chen et al., 2012; Kossek et al., 2003; Kossek and Zonia, 1993; McKay and Avery, 2006; Mor Barak et al., 1998; Pugh et al., 2008; Roberson and Stevens, 2006), while largely ignoring the consequences of diversity…”
Establishing a Diversity Program is Not Enough: Exploring the Determinants of Diversity Climate (2010, background): “As McKay and Avery (2006) state, "a potentially vivid signal of a”
Why Organizational and Community Diversity Matter: Representativeness and the Emergence of Incivility and Organizational Performance (2011, background): “Representation of ethnic minorities serves as a visible and observable cue through which stakeholders understand the meaning of ethnicity in a particular context (McKay & Avery, 2006; Roberson & Stevens, 2006).”
Employee recruitment: Current knowledge and important areas for future research (2008, unknown): “To date, relatively little research attention has been given to the job candidate site visit (McKay & Avery, 2006).”