Hiring as cultural gatekeeping into occupational communities: implications for higher education and student employability
Hiring as cultural gatekeeping into occupational communities: implications for higher education and student employability
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DOI：
10.1007/s10734-019-00411-6
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发表时间：
2020-02-01
期刊：
影响因子：
5
通讯作者：
Hora, Matthew T.
中科院分区：
文献类型：
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作者：
Hora, Matthew T.
随着大学学费的上涨和对毕业生就业前景的担忧，毕业生的就业能力是世界各地高等教育政策和实践的主导因素。然而，仅仅完成学业和获得证书并不能保证就业，对招聘的研究揭示了其主观方面，特别是当申请人的文化信号与组织的文化信号相匹配时。本研究以美国威斯康星州的42家制造业企业为研究对象，运用主题分析法和社会网络分析法，运用文化资本理论对企业招聘中的“文化匹配”现象进行了定性研究。结果表明，74%的雇主雇用文化适合，但是，与先前的研究相反，这个匹配过程不仅仅是一个适合申请人个性的问题，以整体的“组织文化”或面试官的喜好。相反，雇主匹配不同的申请人倾向（例如，个性、态度）和能力（例如，认知、人际关系、个人内部）与现有工作人员的个性以及在特定部门内占主导地位的特定行业规范之间的关系。本文探讨了这些研究结果对大学生，教师和职业顾问的影响，特别是在求职和招聘过程中的歧视性做法的潜力。
With the rising price of college and anxiety about graduates' job prospects, the employability of graduates is a dominant narrative shaping postsecondary policy and practice around the world. Yet, completion and the acquisition of a credential alone do not guarantee employment, and research on hiring reveals its subjective aspects, particularly when cultural signals of applicants are matched to those of organizations. In this qualitative study of 42 manufacturing firms in the US state of Wisconsin, cultural capital theory is used to investigate the prevalence of hiring as "cultural matching" using thematic and social network methods to analyze interview data. Results indicate that 74% of employers hire for cultural fit, but, contrary to prior research, this matching process is not simply a matter of fitting applicant personalities to monolithic "organizational cultures" or interviewer preferences. Instead, employers match diverse applicant dispositions (e.g., personality, attitude) and competencies (e.g., cognitive, inter-personal, intra-personal) to the personalities of existing staff as well as to industry-specific norms that are dominant within specific departments. The paper explores implications of these findings for college students, faculty, and career advisors, especially in light of the potential for discriminatory practices during the job search and hiring process.