Sex and physical attractiveness of raters and applicants as determinants of resumé evaluations.

110 male and female student "interviewers," classified as either high, moderate, or low on physical attractiveness, evaluated 12 bogus job applicants for whom sex, physical attractiveness, and qualifications had been varied. A 2?×?3?×?2?×?3?×?2 analysis of variance was computed, with the 1st 2 variables (interviewer sex and attractiveness) constituting between-group factors, and the last 3 variables (applicant sex, attractiveness, and qualifications) constituting repeated measures factors. Regardless of interviewer sex and attractiveness, highly qualified applicants were preferred over poorly qualified applicants, male applicants were preferred over female applicants, and attractive candidates were preferred over unattractive candidates. Discrimination in employment decisions was attributed to sex-role and physical attractiveness stereotypes. (23 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managerial selection decision models: Examination of configural cue processing.

Evaluation of applicants for middle- and upper-level managerial positions and recommended starting salaries were examined in a sample of 44 male and 24 female line and staff managers. We postulated hypotheses that (a) managers would use job-relevant and job-irrelevant variables in evaluation of applicants, (b) the managers' selection decision models would involve configural cue processing, (c) managers' demographic characteristics would affect their evaluations of applicants for managerial positions, and (d) applicant sex and race would affect starting salary recommendations, after controlling for human capital variables. Subjects viewed videotaped presentations by 16 applicants and evaluated them for the job for which they were applying. Variables of applicant age, sex, race, experience, education, and level of job for which applying were manipulated. The results supported four of the five hypotheses. Job-irrelevant variables were used heavily in selection decisions, and decision models were complex, with multiple interactions among the decision cues. Subject demographic characteristics were the strongest predictors of starting salary recommendations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The influence of sex-role stereotypes on evaluations of male and female supervisory behavior.

Examined the way sex-role stereotypes influence evaluations of male and female supervisory behavior. 134 male and 24 female undergraduates and 83 male and 15 female bank supervisors were asked to read 1 of 6 versions of a supervisory problem (with either a male or female supervisor and male, female, or mixed subordinates), and evaluate the effectiveness of 4 supervisory styles. Results indicate that sex-role stereotypes do influence evaluations of supervisory effectiveness for some, but not all, of the supervisory styles. Findings are discussed in terms of the potential negative consequences of sex-role stereotypes for supervisory behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moderating effects of personal and contextual factors in age discrimination.

The researchers explored personal and contextual factors that inhibit or facilitate the use of older worker stereotypes in a selection context. The authors suggest that older worker stereotypes are more likely to be used and influence applicant evaluations when raters are biased against older workers, when raters do not have the cognitive resources to inhibit the use of age-associated stereotypes, or when applicants apply for age-incongruent jobs. The researchers explored the extent to which raters differing in older worker bias make discriminatory decisions about young or old individuals applying for age-typed jobs under conditions of high- and low-cognitive demands. A laboratory study was conducted with 131 undergraduate students who evaluated applicants in a simulated employment context. Results indicated that older worker bias, cognitive busyness, and job age-type interact to affect the extent to which applicant age plays a role in selection decisions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

What mediates sex discrimination in hiring decisions?

Bogus resumes were evaluated by 212 business professionals to discover what mediates sex discrimination in hiring decisions. We hypothesized that discrimination against women and men who applied for stereotypically "masculine" and "feminine" jobs, respectively, could be reduced by providing individuating information suggesting that the applicant was an exception to his or her gender stereotype and possessed traits usually associated with the opposite gender. We also hypothesized that individuating information consistent with stereotypes about an applicant's gender would decrease the probability that an applicant would be evaluated favorably for a job usually considered appropriate for the other gender. We found that individuating information eliminated sex-typed personality inferences about male and female applicants and affected applicants' perceived job suitability; however, sex discrimination was not eliminated. We suggest that sex discrimination is mediated by occupation stereotypes that specify both the personality traits and the gender appropriate for each occupation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Making those who cannot see look best: Effects of visual resume formatting on ratings of job applicants with blindness.

Objective: Although general attitudes toward individuals with disabilities are often positive, these perceptions do not always lead to equal footing in the hiring process. This study examined stereotypes of job applicants perceived to be blind and the role of applicant blindness in hireability ratings made by human resource managers. Specifically, we highlighted a unique challenge for individuals who cannot see: the visual formatting of resumes. Design: Human resource managers (N = 249) evaluated the visually formatted or unformatted resumes of hypothetical job applicants who were portrayed as blind or sighted and rated applicant hireability and personality characteristics. Results: Although applicants perceived to be blind were perceived as more conscientious and agreeable by human resource managers, these positive evaluations did not translate into favorable hireability evaluations. Conclusion: Because human resource managers severely penalize applicants who do not attend to visual, nonfunctional resume presentation, applicants who cannot see are apt to find themselves disadvantaged in the hiring process. The implications of these findings for organizations, job seekers, and rehabilitation professionals are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex and worker acceptance of a former mental patient.

