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Beauty Revisited: The Impact of Attractiveness, Ability, and Personality in the Assessment of Employment Suitability
Abstract
This study examined the relative weight that hiring managers place on applicants' attractiveness, general mental ability (GMA), and the Big Five personality dimensions in assessing employment suitability for high and low customer contact positions. A sample of 130 managers from 43 hotel properties in the United States and Canada evaluated applicant profiles that varied on these dimensions. The policy capturing results demonstrated that attractiveness does impact employment suitability ratings across positions. However, attractiveness is valued less than GMA and conscientiousness. The attractiveness weight was greater in the evaluation of high customer contact positions, suggesting that attractiveness may be perceived as more job-relevant for positions where employees interact extensively with people outside the organization. These findings are discussed along with implications for practice and future research attention.
... Although critics have been voiced regarding the FFM the robustness, the generalizability, the comprehensiveness, and the universality of the model are globally accepted (Tews, Stafford, & Zhu, 2009;Gurven, Von Rueden, Massenkoff,, Kaplan, & Lero, 2012;McCrae, 2010). In addition, this taxonomy is considered the most useful in personality research (Barrick, Mount, & Judge, 2001) and influential in industrial and organizational psychology (Barrick & Mount, 1991). ...
... Extraversion reflects individual traits such as being sociable, gregarious, assertive, talkative and active (Kim et al., 2007;Tews et al., 2009). According to Hogan (1986), this dimension consists of two main components: a) ambition (initiative, surgency, ambitious, and impetuous), and b) sociability (sociable, exhibitionist, and expressive) (Barrick & Mount, 1991). ...
... Emotional stability refers to people that are usually calm, relaxed, generally free from worry (Tews et al., 2009), even-tempered, able to face stressful situations without becoming upset (Rothmann & Coetzer, 2003), coping easily with negative emotions (Michel et al., 2011;Choi & Lee, 2014), and hardy . Emotionally stable people are characterized by the lack of anxiety, hostility, depression, personal insecurity (Barrick et al., 2001), anger, and embarrassment (Kim et al., 2007). ...
Tourism is highly important for the Greek economy. The tourism product consists mostly of services, something that highlights the crucial role of human factor in the tourism context. Employee turnover rates in tourism industry are considerably high globally, and the same applies to Greece. The main focus of literature, in terms of employee turnover, is based on environmental and situational reasons. In an effort to focus on reasons for employee turnover that are connected with individuals themselves and not with environmental and working conditions, the current dissertation investigates the causal relationship of personality and commitment with intention to leave an organization. More specifically the dissertation focuses on employees of the Greek accommodation sector, as this industry represents almost half of total tourism revenues. Taking into consideration that upon selection of new employees, the employee turnover process is possible to start, we focused on structured selection methods that could support selection process and improve selection decisions in terms of turnover. Thus, we focus on psychometric assessments which, according to corresponding literature, represent the most direct and cost-effective way to reduce turnover in a pre-entry stage. Psychometrics can pinpoint an applicant’s predisposition based on numbers and measures and not on subjective estimations, as is the case with unstructured interviews, which are the most commonly used selection methods. The aim of this dissertation is to evaluate personality and the work attitude of commitment as these features according to theory can affect behavior. As in corresponding literature the disposition of turnover behavior has rarely been examined, it was examined if personality can be an antecedent of turnover. In addition, as commitment is inextricably related with turnover, it has been examined if commitment has a dispositional aspect, as well. Finally, as research on commitment in terms of turnover has mostly focused on organizational commitment, the role of a different foci of commitment (occupational commitment) on turnover was examined in the context of hospitality, where evidence on the topic is scarce. Utilizing structural equation modelling (SEM), emotional stability, organizational commitment, and occupational commitment were found to be predictors of intention to leave organization. In addition, extraversion, agreeableness, emotional stability, and conscientiousness were found to be strongly related with organizational commitment. An additional impact of intention to leave occupation on prediction of organization commitment has also been observed. The practical and theoretical implications of these results are discussed as well.
... Extraversion reflects individual traits such as being sociable, gregarious, assertive, talkative, and active (Kim, Shin, & Umbreit, 2007;Tews, Stafford, & Zhu, 2009). It also refers to the extent to which people are warm, friendly, and dominant in social situations (Zhao, Seibert, & Lumpkin, 2010). ...
