Thesis (M.A.)--University of Missouri-Columbia, 2007. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on April 1, 2008) Includes bibliographical references.

Thesis (M.A.)--University of Wyoming, 2007. / Title from PDF title page (viewed on Feb. 9, 2009). Includes bibliographical references (p. 97-99).

Thesis (M.A.)--Florida State University, 2005. / Advisor: Dr. Virgil Suarez, Florida State University, College of Arts and Sciences, Dept. of English. Title and description from dissertation home page (viewed June 7, 2005). Document formatted into pages; contains vi, 56 pages. Includes bibliographical references.

Originally presented as the author's Thesis (doctoral)--Université Charles-De-Gaulle Lille 3, 1997. / Includes bibliographical references.

Thesis (D.A.)--Illinois State University, 1990. / Title from title page screen, viewed November 10, 2005. Dissertation Committee: Lawrence W. McBride (chair), Earl A. Reitan, Edward L. Schapsmeier, Hibbert R. Roberts, Mohamad Tavakoli-Targhi. Includes bibliographical references (leaves 551-565) and abstract. Also available in print.

Thesis (Ph. D.)--University of Texas at Austin, 2004. / Supervisor: Elizabeth L Keating. Vita. Includes bibliographical references. Also available from UMI.

No description available.

Discrimination in hiring contexts has received a lot of attention from researchers in Industrial Organizational Psychology. However, discrimination against Arabs and Muslims in hiring contexts has been overlooked in the literature. The current study explores discrimination targeting Arabs and Muslims in the workplace. The theory of multiple categorization (Crisp & Hewstone, 1999) was applied to Arabs and Muslims in order to determine the relative effect of national origin and religious affiliation. Perceived job fit (Heilman, 1983) was also examined using an airport security position and a shipping and receiving clerk position. Participants rated mock resumes on several measures of hireability and ranked the applicants in the order in which they would hire them. The results show that the Muslim applicants were rated lower than the Christian applicants and the Arab applicants were rated lower than the Caucasian applicants. Furthermore, the Caucasian Christian applicant was rated significantly higher than the Caucasian Muslim applicant, the Arab Christian applicant, and the Arab Muslim applicant. This study shows that Arabs and Muslims were rated lower than their equally qualified counterparts, providing evidence of discrimination of Arabs and Muslims.

Zugl.: Berlin, Freie Universiẗat, Diss. / Includes bibliographical references (p. [361]-386) and index.

published_or_final_version / abstract / English Studies / Master / Master of Arts