Tied migration and anticipatory discrimination against military spouses seeking work

军事冲突给入伍人员及其家人带来了挑战。军人配偶面临的一个挑战是，在反复搬家和部署的情况下，如何找到工作并维持职业生涯。这个项目将揭示公众和雇主对军人配偶求职者的看法是否和在多大程度上不同于他们的文职同龄人，如果是这样的话，过去频繁的地理流动或对未来流动的假设如何影响军人配偶作为求职者的看法。该项目研究军人配偶经常搬家和换工作的刻板印象如何导致基于对未来找工作行为的推定而产生的预期歧视。由于军人配偶就业问题可能会影响其服役人员的留用决定，因此这一问题对招募和留住一支高素质的军队具有重要意义。通过这样做，这项研究提供的证据可能有助于为军人家庭以及其他双重收入家庭制定有效的政策解决方案。本研究将使用互补的实验和定性方法，包括与实际招聘代理的调查间隔实验和一系列雇主访谈，以确定招聘代理是否以及在多大程度上对待寻求就业的军人配偶与类似的文职同龄人不同，以及原因。该项目通过明确评估过去的地理流动性和未来对地理稳定性的期望如何影响对女性求职者的评价，以及过去和未来的地理稳定性是否会导致对军人配偶求职者的任何不同评价，来开发和测试预期歧视理论。调查实验还采访了四个劳动力市场的实际招聘代理，以了解他们过去与军人配偶雇员的经历，他们如何将他们视为申请者，以及这些申请者的预期未来如何影响招聘决定。拟议的研究在几个方面加强了对军人配偶的研究，并将移民劳动力市场的结果联系在一起。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区别对待。其次，本研究通过将用人单位定位为影响军人配偶失业的核心因素，拓宽了军人配偶和农民工就业的研究基础。第三，这项拟议的研究还测试了在不同军事存在水平的劳动力市场上，如何对军人配偶和与平民有联系的移民进行评估。虽然正在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。预期歧视的概念可能会提供新的方式，根据假定或实际的未来地位来构思对各类工人的法律保护。这一裁决反映了NSF的法定使命，并通过使用基金会的智力优势和更广泛的影响审查标准进行评估，被认为值得支持。

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.