... Emotional Stability refers to people that are usually calm, relaxed, generally free from worry (Tews et al., 2009), even-tempered, able to face stressful situations without becoming upset (Rothmann & Coetzer, 2003), coping easily with negative emotions (Michel, Clark, & Jaramillo, 2011;Choi & Lee, 2014), and hardy (Zhao et al., 2010). People with a lack of emotional stability (i.e., neuroticism) are sensitive to negative feedback and easily become discouraged by small failures, feel easily worried, hopeless, or panicked when they face difficult situations (Zhao et al., 2010). ...
... Agreeableness refers to the warmth, friendliness, kindness, empathy in social interactions of individuals (Kim et al., 2007). People high in agreeableness tend to be altruistic, generous, trusting, and cooperative (Tews et al., 2009). Additionally, people high in agreeableness prefer social occupations due to the frequent interpersonal interactions (Zhao et al., 2010). ...
Employee turnover rates in the tourism industry are globally considerably high. Research on the topic has focused mostly on environmental and situational factors, with little attention given to employees' different characteristic. In the current research the effect of the Big Five personality traits and commitment on turnover intentions of lodging employees was examined. The effect of personality on commitment was examined, as well. Utilizing structural equation modelling (SEM), emotional stability and organizational commitment were found to be predictors of turnover intentional behaviour. An additional impact of occupation commitment-related variables on the prediction of organizational commitment was observed. Finally, conscientiousness was found to be the best predictor of organizational commitment. The implications of these results for future research are discussed, as well.
... However, the literature examining discrimination against employees with disabilities has only focused on manager and employer attitudes (e.g., Gröschl, 2007;Madera, 2016;Tews, Stafford, Tracey, 2010;Tews, Stafford, & Zhu, 2009). A glaring gap in this literature is understanding whether customer service evaluations are influenced by an employee's disability status, such that service employees with physical disabilities who have direct contact with customers are rated lower by customers than an employee without disabilities. ...
... This is an unfortunate gap in this literature for two reasons. First, research suggests that hospitality managers and employers assume that customer service evaluations can be negatively affected by employees with visible physical disabilities (Tews et al., 2010;Tews et al., 2009). Yet, research has not examined this assumption. ...
... The fact that the employee with a disability was rated lower on all three customer service evaluation factors and competence than the employee without disabilities shows that disabilities elicit a negative influence on customer evaluations of service employees. These results are consistent with the general literature that shows that disabilities are processed as a negative, undesirable attribute (Dovidio et al., 2011), are distracting and elicit discomfort (Lyons et al., 2016;Ruggs, Martinez, & Hebl, 2011), and violate expectations of aesthetic labor or physical attractiveness (Madera, 2016;Tews et al., 2010;Tews et al., 2009). The results not only show that customers evaluate hospitality employees with disabilities lower than employees without disabilities, they also provide insight to why this occurs. ...
Although employees with disabilities represent a significant percentage of the American hospitality labor force, they often face workplace discrimination. Despite this reality, no research has examined whether customer service evaluations are affected by employees with visible disabilities and the mechanisms behind why and when customer service evaluations can be negatively impacted by employee disability status. This is a significant gap in the literature focusing on disability discrimination because customers—through their customer service evaluations—play a significant role in the evaluation of hospitality employees. Therefore, the current article examined if employee disability status (i.e., does or does not have a disability) influences customer service evaluations using experimental methods in which a hotel service experience is performed by an employee who does or does not have a disability. The current research found that (a) customers do evaluate hospitality employees with disabilities lower than employees without disabilities, (b) customer service evaluations are negatively impacted by employee disability status because they are perceived as less competent than employees without disabilities, and (c) customers are more likely to do so in the presence of a service failure.
... The physical attractiveness effect is regarded as a key factor influencing interpersonal interactions (Ahearne et al., 2010;Andreoni and Petrie, 2008;Judge et al., 2009;Patzer, 2012;Tews et al., 2009;Wan and Wyer, 2015). This effect, sometimes referred to as what is beautiful is good (Dion et al., 1972), is also well known as the beauty premium effect or the physical attractiveness stereotype. ...
... Attractive individuals are perceived as more favorable and competent than their unattractive counterparts (Morrow, 1990;Patzer, 2012;Wan and Wyer, 2015). They are believed to have appealing personal traits and better social skills (Dion et al., 1972;Tews et al., 2009), and to have a higher locus of control and better mental health (Judge et al., 2009;Patzer, 2012;Feingold, 1992). The physical attractiveness effect can smooth an interpersonal interaction and increase a person's persuasion ability, making an attractive person more persuasive than an unattractive one (Ahearne et al., 2010;Feingold, 1992;Patzer, 1983). ...
