Autism Effect on Hireability and Salary, Essay Example

Method

Purpose

The purpose of this study was to investigate how gender and autism affect hireability and salary. Hireability is taken in the context of opportunities to acquire sustainable employment.  Salary pertains to obtaining wages comparable with perons who have not been affected by the disorder. Precisely, our exploration of Autism led to asking the question, did autism dysfunctions made an impact on employers’ selection of a person for a positon in which there were the required capabilities? Did autism create a difference in Organization leaders/Human resource managementin employing someone affected by the condition?

Variables

The Independent variable was Gender (female vs. male) and health problem (Autism vs. without Autism).

Measurement

Measurement of these two variables was conducted by applying a interval scale. Dependent variables of this study were hireability (on a scale of 1 to 7) and salary pay.

Sample/participants

There were 79 participants who filled out questionnaires. These questionnaire were made accessible throughThe third hypothesis was that there would be an interaction effect, such that males with autism are more likely to be hired and have higher salary compare to females with or without autism.

The third hypothesis was that there would be an interaction effect, such that males with autism are more likely to be hired and have higher salary compare to females with or without autism. The third hypothesis was that there would be an interaction effect, such that males with autism are more likely to be hired and have higher salary compare to females with or without autism.

a survey link to Facebook. As such, the population and sample were subsequently drawn from friends’ listings on my page.

Sample characteristics

Fifty nine point five (59.5%) percent of the sample were female and 30.4% and male. The non-response rate was 10.1%. Fourty six point eight (46.8%) of the sample were Literature, Language and Social Science majors. Another 16.5% were Environment Related majors; 12.7% Business Related majors and 12.7%Engineering and Technology majors. 11.4% of the sample did not report their majors. From these 79 participants, 41.8% of them know anybody with autism and 45.6% of them did not.

Procedures/ data collection

We created a survey, which was distributed through a link to Facebook or sent to our friends’ email.

In the survey, four job applications for participants/ sample were established toread. These participants were randomly assigned to each of the four experimental conditions. One application for a male without autism, one for a male with autism, one for a female without Autism, and one for a female with autism. After looking at each application,participants will fill out a questionnaire.The questionnaire included scaled questions about whether or not the applicant should be hired and what their starting pay should be.

Instrumentation

As was previously communicated our instrument for collecting data was the questionnaire. Participants were required to provide a rating for “Would you interview this applicant?” “Would you hire this applicant”(1=strongly disagree, 7=strongly agree) and have a multiple choice question for“what would they give this applicant as a salary.” There were three demographic questions at the end of the survey. The measurement of rating interview, rating hireability and starting salary should be pay were ordinal scale.

Result

A 2 x 2 factorial ANOVA was performed using SPSS to assess whether hireability and salary could be predicted from gender (G₁=Female, G₂=Male),health problem (A₁=with Autism, A₂=without Autism) and the interaction between gender and health problem. The hypothesis in this experiment was that there would be a main effect of autism, such that people with autism are more likely to be hired and have higher salary with those without autism. And the second hypothesis was that there would be a main effect of gender, such that males are more likely to be hired and have higher salarywithfemales.  The third hypoteskis read ‘males with autixsm are more likely to be hired tha than females’

According to computing reliability of scale; alpha level of rating “would you interview this applicant” and rating “would you hire this applicant” was 0.839. It was above 0.60 and can be concluded that these variables were similar items to create a scale of hireability, and participant answers to these different items correspond highly with each other. Thus, we could analyze them together as part of one measure called Hire_Overall.

On average, female were more easier be hired (M=5.16, SD=1.62) than male (M=4.79, SD=1.81) were. Overall, regardless of gender, applicants who have autism were more likely to be hired (M=5.28, SD=1.54) than those who did not have autism (M=4.60, SD=1.87).

There was neither a main effect of applicants’ gender, F (1, 71)=0.79, p=0.38, nor of whether or not the participant had autism, F (1,71)=2.57, p=0.11. There was not significant interaction effect between these two variables, F (1,71)=1.11, p=2.30.

On average, female had higher salary (M=4.31, SD=1.96) than male (M=3.97, SD=1.90) were. Overall, regardless of gender, applicants who have autism had higher salary (M=4.45, SD=1.93) than those who did not have autism (M=3.77, SD=1.88).

Fig

There was neither a main effect of applicants’ gender, F (1, 73)=0.52, p=0.48, nor of whether or not the participant had autism, F (1,73)=22.22, p=0.14. There was not significant interaction effect between these two variables, F (1, 73) =1.01, p=0.31.

Results summary

The figures clearly indicate thatan average, females were hired more easily than males (F=5.16, SD=1.62) Figure 1. The variables autism and asthma were compared. No significant differences were observed between the genders. In figure 2 also no significant interaction effect was discovered between the two variables, gender and autism F (1, 71) =1.11, p=2.30.For example the df = 1, sig: 295. This describes subjects’ effects. Female displayed a higher salary acquisition (M=4.31, SD=1.96) than male (M=3.97, SD=1.90).The adjusted scales described in figures 4 is .011 with df = 1 and an error calculated at 73. Figure three statistical analysis is verified in Figure 4. Both figures represent results of the dependent variable.

Consequently, the SPSPS output document summarizes results tendered in the figures1, 2, 3 & 4. Applicant gender was calculated using criteria frequency, percent valid percent and cumulative percent. Applicant health problem was assessed using the same criteria as in gender profile. The descriptive statistics were summarized in terms of the hire_ overall ratings. Applications of N, minimum, maximum and standard deviation measurements were applied.

Ultimately, the two histograms depicting data results interpreted from SPSS output has been displayed. The first histograms show asthma/autism relationship  to hireability explaining the incide3nce of women being hired above males regardless of the condition, asthma or autism. The second histogram shows relationship of salary acquisition in terms of gender in relation to the two variables explored autism and asthma.