Continues a series of studies measuring the acceptance accorded to former mental patients. The procedure was to send a confederate in the guise of a job applicant to be evaluated by a worker already on the job. The 12 male workers were told either that the female applicant was an ex-mental patient or that she was an ordinary applicant, and for each condition the confederate was calm for half of the Ss and nervous for the rest. The studies show that women are more accepting of former patients than men and that men are more accepting of female than male ex-patients. Nervous applicants were rejected by workers of both sexes. (17 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effect of disability, gender, and job level on ratings of job applicants.

Objective: To examine the effects of applicant disability, gender, and job level on ratings of job applicants. Design and Participants: Full-time workers (n?=?88) and undergraduates (n?=?98) provided ratings of hypothetical job applicants who differed on the 3 factors of interest. Measures: Job applicants were evaluated on the basis of competence, overall recommendation, potency, activity, and starting salary. Results: Applicants with disabilities were generally rated significantly higher in activity and potency than the applicant without a disability. Additional analyses revealed a significant Gender X Job Level interaction for applicants with a disability. Conclusions: Consistent with D. T. Wegener and R. E. Petty's (1997) flexible correction model, the results of this study suggest that evaluations of job applicants with disabilities may depend on the amount of cognitive resources raters have available at the time the evaluations are made. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Impact of test information and applicant sex on applicant evaluations in a selection simulation.

Examined the effects of applicant sex, test validity, and test score level on the evaluations of an applicant for the job of life insurance agent. 144 college students evaluated a hypothetical job applicant on 4 dimensions. ANOVA results indicate significant test score effects and significant Test Score?×?Test Validity and Test Score?×?Applicant Sex interaction effects. Analysis of the variability in the evaluations suggested that individual differences in the use of sex role stereotypes increased as the test score increased. The underevaluation of the high-scoring female was opposite to the results of previous studies. To explain this discrepancy, it is suggested that the direction of sex effects may depend on whether the applicant's qualifications represent inferable or observable indicators of job behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sexism and Beautyism Effects in Selection as a Function of Self-Monitoring Level of Decision Maker.

The authors, in two experiments, investigated the influence of the sex and attractiveness of applicants for male and female sex-typed jobs on selection decisions made by low and high self-monitors. In both experiments, attractiveness and the congruence between applicants' sex and the sex type of the job influenced selection decisions. In addition, high self-monitors were more influenced by attractiveness and sex of the applicant when hiring for sex-typed jobs than low self-monitors, but this difference in hiring pattern was not evident when the job was gender neutral. Results indicate that job applicants may encounter different employment opportunities as a function of their sex, their physical attractiveness, the sex type of the job, and the self-monitoring level of the decision maker. Implications of results are discussed and suggestions for future research are offered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Looked over or overlooked? Prescreening decisions and postinterview evaluations.

Past research indicates that interviewers' initial impressions of job applicants affect their subsequent evaluations. These findings, however, come either from naturalistic studies that do not control for the applicants' qualifications or from laboratory experiments that cannot assess what occurs in real interviews. The present study examined preinterview impressions and postinterview evaluations in the context of prescreening decisions. Job applicants who were prescreened into interviews were judged more favorably by recruiters than applicants who were not prescreened. Because many applicants were prescreened by some organizations and not by others, the authors were able to control for applicant qualifications and show that the same individuals were rated more favorably when prescreened than when not prescreened. Finally, the results ruled out the possibility that findings simply reflect accurate preinterview assessments of applicant-job "fit." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of purpose of appraisal and individual differences in stereotypes of women on sex differences in performance ratings: A laboratory and field study.

We investigated the effects of purpose of appraisal and individual differences in stereotypes of women on the evaluations of male and female ratees in two studies. In Study 1, 52 female and 51 male undergraduate students with traditional or nontraditional stereotypes of women evaluated written vignettes of either male or female ratees. Raters were informed that their evaluations would be used for scale development (experimental purposes) or for merit pay and promotion decisions (administrative decisions). Analyses revealed that female ratees were evaluated less accurately by raters with traditional stereotypes of women than by raters with nontraditional stereotypes of women. Such differences occurred, however, only when appraisals were made for administrative decisions. In Study 2, 810 raters with traditional or nontraditional stereotypes of women evaluated the teaching effectiveness of eight male and six female professors. Analyses indicated that women were evaluated more favorably by raters with nontraditional stereotypes of women than by raters with traditional stereotypes of women. Implications of the findings for sex differences in appraisal, future research, and organizational effectiveness are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Racial bias in the use of work samples for personnel selection.

Examined the role of evaluation specificity and task relevance in explaining racial bias in the use of work samples. 56 White maintenance mechanics evaluated a videotaped performance of a Black job applicant and a White job applicant performing a relevant task (laying out, drilling, and tapping) and an irrelevant task (indexing drill bits). The applicants were evaluated by using a highly specific behavioral recording form, a global rating scale, or both. Race-linked bias was found only when Ss were asked to make global evaluations after observing an applicant's performance on a task representing irrelevant job behavior. Race-linked bias was not found when Ss used the behavioral recording form or in global evaluations made following the behavioral recordings. Race-linked bias was not evident when evaluations were based on observations of relevant job behavior. It is concluded that by using careful work sample development procedures and by assisting Ss in focusing on and recording relevant behavior, the potential for bias in the use of work samples appears small. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Faking behavior and gender differences on a new personality research instrument.

