Abstract
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) 2006 APA, all rights reserved).
| Original language | English (US) |
|---|---|
| Pages (from-to) | 288-294 |
| Number of pages | 7 |
| Journal | Journal of Applied Psychology |
| Volume | 62 |
| Issue number | 3 |
| DOIs | |
| State | Published - Jun 1976 |
| Externally published | Yes |
UN SDGs
This output contributes to the following UN Sustainable Development Goals (SDGs)
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SDG 4 Quality Education -
SDG 10 Reduced Inequalities
Keywords
- sex & physical attractiveness of raters & applicants, resume evaluations, college student interviewers
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