... They are also more likely to tip more generously when helped by an attractive service representative. While one may more easily understand the positive repercussions of the physical attractiveness stereotype in service settings involving low service skills (Tews et al., 2009), similar effects are observed in service encounters involving professionally-trained skills (Wan and Wyer, 2015). For example, Wan and Wyer (2015) demonstrate that participants favor attractive clinical service providers more than unattractive ones. ...
... Dans la sphère professionnelle, l'importance des effets du stéréotype de beauté est confirmée par de nombreuses méta-analyses (Hosoda et al., 2003 ;Tews et al., 2009). Sur la base de l'observation des traits physiques d'un candidat, le recruteur se forge une impression quant à ses traits de personnalité (Garner-Moyer, 2008). ...
Cette recherche est l’une des premières à étudier le colorisme en Belgique et examine l’impact du colorisme et de l’attractivité physique, et l’interaction entre ces deux variables, sur la rétention de la candidature à un poste d’infirmière. Le colorisme est un biais en faveur de la couleur de peau la plus claire sur le plan intra- et/ou interethnique (Sealy-Harrington et Watson Hamilton, 2018). Le colorisme lié aux personnes noires est une discrimination très peu étudiée en Belgique comme en France. Les stéréotypes attribués aux femmes noires sont négatifs en général ; celles-ci occupent des postes subalternes dans nombre de métiers, dont les métiers de soins (Gatugu, 2017). Plus leur couleur de peau est foncée, plus elles sont discriminées et jugées moins attirantes (Hall, 2017). Dans le design expérimental utilisé, chaque répondant (n = 66) évalue six candidatures fictives d’infirmières (CV et photo) selon quatre dimensions : compétence, chaleur humaine, effort et rétention de la candidature. Le plan d’expérience incluait deux variables intra-sujets concernant les candidates à évaluer : l’apparence physique (attirante ou non) et la couleur de peau (blanche, noire métisse et noire). Les analyses de la variance à mesures répétées mettent en évidence un effet d’interaction entre le colorisme et l’attractivité physique par rapport à l’évaluation de l’effort, de la compétence et de la rétention de la candidature. Les candidates physiquement attrayantes à la peau noire ont un résultat d’effort plus élevé que les candidates à la peau blanche et noire métisse. Les candidates physiquement attrayantes à la peau blanche sont mieux évaluées sur le plan de la compétence que celles physiquement attrayantes à la peau noire métisse ou noire. Par contre, il n’y a aucun effet du colorisme qui ne soit considéré isolement. Les résultats montrent un effet d’interaction entre l’attractivité physique et le colorisme. Il faut souligner que les femmes noires métisses sont moins bien évaluées. D’autres études devraient être réalisées pour comprendre les mécanismes des discriminations spécifiques touchant les personnes noires.
... Compared to the existing literature, this paper makes the following contributions: First, it enriches the current research on the relationship between physical appearance and flexible employment for individuals. While some studies have discussed physical appearance and general employment (Pfeifer, 2012;Wang & Lu, 2018;Gu & Ji, 2019), especially for stable and formal employment (Tews et al., 2009;Li et al., 2022), few have specifically addressed its effect on flexible employment. To the best of our knowledge, this paper is the first to explore the impact of physical appearance on flexible employment. ...
Flexible employment offers a solution to address issues related to temporary or part-time employment and provides an avenue for expanding job opportunities. However, research on the influence of physical appearance on this emerging type of employment is still in its early stages. Using data from the Chinese Family Panel Studies (CFPS 2020), we investigate the effect of physical appearance on flexible employment in the digital economy. Our findings indicate that physical appearance has a significantly positive effect on flexible employment, with a greater impact on women. Furthermore, we observed differences in the effect of appearance on flexible employment for people of different ages and educational levels. Physical appearance has a stronger effect on young and less-educated men engaged in flexible employment, while physical appearance has a greater impact on young and highly educated women engaged in flexible employment. In terms of underlying mechanisms, physical appearance not only directly affects the likelihood of flexible employment but also indirectly affects individuals through their communication abilities and interpersonal skills, particularly through their social capital. This study provides valuable insights into the ongoing social debate regarding physical appearance and flexible employment, as well as practical implications for practitioners.
... People show a preference for attractive others. Attractive people are assumed to have more pleasant personalities (Dion et al., 1972;Lorenzo et al., 2010;Miller, 1970;Tissera et al., 2023), receive favorable treatment in hiring and legal decisions (Beehr & Gilmore, 1982;Gilmore et al., 1986;Luxen & Van De Vijver, 2006;Marlowe et al., 1996;Shannon & Stark, 2003;Tews et al., 2009), and are favored as relationship partners (Cavior & Dokecki, 1973;Dion & Berscheid, 1974;Eastwick et al., 2011;Fisher & Cox, 2009;Lemay et al., 2010;Sprecher & Regan, 2002). Positive evaluations of attractive others occur quickly and automatically (Eastwick et al., 2011;Van Dillen et al., 2013;van Leeuwen & Macrae, 2004). ...