Faking behavior was studied by comparing the personality profiles of 161 job applicants (motivated to be hired) with those of a control group of 73 graduate and undergraduate business students (motivated to obtain personal information for their own enlightenment). 44% of the Ss were female. Both groups were instructed to describe themselves honestly while completing the Self-Perception Test. Applicants did "fake good," scoring significantly higher on 10 of 11 scales; variance was significantly lower among applicants on 7 scales. Gender differences, consistent with cultural stereotypes, occurred on 5 scales. Overall profile shapes were virtually identical for student and applicant groups, suggesting that faking may not have dramatically altered the essence of the personality constructs. The scales of the test were found to have high reliability. Scale independence is discussed in relation to the 5-factor model of personality. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Realistic job previews: A test of the adverse self-selection hypothesis.

The realistic job preview (RJP) literature has focused more on posthire outcomes such as employee retention than on prehire outcomes such as applicant attraction and job choice behavior. This study extends the RJP literature by focusing on 2 important issues related to applicant attraction: (a) the weight applicants place on negative information in relation to other variables such as pay level and promotional opportunity and (b) whether the "best" applicants react differently to negative information than do other applicants (adverse self-selection). Results indicate that applicants place a fairly high negative weight on negative job information, relative to other vacancy characteristics. The results regarding adverse self-selection are less clear but suggest that the highest quality applicants may be less willing to pursue jobs for which negative information has been presented, especially when doing so imposes opportunity costs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex effects in evaluating leaders: A replication study.

Replicated the study of K. M. Bartol and D. A. Butterfield (see record 1976-30864-001) by examining the hypothesis that sex-role stereotypes bias the performance evaluation of managerial behavior. 920 male and 100 female Israeli managers evaluated the performance of a manager as described in 4 vignettes, each representing a different managerial style. Sex of Ss was manipulated by change of name. Contrary to the findings of the original study, MANOVA revealed no overall main sex of manager effects. (30 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex role stereotypes and attitudes toward parental blame for the psychological problems of children.

Randomly assigned 100 male and 70 female college students to groups that read 15 case histories of boys, girls, or children of unspecified sex who had specific disorders. Ss were asked to assume that 100% of the blame for the disorders was caused by the child's parents, and to divide up this total blame between the mother and father. Results reveal that the 5 disorders defined as stereotypically "masculine" (e.g., aggression) were all blamed more on the father than the mother, whereas the mother was blamed more for the 5 disorders conceptualized as "feminine" (e.g., emotionality). The 5 disorders conceptualized as not relating to sex-role stereotypes in an obvious way (e.g., mental retardation) were also blamed more on the mother. Results support the notion of a relationship between sex-role stereotypes and parental-blame attitudes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The nature of stereotypes: A comparison and integration of three theories.

In the present research we examined predictions derived from the following three theoretical approaches to stereotyping: complexity-extremity theory, assumed characteristics theory, and expectancy-violation theory. In order to assess these predictions, we manipulated the race, personal appearance, and dialect style of target job applicants. White judges rated these applicants of a set of characteristics relevant to hiring decisions. Results were consistent with all three theories. Specifically, the range of judges' evaluations of black applicants was larger than the range of their evaluations of white applicants; the effects of personal appearance and dialect style were larger that the effects of race; and black applicants, on average, received more favorable ratings than white applicants. We present a model integrating all three perspectives, and we demonstrate its usefulness for explaining our results and for understanding past research on stereotypes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Subtle effects of sex role stereotypes on recruiters' hiring decisions.

Asked 150 male job recruiters from 2 university placement officers to evaluate relevant employment materials on 1 hypothetical job applicant (male or female) for either a male-oriented (personnel technician) or female-oriented (editorial assistant) position to make a hiring decision. Results indicate that hiring decisions were not influenced independently by the applicant's sex or position for which he/she was applying, but rather by the interaction of the 2 variables. That is, significantly more females than males were recommended for hiring for the editorial assistant position, while significantly more males were recommended for the personnel technician job. Post-hoc analyses revealed different trait patterns attributed to applicants recommended for hiring based on their sex-job role congruence. Implications for further research relating to personnel-related decisions are discussed. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Longitudinal assessment of applicant reactions to employment testing and test outcome feedback.

Following a justice framework, the present study examined actual candidates taking selection tests to gain full-time employment. The reactions of 144 applicants for an entry-level accounting job were examined in a real employment testing context at 3 time periods: before testing, after testing but before feedback on whether they passed or failed the test, and after test performance feedback. With controls for pretest perceptions, several of the 5 procedural justice measures (information known about the test, chance to perform, treatment at the test site, consistency of the test administration, and job relatedness) predicted applicant evaluations regarding the organization, perceptions of employment testing, and applicant test-taking self-efficacy. Test outcome favorability (passing or failing the employment test) predicted outcomes beyond initial reactions more consistently than procedural justice perceptions. Procedural justice perceptions explained incremental variance in some analyses after the influence of outcome favorability was controlled. (PsycINFO Database Record (c) 2010 APA, all rights reserved)