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Purpose: The purpose of this study was to examine how identity covering techniques can influence raters' perceptions of job candidates who have a socially stigmatized identity. Specifically, the authors explore how raters respond to two types of candidates: one who does not mention his gay identity during the interview process, and one who openly discusses their gay identity during the interview process. The authors also investigate whether job type (sport operations vs business operations) and the rater's views toward social equality influence perceptions of job fit and subsequent hiring recommendations. Design/methodology/approach: The authors conducted an experiment to examine whether an applicant's level of stigma covering, type of job posting and rater's views toward social equality influenced perceptions of job fit. The authors then tested whether perceptions of job fit mediated hiring recommendations. Adults in the USA (n = 237) who were employed and had served on a hiring committees participated in the survey. Findings: When applying for sport operations jobs, as opposed to business operations jobs, gay male applicants are viewed more favorably if they engage in high levels of identity covering. Further, the applicant's level of stigma covering influenced raters who reported high or moderate social dominance orientation but did not impact raters with low social dominance orientation. Overall, the findings reveal that identity covering techniques do have relevance for studying the dynamics of hiring gay men who apply for jobs in the sport industry. Originality/value: The study advances the understanding of identity management techniques by examining the nuances of how applicants can choose to disclose their stigmatized identity, and how those decision influence the hiring process. [ABSTRACT FROM AUTHOR]

In drawing from multiple theoretical frameworks, including stigma theory (Goffman, 1963; Paetzold. Dipboye, & Eslbach, 2008) and social dominance theory (Sidanius & Pratto, 1999), the purpose of this study was to examine the possibility of weight discrimination among coaches of NCAA women's golf teams. Coaches participated in an experimental study, where they reviewed the resumes of high school golfers and indicated the likelihood of offering the golfer an athletic scholarship. The resumes varied by weight of the golfer and skill level, and coaches' social dominance orientation was also measured. Fat golfers were less likely to be offered a scholarship than were thinner golfers. Player skill level moderated these effects, as did the coaches' social dominance orientation. Contributions, limitations, and future directions are discussed. [ABSTRACT FROM AUTHOR]

This article examined how consumers' purchase intentions were influenced by secondary communications in a newspaper article on a sport apparel company's environmental policy. Hypotheses were based on signal theory and social dominance theory. One group read a negative review that stated the company had the worst environmental track record. Another group considered a positive review that stated the company had the best environmental track record. Our results showed that individuals were more likely to purchase from the company after they were exposed to the positive review of the company. Furthermore, the effect of the interaction between a company's policy and environmental consciousness explained a significant increase in the variance in consumers' purchase intentions. [ABSTRACT FROM AUTHOR]

The article studies people's perceptions of organizations with lesbian, gay, bisexual or transgender (LGBT)-inclusive policies. Using signaling and social dominance theories in sport and non-sport contexts, the study interviewed 120 undergraduate students from a liberal Washington, D.C. and a conservative Southwest university. LGBT-inclusiveness signals enhance organizational attractiveness except for people with high social dominance orientation (SDO), or dominance-related concerns.