People are drawn to and like others who are physically attractive. In the present research, we investigated the influence of trait self-control on individuals’ interest in relationships with physically attractive others. We hypothesized that high (vs. low) self-control individuals would approach relationships by considering information beyond appearance about potential partners, including partners’ self-control. We additionally explored the influence of other traits (e.g., Big 5, self-esteem, and attachment styles) on relationship interest. Across studies, we consistently found that individuals with higher self-control avoided pursuing relationships with attractive individuals who display low self-control. In Study 3, we observed a similar pattern for three other traits: conscientiousness, extraversion, and positivity embracement. These results suggest perceivers’ self-control shapes relationship interest, particularly when attractive individuals possess less desirable qualities. The findings extend past research that attractiveness increases interest in others and highlights the potential for trait self-control to direct relationship interest during initial interactions.
... More specifically, given the evidence from previous studies linking intelligence and attractiveness (Kanazawa 2011) and its likely effect on intergenerational social mobility, we also include a proxy variable for IQ-the standardized Peabody picture and vocabulary test. Personality is another possible confounder that can potentially affect the key variables of interest to us (Tews, Stafford, and Zhu 2009). We account for the Big Five personality characteristics, largely fixed over an individual's life course, measured at Wave IV: agreeableness, conscientiousness, extraversion, openness, and neuroticism. ...
Objective
Physical attractiveness is often studied in relation to various life outcomes, but there is a lack of research on its links to intergenerational educational, occupational, and income mobility. Individuals may use physical attractiveness as one of the channels for experiencing upward or avoiding downward social mobility.
Methods
Using data about 11,583 individuals from the United States National Longitudinal Study of Adolescent Health, we contribute to the existing scholarship by investigating if physical attractiveness, assessed when individuals are around 15 years old, is an important predictor of intergenerational social mobility measured after 20 years.
Results
We find that physical attractiveness matters both for males’ and females’ intergenerational social mobility outcomes, but it is more important for males, even when childhood characteristics, such as various aspects of parental socioeconomic position, individuals’ health, a proxy for IQ, neighborhood conditions, and interviewers’ fixed effects, are accounted for using imputed data for observations with missing information. Across three measures of social mobility—education, occupation, and income—physically attractive males are more likely to be socially mobile than males of average attractiveness.
Conclusion
Physical attractiveness is an independent predictor of intergenerational social mobility outcomes regarding individuals’ educational, occupational, and income attainment.
... Research consistently demonstrates that irrelevant social media information can influence hiring evaluations, despite advice for employers to focus solely on work-related factors (Hartwell et al., 2022;Roulin & Levashina, 2019). Information such as age (Lahey, 2008), race (Pager, 2003), sexual orientation (Drydakis, 2009), obesity (Grant & Mizzi, 2014), and facial attractiveness (Tews et al., 2009) have been found to impact employer evaluations. When assessing an applicant's LinkedIn profile, hiring managers may encounter cues related to race/ethnicity, gender, religion, marital status, pregnancy status, or disability status (Kluemper & Rosen, 2009;Slovensky & Ross, 2012). ...
Mental health challenges are stigmatized in society and at work, yet people are increasingly posting about their experiences of anxiety and depression on social media. Drawing from the expectancy-confirmation framework in the stereotype literature by Darley and Gross (1983), this experiment examined whether stigma associated with anxiety and depression induces initial expectancies about the traits and behavioral tendencies of applicants who post about their anxiety and depression on LinkedIn. We then tested whether these expectancies are strengthened via confirmation bias when the applicant has the chance to perform in an interview. Findings from 409 individuals with hiring experience revealed that, regardless of an applicant gender and evaluator age, when applicants write about their experiences with anxiety and depression on LinkedIn, it affects evaluators’ impressions of their work-related personality traits (i.e., emotional stability, conscientiousness) but not expectations about their work performance (i.e., task performance, organizational citizenship behaviors). Unexpectedly, evaluators’ initial impressions of the applicant’s emotional stability were slightly enhanced, rather than worsened, when listening to a recording of the applicant’s job interview, but perceptions of conscientiousness remained unchanged. Overall, this study suggests that using LinkedIn to screen job candidates may introduce personal information about applicants that can be difficult to ignore later. While people are encouraged to share their experiences with anxiety and depression on social media, doing so can impact their professional image.
