Tied migration and anticipatory discrimination against military spouses seeking work

军事冲突给被围困者及其家庭带来了挑战。军人配偶面临的一个挑战是，面对反复的调动和部署，如何找到工作和维持职业生涯。 该项目将揭示公众和雇主是否以及在多大程度上看待军人配偶求职者与他们的平民同龄人不同，如果是这样，过去的地理流动性有多频繁，或者对未来移动的假设，影响军人配偶作为求职者的看法。该项目研究了军人配偶作为经常搬家和换工作者的刻板印象如何可能导致基于对未来求职行为的假设的预期歧视。由于军人配偶就业问题可能会影响其服务成员的保留决定，这个问题对招募和保留高质量的军事力量有影响。在这样做的过程中，本研究提供的证据，可能是有用的，在创建有效的政策解决方案，军人家庭，以及其他双收入家庭。本研究将使用补充实验和定性方法，包括调查小插曲实验与实际的招聘代理和一系列的雇主访谈，以确定是否以及在何种程度上招聘代理对待寻求就业的军人配偶不同于类似的平民同行，为什么。该项目开发和测试的预期歧视的理论，明确评估如何过去的地理流动性和未来的地理稳定性的预期影响评价的女性求职者，以及是否过去和未来的地理稳定性占任何军事配偶求职者的差异评价。调查实验的补充是在四个劳动力市场的实际招聘代理的采访，以了解他们过去的经验与军人配偶员工，他们如何看待他们作为申请人，以及如何雇用决定是由这些申请人的预期未来的影响。 拟议的研究加强了军事配偶和捆绑移民劳动力市场的结果在几个方面的研究。首先，该项目提供了明确的态度和行为证据，证明军人配偶相对于平民配偶受到不同待遇。其次，本研究通过将雇主定位为对军人配偶失业的核心影响，拓宽了对军人配偶和捆绑移民就业的研究基础。第三，拟议的研究还测试了如何在不同军事存在水平的劳动力市场上评估军人配偶和与平民有关的移民。虽然研究的案例集中在一种类型的工人身上，但类似的过程也适用于其他群体。预期歧视的概念可以提供新的方式来构思法律的保护类别的工人周围的假定或实际的未来statuses.This奖项反映了NSF的法定使命，并已被认为是值得的支持，通过评估使用基金会的智力价值和更广泛的影响审查标准。

Military conflicts create challenges for enlistees and their families. One challenge facing military spouses is that of finding work and maintaining a career in the face of repeated moves and deployments. This project will reveal whether and the extent to which the public and employers view military spouse job seekers differently than their civilian peers, and if so, how frequent geographic mobility in the past, or assumptions about moves in the future, influence the perceptions of military spouses as job candidates. The project studies how stereotypes of military spouses as frequent movers and job changers may lead to anticipatory discrimination based on presumptions of future behavior when seeking work. Because military spouse employment problems may influence the retention decisions of their service member, this issue has implications for recruiting and retention of a high-quality military force. In doing so, this study offers evidence that may be useful in creating effective policy solutions for military families, as well as other dual income households. This study will use complementary experimental and qualitative methods, including survey vignette experiments with actual hiring agents and a series of employer interviews, to identify whether and to what extent hiring agents treat military spouses seeking employment differently than similar civilian peers, and why. The project develops and tests a theory of anticipatory discrimination by explicitly evaluating how past geographic mobility and future expectations of geographic stability influence evaluations of women job seekers, and whether past and future geographic stability accounts for any differential evaluations of military spouse job seekers. The survey experiment is complemented by interviews with actual hiring agents in four labor markets to understand their past experiences with military spouse employees, how they perceive them as applicants, and how hiring decisions are influenced by anticipated futures of these applicants. The proposed research enhances the study of military spouses and tied migrant labor market outcomes in several ways. First, the project provides explicit attitudinal and behavioral evidence of differential treatment of military spouses relative to civilian spouses. Second, the study broadens the research base on military spouse and tied migrant employment by locating employers as central influences on military spouse unemployment. Third, the proposed research also tests how military spouses and civilian tied migrants are evaluated across labor markets characterized by different levels of military presence. While the case under study centers on one type of worker, similar processes operate with other groups. The concept of anticipatory discrimination may offer new ways to conceive of legal protections for categories of workers based around presumed or actual future statuses.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.