Ana vatan işe alım uzmanlarının ikinci nesil göçmen iş adaylarına karşı tutumu

This study examined the effects of home country recruiters' conservatism levels and acculturation profiles of second generation immigrant (SGI) job applicants on home country recruiters' favorable hiring decisions. It focused on three different acculturation profiles: Assimilated, Separated and Cosmopolite. Data was collected from 258 full-time employees. Results showed that for home country recruiters with high levels of conservatism, separated SGIs' perceived level of similarity was higher and they were relatively more preferred to be hired than their assimilated counterparts. No difference was observed between separated and cosmopolite SGIs. For home country recruiters with low levels of conservatism, cosmopolite SGIs' perceived level of similarity was higher and they were relatively more preferred to be hired than their separated counterparts. No difference was observed between cosmopolite and assimilated SGIs. Additionally, we found that the positive relationship between recruiters' favorable hiring decisions and perceived similarity of SGIs was mediated by perceived trustworthiness of SGIs. Keywords: Second - generation immigrants, acculturation profiles, hiring , perceived trustworthiness, perceived similarity, conservatism