... WIBIG, originating from Dion and colleagues' classic social psychology study in 1972 (Dion et al., 1972), suggests that people attribute physically attractive people with other positive qualities (Eagly et al., 1991). Compatible with this notion, physical attraction has been shown to influence multiple aspects of people's lives, such as job-seeking (Tews et al., 2009), perceived interaction quality (Berry and Miller, 2001) and judging a person's personality (Tartaglia and Rollero, 2015)-but it is unclear if and how WIBIG affects the perceptions and behavior of IT designers using user personas. ...
Purpose
The “what is beautiful is good” (WIBIG) effect implies that observers tend to perceive physically attractive people in a positive light. The authors investigate how the WIBIG effect applies to user personas, measuring designers' perceptions and task performance when employing user personas for the design of information technology (IT) solutions.
Design/methodology/approach
In a user experiment, the authors tested six different personas with 235 participants that were asked to develop remote work solutions based on their interaction with a fictitious user persona.
Findings
The findings showed that a user persona's perceived attractiveness was positively correlated with other perceptions of the persona. The personas' completeness, credibility, empathy, likability and usefulness increased with attractiveness. More attractive personas were also perceived as more agreeable, emotionally stable, extraverted and open, and the participants spent more time engaging with personas they perceived attractive. A linguistic analysis indicated that the IT solutions created for more attractive user personas demonstrated a higher degree of affect, but for the most part, task outputs did not vary by the personas' perceived attractiveness.
Research limitations/implications
The WIBIG effect applies when designing IT solutions with user personas, but its effect on task outputs appears limited. The perceived attractiveness of a user persona can impact how designers interact with and engage with the persona, which can influence the quality or the type of the IT solutions created based on the persona. Also, the findings point to the need to incorporate hedonic qualities into the persona creation process. For example, there may be contexts where it is helpful that the personas be attractive; there may be contexts where the attractiveness of the personas is unimportant or even a distraction.
Practical implications
The findings point to the need to incorporate hedonic qualities into the persona creation process. For example, there may be contexts where it is helpful that the personas be attractive; there may be contexts where the attractiveness of the personas is unimportant or even a distraction.
Originality/value
Because personas are created to closely resemble real people, the authors might expect the WIBIG effect to apply. The WIBIG effect might lead decision makers to favor more attractive personas when designing IT solutions. However, despite its potential relevance for decision making with personas, as far as the authors know, no prior study has investigated whether the WIBIG effect extends to the context of personas. Overall, it is important to understand how human factors apply to IT system design with personas, so that the personas can be created to minimize potentially detrimental effects as much as possible.
... Literature on aesthetic labour has focused on individuals with the 'right' and 'wrong' looks and the impact of their appearancewhat is often described as lookism, the prejudicial and differential treatment that workers face because of their appearance (Warhurst & Nickson, 2020). For example, Tews et al. (2009) demonstrate how applicant 'attractiveness' positively influences employability ratings in customer-facing roles, while Rudolph et al. (2009) and Levay (2014) show the negative effect of obesity on people's job opportunities and its enduring workplace bias. However, it is not only at the point of entry into organisations that an employee's appearance will be evaluated. ...
Research on body art as a component of aesthetic labour has predominantly focused on individuals with tattoos in the global north, but little is known about tribal marks as a key
element of aesthetic labour that leads to discriminatory or prejudicial attitudes in the workplace. Tribal marks are facial inscriptions that symbolize clan, family, and ethnic affiliation, and serve to distinguish one sociocultural group from another. In this article, we examine the lived experiences of people with tribal marks in Nigeria by developing a theoretical framework based on literatures on aesthetic labour, social stigmatisation, and discrimination. Drawing on the accounts of 42 individuals with tribal marks, we demonstrate how aestheticized work environments, biased assumptions, and negative perceptions about individuals with tribal marks can lead to discriminatory or prejudicial behaviours at work. We further discuss the psychosocial consequences and explain why tribal marks are now perceived to be outdated and damaging to those individuals who have them. We offer a novel perspective on the existing knowledge about aesthetic labour and broaden our understanding of another form of ‘lookism’ in a non-Western context.
... It is therefore possible that other unmeasured differences between our interviewees (beyond culture) impacted Study 1 results. Thus, in Study 2, we took extra precautions to limit differences between 25 interviewees for three factors that have been shown to impact hiring decisions: perceived warmth and competence (e.g., Fiske et al., 2002;Krings et al., 2011), as well as perceived attractiveness (e.g., Tews et al., 2009). ...
