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Examining closed-mindedness and
uncertainty’s effects on likelihood to hire ex-convicts Urecki, C., Keith, V., Hord, E., VanNess, K., Pena, J., Bankert, M., Buchholz, C.
Roanoke College
In this study, we examined the effects of personality (closed-mindedness)
and situational uncertainty on a participant’s likelihood to hire ex-
convicts. The results indicate that participants who were open-minded,
high in need for cognition, and low in preference for order had more
favorable attitudes toward hiring convicts.
Abstract
Introduction
What is it about a person that makes an individual less willing to hire
someone with a criminal background? Based on previous research,
closed-minded individuals seek out closure and thus, are more likely to
utilize stereotypical and heuristic strategies when making decisions
(Kruglanksi, 2004). In other words, we would expect individuals high in
closed-mindedness to be less likely to hire an applicant. However, does
the amount or quality of information one receives about a potential hire
make a difference? One could argue that one aspect of open-mindedness
is a tolerance for uncertainty/unpredictability; a willingness to try new
things or make decisions in the face of a lack of information. In this study,
we explored this notion by examining how likely participants were to hire
an individual who committed a crime, was in prison, and is now looking
for employment. We were interested in examining two factors:
open/closed-mindedness (Kruglanski, Webster, & Klem, 1993) and the
uncertainty of the situation. In future studies, we plan to explore this
potential interaction between the uncertainty of the situation and
individual differences that may affect one’s tolerance for this uncertainty
(e.g., openness to experience, need for cognition, uncertainty tolerance,
etc.). The research from this study is intended to be a starting point for
examining ways to improve the chances of ex-offenders in attaining
employment and hopefully as a result decreasing recidivism.
Methods
We obtain a sample of 71 Roanoke College Introductory Psychology
students who were to obtain course credit for participation. The
participants were randomly assigned to either the Certain Condition or
the Uncertain condition. In order to manipulate the uncertainty of the
situation, participants were given a letter (uncertain or certain) about an
ex-convicted individual looking for a job. Participants in the Certain
Condition were given a letter with specific details about the individual
and participants who were in the Uncertain Condition were given a letter
with vague details about the individual. A 2(uncertain/certain) x
2(low/high closed-mindedness) between subjects ANOVAs was
conducted to examine the effects on a participant’s likelihood to hire the
ex-convict. In order assess the reasons for either support or opposition
of hiring, we used questions such as: “I would prefer having more
information about the candidate before I would schedule an interview,”
“If this person who did not have a criminal background, I would hire
him,” “People who commit crimes, no matter what type of offense, will
always be criminals,” and “People who have committed crimes can be
rehabilitated.
Results
In this study we were interested in how uncertainty affects attitudes about
hiring ex-convicts. In addition to the manipulation of certainty level in the letter
participants read, we also examined several individual difference measures
intended to indicate one’s tolerance for uncertain situations (i.e., closed-
mindedness, need for cognition, preference for order). Unfortunately, the
certainty manipulation failed to significantly affect participants attitudes about
hiring.
Likelihood to Hire. In order to evaluate the effects of closed-mindedness
and level of uncertainty on likelihood to hire, a 2 (uncertain/certain) X 2
(low/high closed-mindedness) between subjects analysis of variance was
conducted. The open minded participants were more likely to hire (M = 2.78)
than closed minded participants (M = 2.58); however, this difference was not
statistically significant. When we include for need for cognition, we found that
participants who were high in need for cognition (M = 2.82) were more likely to
hire than those who were low in need for cognition (M = 2.54), F (1, 66) =
5.856, p = .018, η2 = .082 (Figure 1). As shown in Figure 2, we also found a
significant main effect for preference for order, F (1, 67) = 5.232, p = .025, η2 =
.072. Participants who were high in preference for order (M=2.54) were less
likely to hire than those who were low in preference for order (M=2.81).
Belief in Rehabilitation. In order to evaluate the effects of closed-
mindedness and level of uncertainty on the belief that criminals can be
rehabilitated, a 2 (uncertain/certain) X 2 (low/high closed-mindedness) between
subjects analysis of variance was conducted. There were no significant effects
for closed-mindedness; however, we did find a significant main effect for need
for cognition, F (1, 66) = 5.926, p = .018, η2 = .082 (Figure 3). Participants who
were high in need for cognition (M = 3.52) were more likely to feel that
criminals could be rehabilitated in comparison to those who were low in need
for cognition (M = 3.22). When we looked at preference for order , we found
that participants who were high in preference for order (M = 3.17) were less
likely than those who were low in preference for order (M = 3.57) to believe
that criminals can be rehabilitated, F (1, 67) = 12.000, p = .001, η2 = .152 (Figure
4).
Attitudes about the Candidate. In order to evaluate the effects of closed-
mindedness and levels of uncertainty on attitudes about the candidate, a 2
(uncertain/certain) X 2 (low/high closed-mindedness) between subjects analysis
of variance was conducted. Participants who scored high in closed-mindedness
(M = 2.49) were less likely to have positive attitudes about the candidate than
those low in closed-mindedness (M = 2.69), F (1, 66) = 4.572, p = .036, η2 =
.065 (Figure 5). Need for cognition was also significant, F (1, 65) = 5.379, p =
.024, η2 = .076 (Figure 6). Participants who score higher in need for cognition
held more positive views of the candidate (M = 2.70) where as those who scored
lower in need for cognition were less likely to hold more positive views of said
candidate (M = 2.49). Finally, participants who were high in preference for
order (M = 2.47) were less likely to hold positive attitudes about the candidate
(M = 2.71) as compared to those low in preference for order, F (1, 66) = 7.460,
p = .008, η2 = .102 (Figure 7).
Attitudes about Candidate
Likelihood to Hire
References
Kruglanski, A. W. (2004). The psychology of closed mindedness. New
York, NY: Psychology Press.
Kruglanski, A. W., Webster, D. M., & Klem, A. (1993). Motivated resistance
and openness to persuasion in the presence of absence of prior information.
Journal of Personality and Social Psychology, 65, 861-867.
Hypothesis
• People who are more closed-minded will be less likely to hire individuals with a
criminal background.
• People who are given more information will feel more comfortable in making a
decision based on hiring an individual with a criminal background.
Figure 1.
Figure 2.
Belief in Rehabilitation Figure 3.
Figure 4.
Figure 5.
Figure 6.
Figure 7.
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