Predicting hiring discrimination for transgender job applicants

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dc.contributor.advisor Frame, Mark
dc.contributor.author Johnson, Emilie Myra
dc.date.accessioned 2017-05-26T18:05:57Z
dc.date.available 2017-05-26T18:05:57Z
dc.date.issued 2017-05-17
dc.identifier.uri http://jewlscholar.mtsu.edu/xmlui/handle/mtsu/5334
dc.description.abstract This study examined the relationship between attitudes toward transgender individuals and hiring discrimination of transgender individuals as well as how several individual difference variables relate to negative attitudes toward transgender individuals. Participants were randomly assigned to one of two conditions where they read eight applications; half of the applicants were qualified for the job and one qualified applicant was transgender. Participants reviewed the applications, rated each applicant on their qualifications, and rank-ordered applicants for hiring purposes. Researchers hypothesized participants that held negative attitudes would be less likely to report that they would hire transgender individuals. Results indicated that there were significant relationships between religiosity, controllability, attitudes toward lesbian and gays, gender role belief, exposure to transgender individuals and participants attitudes towards transgender individuals. Additionally, there was no significant relationship between attitudes toward transgender individuals and hiring discrimination.
dc.publisher Middle Tennessee State University
dc.title Predicting hiring discrimination for transgender job applicants
dc.type Thesis
dc.contributor.committeemember Van Hein, Judith
dc.contributor.committeemember Langston, William
dc.thesis.degreelevel Masters
dc.thesis.degreegrantor Middle Tennessee State University
dc.subject.umi Psychology
dc.description.degree M.A.
dc.contributor.department Psychology


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