We conducted two studies to investigate how cultural differences based on country of origin influence the selection process in an asynchronous video interview (AVI) context. We drew upon the GLOBE cultural value dimensions and individual measures of prejudice to examine if raters evaluate job applicants who are more culturally-dissimilar to them more negatively than culturally-similar applicants. Professionals with hiring experience from the U.K. were recruited via the Prolific platform and asked to watch and evaluate pre-recorded video responses from five culturally diverse applicants. Results across both studies were only somewhat consistent with the GLOBE framework. For instance, raters did demonstrate a strong preference for Canadian and South African interviewees over other countries. Right-wing authoritarianism and social dominance orientation were non-significant in moderating how evaluations were assigned; however, ethnocentrism levels did modestly impact evaluations in Study 2. This research is the first to investigate how cultural factors can impact the selection process in an AVI context. As the number of organizations that rely on virtual interviews increase and globalization makes it likely for applicants and interviewers to be from different cultural backgrounds, our research is highly relevant in understanding the impact of these elements on hiring decisions.
... On the other hand, hiring managers on LinkedIn have been observed to select applicants that are a suitable fit for the organization by reviewing their professional network (ibid). Empirical research indicates that hiring managers are often influenced by factors such as age (Lahey, 2008) (Weiss & Maurer, 2004), gender (Riach & Rich, 2002) (Swim & Hunter, 1995), sexual orientation (Drydakis, 2009) (Weichselbaumer, 2003), race (Cesare, 1996) (Pager, 2003), obesity (Roehling, 1999) (Swami, Chan, Wong, Furnham, & Tove´e, 2008), and facial attractiveness (Tews, Stafford, & Zhu, 2009) when screening candidates for various jobs. SNs provide an easy means of getting access to all this information, and that too by the candidates themselves. ...
This study investigates the use of Social Networking Sites (SNSs) to screen candidates in the hiring process, highlighting factors that employers consider while selecting or rejecting candidates. These factors are usually visible on the candidate's SNS profile. A sample of 228 hiring professionals working in small and medium enterprises (SMEs) was used as a data set for the study. The results indicate that LinkedIn is a widely used SNS for screening candidates, and that hiring professionals consider professional qualifications, organizational fit and communication skills to be the major determinants of selection or rejection of candidates.
... So zeigen Biddle und Hamermesh (1998), dass attraktive Juraabsolventen tendenziell im privaten Sektor arbeiten, wohingegen ihre weniger attraktiven Counterparts im o ffentlichen Sektor ta tig sind. Auch das Maß an Kundenkontakt spielt eine wichtige Rolle bei der Wirkungssta rke des Aussehens im beruichen Kontext (Hamermesh & Biddle, 1994;Lynn & Simons, 2000;Pfann et al., 2000;Tews et al., 2009). Demnach wird die Bevorzugung bzw. ...
Physische Attraktivität wird als Einflussfaktor des beruflichen Erfolgs, gemessen an Einkommen und beruflichem Prestige, untersucht. Dazu wird erläutert, wie es zu unterschiedlichen Erfolgsniveaus in Abhängigkeit der physischen Attraktivität Erwerbstätiger kommt. Diskutiert werden dabei eine Diskriminierung unattraktiver Personen, die mit einer Besserbehandlung attraktiver Menschen einhergeht, aber auch ein möglicher Produktivitätsvorteil attraktiver Beschäftigter. Schließlich werden multivariate (polynomiale) OLS Regressionen berechnet, die einen nicht-linearen Attraktivitätseffekt auf das Einkommen belegen – mit dem höchsten Bonus bei etwas geringerer Attraktivität. Dieser Einfluss unterscheidet sich signifikant zwischen öffentlichem und privatem Beschäftigungssektor, aber nicht überzufällig zwischen Männern und Frauen. In Bezug auf das berufliche Prestige findet sich ein linearer Effekt der physischen Attraktivität, der sich ebenfalls nicht signifikant zwischen Männern und Frauen unterscheidet.
... 22 It is known that the attractiveness is positively in uencing the state of employment, so it is to be expected, that the skin abnormalities of the NF1 leads to a higher number of unemployment, but in contract to former studies, the participants of our study have a normal level of employment. 23,24 The level of education is lower, which is correlating with the type of employment. So, many participants in our study are simple workers in factories or working as unskilled people, where the visual aspects are not so important and mentioned. ...
