The Effects of Recruiting Source and Employee Demographic Similarity on Employee Outcomes: Is Recruiting Source Merely a Proxy for Employee Demographic Similarity
Taber, Mary Elizabeth
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Permalink
https://hdl.handle.net/2142/87492
Description
Title
The Effects of Recruiting Source and Employee Demographic Similarity on Employee Outcomes: Is Recruiting Source Merely a Proxy for Employee Demographic Similarity
Author(s)
Taber, Mary Elizabeth
Issue Date
1999
Doctoral Committee Chair(s)
Wallace E. Hendricks
Department of Study
Labor and Industrial Relations
Discipline
Labor and Industrial Relations
Degree Granting Institution
University of Illinois at Urbana-Champaign
Degree Name
Ph.D.
Degree Level
Dissertation
Keyword(s)
Sociology, Demography
Language
eng
Abstract
Research on recruiting sources has found that the use of employee referrals is positively related to employee tenure and performance. However, it is unclear whether a relationship exists between recruiting source used and applicant gender and race. Research has also found that organizational demographic composition affects employee turnover and performance. This study analyzes data, on several thousand employees of a U.S. based, products and service company, to investigate whether (1) there are systematic differences in recruiting source use across gender and race, (2) those differences explain differences in post-hire outcomes, and (3) the relationships between recruiting source use and gender and race, and recruiting source use and post-hire outcomes are influenced by organizational demographic composition. I do not find systematic differences in recruiting source across gender and race. I do find evidence that organizational demographic composition influences the relationships between (1) gender-race and recruiting source use, and (2) recruiting source use and post-hire outcomes. However, the relationships are not the same across gender and race.
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