Purpose
– The aim of this paper was to assess the main and interactive effects of job applicant conscientiousness, and nurturing job demands on ratings of overweight female applicants on job ...suitability and a hiring recommendation. It also examined relations between rater ethnicity and ratings of the job suitability of normal and overweight applicants.
Design/methodology/approach
– The study used a 2×2×2 experimental design and data from 400 individuals (201 Anglos and 199 Hispanics) with hiring experience to test the study's hypotheses. Participants were randomly assigned to conditions, and asked to review a resume and picture of a normal or overweight applicant. Then, they were asked to rate the applicant's job suitability and make a hiring recommendation.
Findings
– The results revealed that: overweight female applicants were rated as more suitable for jobs and more likely to be recommended for hire when they had high rather than low conscientiousness; Hispanics were more likely to recommend overweight applicants for hire than Anglos; and there was a three-way interaction among applicant weight, rater ethnicity, and nurturing job demands for the hiring recommendation criterion.
Research limitations/implications
– The study was conducted in a simulated hiring context. Thus, research is needed to determine if the results generalize to actual work settings.
Practical implications
– The results suggest that organizations should provide decision makers with detailed information about applicants' conscientiousness, and the nurturing demands of jobs. When these types of information are presented, raters are less likely to display weight-based bias.
Originality/value
– Previous research on weight-based bias was not based on a theoretical model, but the present study used a theoretical framework to guide the development of hypotheses (Stone and Colella, 1996; Stone et al., 1992). In addition, it is the first study to examine the effects of overweight applicant conscientiousness and stereotype-job fit on ratings of job suitability, and differences between Hispanic and Anglo views of overweight applicants.
Background
The Arizona Birth Defects Monitoring Program (ABDMP) creates case‐finding lists of potential birth defects. As part of this, ABDMP includes all fetal death records, in addition to records ...for mothers and infants with an associated birth defect code. This project aims to understand the value of including all fetal deaths in case‐finding, and to assess the impact on the rate of birth defects if all fetal death cases are not reviewed.
Methods
We assessed 2016–2017 fetal death records based on case‐finding source and ICD‐10 CM codes. We categorized cases by whether they had a hospital discharge ICD‐10 CM code indicating a maternal diagnosis for a fetal anomaly (i.e., “O35” code), and compared them to cases reported only by a stillbirth code, meaning that a baby was born deceased, with no reference to birth defects. Positive and negative predictive values were calculated (PPV, NPV, respectively).
Results
For 2016–2017, fetal deaths make up 6% (n = 89) of all confirmed birth defects (n = 1,416), and fetal deaths with no O35 code make up 4% (n = 54) of all confirmed birth defects cases in Arizona. Had cases without an O35 code not been included, 4% (n = 54) of confirmed birth defect cases in Arizona for 2016–2017 would have been missed. The PPV was 68.6%.
Conclusion
The work involved in reviewing the additional 1,000 records per year is warranted by the value noted. It is evident that by including all fetal deaths we capture a more accurate picture of the occurrence of birth defects in Arizona.
Postfolate spina bifida lesion level change Eldridge, Carin; Bandlamuri, Sruti; Andrews, Jennifer G. ...
Birth defects research,
July 3, 2018, 2018-07-03, 20180703, Letnik:
110, Številka:
11
Journal Article
Background
Spina bifida accounts for a large proportion of birth defects in the United States. Studies have evaluated the decrease in prevalence at birth after folate fortification of food grains, ...but little is known about neurologic functional changes related to fortification. This study assesses the functional level of lesions in the prefortification and postfortification eras.
Methods
Data were collected through retrospective review of medical records from a regional multispecialty clinic in Arizona. This study included individuals born between 1981–1995 (prefortification) and 1999–2013 (postfortification). Patients were included if they had a primary diagnosis of spina bifida with or without hydrocephalus.
Results
There was a significant difference in functional lesion level with an 85% reduction in thoracic level lesions in the postfortification era (p < .005). There were no differences in gender or ethnicity across eras; however, Hispanic ethnicity had a higher number of cases overall (51.7%). The most common lesion level in both eras was mid‐lumbar, accounting for 35.7 and 34.4% of cases in the prefolate and postfolate eras, respectively.
Conclusions
This study demonstrates a significant difference in the distribution of lesion level of spina bifida patients born in the postfortification era, based on neurologic function. Further research with a larger sample size is needed to determine if this observation holds true nationally.
Research indicated that ethnic entrepreneurs are more likely to fail than their counterparts, and use of financial planning may be an important determinant. Thus, this study presented a model of ...factors (e.g., familism, beliefs, knowledge) thought to be related to Hispanic and Anglo entrepreneurs' use of financial planning. Results revealed that Hispanic entrepreneurs were less likely to use financial planning than Anglos, and familism values moderated the relations between ethnicity and the use of financial planning. Knowledge of planning and revenue levels were also related to use of planning, and entrepreneurs considered the needs of families when developing financial plans.
The purpose of this study was to examine a number of factors that may affect weight-based biases in organizations using two models of stigmas as the bases for the hypotheses (i.e., Stone & Colella, ...1996; Stone, Stone, & Dipboye, 1992). In particular, it used a 2 x 2 x 2 randomized experimental design and data from 400 participants to assess the main and interactive effects of the (a) applicant weight (normal vs. overweight), (b) applicant conscientiousness (low vs. high), and (c) nurturing job demands (low vs. high) on job suitability ratings and hiring recommendations. It also examined the extent to which rater ethnicity (Anglo-American vs. Hispanic-American) is related to these ratings. The results indicate that overweight female applicants are rated as more suitable for jobs and more likely to be recommended for hire when they have high rather than low conscientiousness. In addition, results reveal that Hispanic- Americans are more likely to recommend overweight applicants for hire than Anglo-Americans. A three-way interaction shows that job suitability ratings and hiring recommendations depend on rater ethnicity, applicant conscientiousness, and nurturing job demands. Results of analyses also indicate that two stereotypes (i.e., attractiveness, health) mediated the relations between weight and applicant ratings. Implications of these findings for theory, future research, practice, and society as a whole are considered along with potential limitations associated with the study.
Body weight should not be a factor when considering a job applicant for a job position if the candidate is qualified and capable of performing the job duties. This study of 147 female students from ...an east Texas university examines responses indicating likeness to recommend a female job applicant, by resume with a photo, to a job description. Participants responded to a "likeliness to recommend" questionnaire regarding a prospective normal weight or overweight job candidate before or after having received body mass index (BMI) awareness, and calculating body satisfaction, to determine whether students' perceptions of weight is affected by the knowledge of BMI awareness and participants own body satisfaction. Results revealed no significant difference in the participants' perceptions of the job applicants regarding the weight of the job applicant, BMI awareness, or body satisfaction of the participant. Levene's test for equality of variance was significant (F = 4.80, df = 145, p < .03) for the normal weight job applicant. In this study, body weight was not a contributing factor for employment selection.
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