Introduction
Neurofibromatosis 1 (NF1) is a chronic neurocutaneous disease with tremendous impact on quality of life (QoL). We have performed an analysis of disease severity, mental and physical QoL and compared the different severity classes of patients with neurofibromatosis 1 (NF1).
Patients and methods
We performed a prospective analysis of 89 patients with NF-1 which are included in the period of 1/2016 - 3/2018. Local records served as data source including demographic data, employment status, level of education, and marital status were evaluated. All patients received 36-Item Short Form Health Survey (SF-36). Additionally, numerical pain rating scale (NPS) Patients were stratified according to different severity of NF-1 and different visibility and severity of disease.
Results:
Out of 89 patients, severity grad 4 was identified in 42 (47.2%), moderate in 17 (19.1%), mild in 23 (25.8%) and minimal in 7 (7.9%) cases. According to visibility scale, severe grade 3 was found in 28 (31.5%), moderate grade 2 in 26 (29.2%) and mild grade in 35 (39.3%) cases. All SF-36 related data except for pain showed significantly lower values, if compared to the standard German population (p<0.001, physical component summary p=0.045). Sex, marital status and level of education showed no significant differences. Employment was significantly associated with better mental and physical status (p=0.028 and p=0.01 respectively) and age >40 was significantly associated with lower physical (p=0.027) but not mental component (p=0.362). According to the numerical pain rating scale, 7-10 were noted in 9 cases (10,1%), 5-6 in 10 patients (11.2%), 1-4 in 26 patients (29.2%) and no pain in 44 cases (49.4%). Physical component showed significant difference between different NPS grades (p<0.001) but no significance in mental component summery (p=0.06). Finally, we found no significant difference between different severity grades and visibility grades in mental component summery.
Conclusion:
The severity grade and visibility grade of patients with NF-1 does not necessarily results in decreased mental components and physical limitations in comparison with lower grades, so that symptomatic treatment should be considered even in patients with severe disability, since these still may have comparable QoL to less severe disabled patients with NF-1. Employment was associated with better QoL according to our results.
... .). Enfin, les profils ne comprennent pas, le plus souvent, d'indications relatives aux aptitudes mentales générales (AMG : indicateurs de performance future) des candidats alors que les AMG influencent fortement les décisions (Tews et al., 2009). Pour dépasser ces limites, la présente recherche a mesuré les effets de l'apparence physique, du sexe du candidat, du type de poste, de la connotation sexuelle du poste, de l'internalité/externalité, et des AMG sur la recrutabilité auprès de recruteurs professionnels pour des postes n'impliquant pas de relations commerciales. ...
... Employees with a particular personality trait could be the most suitable people to perform a job or service (Major et al., 2006). Studies on hospitality employees have found the relationship between specific personalities and job requirements that provided the best fit (Presenza et al., 2020;Tews et al., 2009). However, the studies' results were inconsistent with respect to the influence of each personality dimension and its effect on employee outcomes. ...
Purpose
Personality provides a critical perspective for human resource managers on differences between employees. This study aims to systematically and meta-analytically synthesize the consequences of employee personality in the hospitality context.
Design/methodology/approach
After an extensive literature search, 105 empirical studies on the consequences of the big five personality factors (BFF; agreeableness, conscientiousness, extraversion, neuroticism and openness) along with proactive personality (PP) in the hospitality context were included for a systematic review and meta-analysis.
Findings
The review highlighted a steady increase in the number of studies on hospitality employee personality. Job satisfaction and organizational citizenship behavior were identified as the most significant consequences for employee personality in the hospitality context. Five dimensions of personality traits varied in their consequences and differed from PP.
Research limitations/implications
This study provides insightful implications and suggestions for future studies in terms of methodological approaches, research topics and dimensions of employee personality that will extend the theoretical framework of individual differences.
Originality/value
To the best of the authors’ knowledge, this study represents the first attempt to systematically investigate the consequences of employee personality in the hospitality context. The results reveal discrepancies in the relations between the dimensions of BFF and PP with a variety of consequences. These results offer research directions for hospitality scholars investigating employee personality.
... When recruiters apply their intuition, they unwittingly consider factors that may be irrelevant to later job performance. Factors that affect hiring decision include candidates' age and sexual orientation (Drydakis, 2009), weight (Swami et al., 2008), facial attractiveness (Tews et al., 2009), race and sex (Branscombe and Smith, 1990), and, last but not least, the recruiter's own sex and national culture (El Ouirdi et al., 2016). Recruiters give subjectively desirable applicants more favorable evaluations than subjectively undesirable applicants (Chiang and Suen, 2015). ...
