Religious discrimination in selection systems

This study explored the effects that an applicants religious affiliation would have on selection systems within workplace settings. Participants reviewed and rated one of three personnel files that implied the applicants religious affiliation (Christian, Jewish, or Muslim) and completed questionnaires designed to assess the participants levels of nationalism and religiosity. Results indicated that through various recommendation items and dimensions, the Muslim applicant was rated significantly lower than the Christian and/or Jewish applicant. Religiosity had a moderating effect when participants were asked to rate the applicants likeability; such that participants higher in religiosity tended to rate the Jewish applicant (as well as the Jewish and Muslim applicant as a group) significantly lower than the Christian applicant. Nationalism was found to function as a moderator when participants were asked if they would hire the applicant, such that participants higher in nationalism rated the Muslim applicant significantly lower than the Christian applicant. Implications and directions for future research are discussed.