Advisor(s) - Committee Chair
Raymond Mendel, Elizabeth Erffmeyer, John O’Connor
Department of Psychology
Master of Arts
In accordance with the stereotype-fit model of discrimination (Dipboye, 1985), the results of past research indicate that the extent to which jobs are sex stereotyped dictates whether or not a main effect for rate sex is present in performance evaluations. The purpose of this study was to further examine the relationship between the sex stereotype of the job and the presence of sex bias in evaluation. Two hundred and five undergraduate psychology students viewed one of eight videotapes of a confederate job applicant performing a work sample task and evaluated the observed performance. A 2 x 2 x 2 between subjects factorial design was used to test for the effects of the sex stereotype of the job, sex of rate, and level of rate performance on performance ratings. As performance was found. A significant three-way interaction was found, which implies that when rates perform a job that is stereotyped as sex role incongruent their performance is more likely to be noticed and closely evaluated than when they perform a job that is sex stereotyped as belonging to their sex. Sex bias was found only for the low performing woman on the female job, which indicates she was over-evaluated.
Applied Behavior Analysis | Gender and Sexuality | Human Resources Management | Performance Management | Psychology | Social and Behavioral Sciences | Social Psychology | Sociology
Crooks, Sandra B., "The Sex Stereotype of a Job as a Moderator of Sex Bias in Performance Evaluations" (1989). Masters Theses & Specialist Projects. Paper 1662.