Research Proposal
Experimental Study Critique: Factors Affecting Hiring Decisions About Veterans
Natoya Wayne
The University of Arizona Global Campus
PSY635: Research Design and Methods
Dr. Kristopher Bradley
August 15, 2021
Introduction
The article titled "Factors affecting hiring decisions about veterans" describes veterans' problems while finding and retaining a job in the United States. This experimental research article also talks about the unemployment rate among veterans and non-veterans and the factors that impact these differences (Stone & Stone, 2015). Using facts and primary research, the article discusses the suppressed problems because available literature and researchers are very limited, which does not lead decision-makers to consider veterans as important and qualified individuals for different job positions. Additionally, this experimental research article uses and modifies an existing model of the treatment of persons with disabilities to explain the issue influencing the engagement of veterans in employment settings. The purpose of this study is to improve the decision-making abilities of organizations to utilize the talent and skills of veterans and hire them within different organizational settings to enable them to pursue their careers and life further.
Experimental Article Study Critique
The experimental research design used in this study developed its hypothesis and collecting resources to interpret the proposed hypothesis. The research article experimental research article relies on adopted sampling strategy, statistical analysis, and design to propose and highlight challenges faced by veterans in different employment settings. The article uses a specific theoretical framework to design the hypothesis and predict outcomes of veterans' negligence in employment settings. The theoretical framework used in this study primarily focuses on the disability or illnesses that impact veterans’ entrance into the employment market and affect their suitability for certain job positions and opportunities.
The disability model used in this article states that the stigma of stereotypes that are temporarily associated with the veterans influences their ratings and entrance into different job positions. The major focus of the study is the disability among veterans and attributes of their personality is if that impacts their opportunities compared to the non-veterans who are gaining huge opportunities in different employment positions. Although all veterans are not disabled, their opportunities are limited, which does not let them live their lives fully and earn for their necessities. The findings of the persons with disabilities state that there are advocates of disabilities, and individuals who are stereotyped as mentally ill are viewed negatively among decision-makers and fail to achieve prestigious positions in the workplace setting. Furthermore, studies reveal that decision-makers of organizations had reacted negatively towards those who have remained former mental patients compared to those having physical disabilities. The permanent stereotype associated with their personalities as mentally disabled and incompetent to meet workplace challenges and expectations poses challenges for them to assess jobs (Stone & Stone, 2015).
The empirical research highlighted very little knowledge about the stereotypes associated with the veterans and where these serotypes originated. The only source of stereotypes stated in the empirical research is the media promulgating mental illnesses and further stereotypes with veterans. Media plays a crucial role in differentiating that those veterans have higher psychological problems than those with lower psychological problems or mental illnesses. The research study aims to evaluate all the attributes and stereotypes associated with the veterans that limit their entrance into the job market and lower them than non-veterans. After retirement from the army, very few veterans successfully enter other jobs to retain their life standards and fulfill their necessities. Those left behind failed to maintain their living standard and suffered from several challenges. To address these challenges and help veterans after retirement from the army, it is important to highlight this issue and let decision-makers of organizations understand that not all veterans are disabled and mentally ill. Thus, they are eligible to be hired and work with their organizations.
There is no statistical analysis conducted in the article, but only attributes of veterans and non-veterans highlighted and discussed concerning twenty hypotheses that are directly or indirectly evaluating how veterans are being rejected from employment positions and negative decision-making capabilities of organizations that hurt their life today and in the future. Generalizing that all veterans are mentally ill because of their stereotypes impacts organizations' decision-making and does not let them go for veterans as a priority to be hired. Attributes of veterans and non-veterans were discussed through comparative analysis through the article instead of using any statistical term and data. Apart from this, the paper also highlights beliefs about veterans and how modification influenced observers and their decisions regarding the hiring and promotion of veterans. This research does not provide a detailed overview about stereotypes; thus, further research is needed to identify job-related stereotypes that impact veterans' entrance and interests in the target market. Organizational settings and decision-makers must need a change where equal opportunities for veterans must be available without any discrimination and stereotyping against their physical and mental health. Top management must stress integrating new policies and strategies equally respecting veterans as they are doing within non-veterans. Researchers provide a short overview of all the aspects highlighted in the abstract instead of going into details and evaluating the reasons for every claim. for example, strategies proposed highlight why these strategies are required, but what change these strategies will implement is not explained well. All the researchers and claims made must explain the cause and effect of each claim or strategy proposed to help readers understand that the problem can be solved this way. For example, this second strategy from the paper says that training decision-makers could make a difference because when decision-makers understand the value of hiring veterans, they will be more likely to filter out if it runs along with non-veterans instead of ignoring them. But it is not explained what type of training is needed and what difference that training will make for decision-makers. There are twenty hypotheses proposed throughout the study, but there is very limited information provided to interpret these hypotheses and justify why or why not these hypotheses are correct or incorrect.
Although the information provided is limited and did not provide reasons, cause, and effect appropriately, researchers still take care of the APA code of conduct while talking about the interests of veterans, non-veterans, and organizations. No organizations highlighted ignore victims but establish a higher standard of conduct to perform the search by generalizing the issue or problem. The purpose of the research is to highlight the problem and safeguard veterans' rights and opportunities because they are being neglected for years. Fairness, transparency, and justice entitle all the data used to assess stereotypes against veterans and the problems they are facing.
References
Stone, C., & Stone, D. L. (2015). Factors affecting hiring decisions about veterans. Human Resource Management Review, 1-12.