Despite the rising global population of refugees and the need for secure employment to facilitate refugee integration into host countries, research attention on this population of workers in organizational science has been scarce. Drawing from Integrated Threat Theory, we argued and tested experimentally that refugees face discrimination on the job market due to the symbolic and realistic threats that employers perceive from them. Results from a 2 (refugee status: refugee vs. non-refugee) × 2 (qualification: high or low) between-subject design experiment using manipulated resumes largely supported our proposed model, such that refugee status was related to higher intergroup anxiety through symbolic and realistic threat. Realistic threat also mediated the relationship between refugee status and recommendation for hire. Further exploratory analysis revealed that these results are robust across qualification status. This underscores the severity of bias against refugees in a setting that is crucial to their successful adaptation and integration into host countries.

尽管全球难民人口不断增加，并且需要确保就业以促进难民融入东道国，但对组织科学工作者群体的研究关注却很少。借鉴综合威胁理论，我们论证并通过实验测试，难民在就业市场上面临歧视，这是由于雇主从他们身上感知到的象征性和现实威胁。使用操纵简历的 2（难民身份：难民与非难民）×2（资格：高或低）主题间设计实验的结果在很大程度上支持了我们提出的模型，因此难民身份通过象征性与更高的群体间焦虑相关联和现实的威胁。现实威胁也调节了难民身份和推荐雇用之间的关系。进一步的探索性分析表明，这些结果在整个资格状态下都是稳健的。这凸显了在对难民成功适应和融入东道国至关重要的环境中对难民的偏见的严重性。