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Job Applicant Screening by a Japanese Transplant: A Union-Avoidance Tactic

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  • Gregory M. Saltzman

Abstract

The author examines efforts by managers of a Japanese-owned auto parts plant to avoid hiring union sympathizers in 1993–94. Data from confidential questionnaires in which job applicants stated whether they would vote for union representation in their current or most recent job were matched with outcome data provided by management. Pro-union applicants were much more likely than other applicants to withdraw their applications or quit shortly after being hired. The author finds only weak evidence, however, that management overtly favored antiunion job applicants in making job offers.

Suggested Citation

  • Gregory M. Saltzman, 1995. "Job Applicant Screening by a Japanese Transplant: A Union-Avoidance Tactic," ILR Review, Cornell University, ILR School, vol. 49(1), pages 88-104, October.
    • Handle: RePEc:sae:ilrrev:v:49:y:1995:i:1:p:88-104
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    Cited by:

    1. Stijn Baert & Eddy Omey, 2015. "Hiring Discrimination Against Pro-union Applicants: The Role of Union Density and Firm Size," De Economist, Springer, vol. 163(3), pages 263-280, September.

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