Purpose
This study aims to analyze aspects of decision-making in recruitment. Using a choice-based conjoint (CBC) experiment with typified screening scenarios, it was analyzed what aspects will be more important for recruiters: the recommendation provided by a hiring algorithm or the recommendation of a human co-worker; gender of the candidate and of the recruiter was taken into account.
Design/methodology/approach
A total of 135 recruitment professionals (67 female) completed a measure of sex roles and a set of 20 CBC trials on the hiring of a pharmacologist.
Findings
Participants were willing to accept a lower algorithm score if the level of the human recommendation was maximum, indicating a preference for the co-worker’s recommendation over that of the hiring algorithm. The biological sex of neither the candidate nor the participant influenced in the decision.
Research limitations/implications
Participants were presented with a fictitious scenario that did not involve real choices with real consequences. In a real-life setting, considerably more variables influence hiring decisions.
Practical implications
Results show that there are limits on the acceptance of technology based on artificial intelligence in the field of recruitment, which has relevance more broadly for the psychological correlates of the acceptance of the technology.
Originality/value
An additional value is the use of a methodological approach (CBC) with high ecological validity that may be useful in other psychological studies of decision-making in management.
... Although it may be disheartening to acknowledge, perceived attractiveness is important. Attractiveness is related to a variety of realworld benefits, such as increased employment opportunities (Dipboye, Arvey, & Terpstra, 1977;Watkins & Johnston, 2000), particularly for jobs that involve lots of interaction with customers (Tews, Stafford, & Zhu, 2009); higher income (Judge, Hurst, & Simon, 2009;Pfeifer, 2012); and decreased perceptions of guilt in committing crimes and decreased punishment for crimes (Darby & Jeffers, 1988;Mackelprang & Becker, 2017;Mazzella & Fe-ingold, 1994), at least for women (Mackelprang & Becker, 2017), although not all researchers have found an effect of attractiveness on juror perceptions and decisions (e.g., Beckham, Spray, & Pietz, 2007). These outcomes may be due to the attractiveness halo effect or the heuristic that "what is beautiful is good" (Dion, Berscheid, & Walster, 1972), in which people who are perceived as more attractive are also perceived to have various other positive characteristics, such as being seen as more qualified than a less attractive individual with the same qualifications (Cash, Gillen, & Burns, 1977). ...
Although some aspects of physical attractiveness are specific to time and culture, other characteristics act as external cues to youth, health, and fertility. Like head hair, eyelashes change with age, and as such, they may also serve as external mating cues. In three experiments, I manipulated eyelash length in photographs of men and women and had participants rate them on attractiveness (Studies 1–3), perceived age (Studies 1–3), perceived health (Studies 2 and 3), and femininity (Study 3). The results indicate that women, but not men, are seen as more attractive with longer eyelashes; that perceptions of health and femininity also increase with eyelash length; and that older women, rather than younger women, benefit the most from enhanced eyelashes—but that longer eyelashes did not reduce perceptions of age.
... Hiring managers prefer candidates who are more cooperative because such individuals are more apt to be more compliant and altruistic (Tews, Stafford, & Zhu, 2009). More opinionated candidates may be perceived as more apt to question authority and be a hindrance to group cohesion. ...
As a step toward further understanding the relationship between social networking content and perceptions of employment suitability, the present study assessed the impact of three examples of potentially negative content. Namely, this research focused on self‐absorption, opinionatedness, and alcohol and drug use, where a sample of 436 hiring managers evaluated experimentally manipulated hypothetical Facebook candidate profiles. The results demonstrated that content related to each construct had a negative impact on person–organization fit and overall candidate evaluation. Moreover, self‐absorption had the largest negative effect. There were also significant hiring manager age interaction effects. Older hiring managers more heavily weighted less opinionated content with respect to overall candidate evaluation and content without alcohol and drug use for person–organization fit.
... The first impression a person makes is largely influenced by their outward appearance: Physical appearance has been shown to impact inferences about character, abilities, sociability, and intellectual competence [1]. Numerous studies demonstrate the impact of physical appearance in various domains of life: From securing employment [2,3] to obtaining higher socioeconomic outcomes [4,5]. Skin is one of our Like many chronic skin conditions, AD limits lifestyle, leads to avoidance of social interactions, and impedes activities [29]. ...
... Second, research clearly indicates how recruiters can sometimes be biased because they use information that is not related to job performance (Brown & Vaughn, 2011;Dubois & Pansu, 2004;Purkiss, Perrewé, Gillespie, Mayes, & Ferris, 2006;Seiter & