par Dose, Eric;Desrumaux, Pascale 
;Pohl, Sabine ;Muzi, Merielly Dornelas
Référence Bollettino di psicologia applicata, 67, 285, page (24-37)
Publication Publié, 2020-05-01
;Pohl, Sabine ;Muzi, Merielly DornelasRéférence Bollettino di psicologia applicata, 67, 285, page (24-37)
Publication Publié, 2020-05-01
Article révisé par les pairs
| Résumé : | Many studies have shown that applicant attractiveness has a strong effect on hiring assessments and on hiring decisions. However, these studies have rarely simultaneously measured the applicant’s aptitude and the job’s sex-type in the context of managerial jobs. This study investigated the role of stereotypes (applicant’s physical attractiveness and gender) and of applicant’s aptitude on hiring decisions. Professional recruiters (N = 58) rated eight hypothetical applicants based on their resume, which was varied according to a 2×2×2 design including three within-participants variables (gender × attractiveness × high/moderate aptitude) and two between-participants variable (male/female job sex-type; male/female recruiter). Recruiters used 9 scales to measure the applicant’s hirability, desirability and utility. The analyses revealed significant main effects of applicant attractiveness and general mental abilities (GMA). For the male sex-typed managerial job, men received higher ratings than women, and the opposite held for the female sex-typed managerial job. |
