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Field experiments have long been the gold standard in studies of organizational topics such as ethnic discrimination in recruitment. The recent use of survey experiments, also known as experimental vignettes, suggests that some researchers believe that survey experiments could be used as an alternative to field experiments. In this study we put this notion to the test. We perform a field experiment followed by two survey experiments on ethnic discrimination in recruitment. While the results of our field experiment are consistent with previous evidence on discrimination, one survey experiment concludes no difference between native and immigrant employees while another concludes positive discrimination. These results should invoke caution in researchers wanting to investigate organizational topics using survey experiments. [ABSTRACT FROM AUTHOR]

Equal treatment is a key feature of modern bureaucracy. However, several studies have shown that public organizations discriminate against ethnic and racial minorities to different degrees. Which organizational features explain differences in discrimination is largely unknown. This article proposes that organizational performance relates to an organization's likelihood of engaging in employment discrimination and argues that poor‐performing organizations tend to be less open to new ideas and that decision makers in such organizations are more prone to stereotyping behavior. The study combines a field experiment in which applications were sent to real job vacancies in 71 Danish public schools with administrative data on the schools. Bayesian analyses show that minority applicants generally faced discrimination but that they experienced a higher callback rate from better‐performing schools than from poorer‐performing schools. Implications for practice and research are discussed. [ABSTRACT FROM AUTHOR]

Increasing immigration is creating multiethnic labor markets in many countries. As convincingly identified by a growing body of research, substantial ethnic discrimination inhibits immigrants' access to employment. The public sector may play an important role in creating labor market integration by setting a good example. Yet, little is known about sector differences in employment discrimination and whether public sector organizations are more or less likely than private firms to ethnically discriminate against prospective employees. Both theory and empirical studies suggest that public sector organizations discriminate less. To investigate these phenomena, we conducted two studies. Study 1 is a field experiment designed to explicitly investigate private and public sector differences in ethnic discrimination in Danish organizations' recruitment processes. Observing extensive discrimination favoring applicants with a Danish name, we find little evidence that the public sector is fairer in hiring decisions. Study 2, which is based on register data, highlights that sector differences and similarities in discrimination are context contingent and depend on organizational size and location. We propose a framework of sector and context interaction to explain organizational differences in ethnic discrimination. [ABSTRACT FROM AUTHOR]