Advisor(s) - Committee Chair
Raymond Mendel, Lawrence Hanser, Thomas Madron
Department of Psychology
Master of Arts
This investigation was to determine if an applicant’s sex and the job’s sex orientation stereotypes affected the evaluation of applicant information and subsequent selection decision outcomes. Interviewers (N=48) were asked to rate the employment suitability of 49 hypothetical applicants. The results indicated that an interaction of the applicant’s sex and job’s sex orientation had marginal affect on the importance weightings in two of the four applicant attribute factors, motivation/ability and personality/appearance. Applicants with equivalent qualifications did not receive comparable employment suitability ratings, Unfair job discrimination was demonstrated by these data. It was concluded that the applicant’s sex and the job’s sex orientation stereotypes affected the evaluation of applicant attribute information and subsequent selection suitability ratings. Future research advocating a process orientation is suggested.
Gender and Sexuality | Human Resources Management | Industrial and Organizational Psychology | Inequality and Stratification | Performance Management | Psychology | Social and Behavioral Sciences
Currie, Donald V., "Stereotype Bias in Selection: A Process Approach" (1979). Masters Theses & Specialist Projects. Paper 1672.