<p> This study examined the influences of tattoos on hirability and salary recommendations in the workplace. The study aimed to find whether educating participants about Title VII cases would moderate the relationship between type of tattoo and hiring recommendations as well as type of tattoo and salary recommendations. This study did not find any significant main effects of tattoos on hirability or salary.</p>

<p>Sexual Orientation Discrimination: Effects of Microaggressions on Coming Out and Organizational Attraction

<p> This descriptive study examines the relationship between job expectations and job satisfaction in the context of adventure education (AE) field staff. An electronic survey distributed to field instructors of the Recreational Equipment Incorporated (REI) Outdoor School assessed the level to which their job expectations had been met as well as their reported job satisfaction based on the short form of the Minnesota Satisfaction Questionnaire. Quantitative analysis of the results indicates a significant correlation between job expectations and job satisfaction. Extrinsic job satisfaction showed a stronger correlation with employee expectations than did intrinsic job satisfaction, although the difference in correlation strengths was not statistically significant. Expectations about both basic job attributes and career development opportunities correlated with job satisfaction significantly more strongly than expectations about curriculum. Factor analysis reveals that amongst other job expectations, manager communication and career development opportunities correlate strongest with job satisfaction, and represent key focus areas for AE administrators. Increasing the visibility of organizational mission statements as well as reviewing staff training models with these results in mind could help align employee expectations with reality. These results suggest that the AE industry should continue to develop its human resource savvy and monitor the evolving profile of their employees to safeguard their job satisfaction.</p>

<p> In recent years, growing attention has been paid to the subtle forms of discrimination towards disadvantaged groups that occur in the work place. The result has been a growing understanding of the underlying stereotypes and biases that affect social interaction and decision-making. However, there is currently still a dearth of research addressing the stereotypes that affect transgender individuals in the workplace. This is of particular concern as sources suggest transgender individuals often feel as though their gender identity hinders their employment opportunities. This study sought to address that issue by exploring perceptions of agency and communality in the decision to hire and recommend salary to an openly transgender job applicant. This study examined this by having individuals rate their impression of either a transgender or cisgender job applicant&rsquo;s agency, communality, and eligibility for a provided position. Results suggested that although being transgender did not affect perceptions of hireability or salary recommendations, being transgender did influence perceived agentic and communal traits negatively. These results provide implications for openly transgender job applicants who are hesitant to disclose their gender identity in the application process. </p>

Abstract not available

<p> Construction companies are able to show an increased bottom line by developing strategies to retain employees. However, the cost to develop and implement strategies that can decrease employee turnover is a substantial investment. As costs continue to rise in most business functions, strategies to facilitate cost savings must be identified and implemented to become or remain profitable. The Herzberg Two-Factor Theory served as the conceptual framework was chosen for this study and provided a baseline for developing retention strategies within the construction industry. The purpose of this single quantitative exploratory case study was to identify the retention factors that provided the greatest impact to retain construction employees. There was a sample of 68 individuals selected for this study, consisting of laborers within the U.S. construction industry. An online survey was used to collect the data, and the findings are intended to add to the current body of knowledge by identifying the impact that job satisfaction factors in the construction industry. A correlational analysis as well as a multiple linear regression analysis was conducted to reveal the relationships between job satisfaction and employee turnover intention. The findings of this study results revealed a moderate negative relationship between job satisfaction, both intrinsic and extrinsic and employee turnover intention. Additionally, the study found that by implementing developed retention strategies using factors of job satisfaction, organizational leadership can understand the drivers for employee retention, and increase overall job satisfaction, profitability, and productivity. The study limitations, implication, recommendations for practice and future research are also discussed in detail. Lastly, the study shows that the nature of the association between job satisfaction and employee turnover intention is significant to industrial psychological practices.</p><p>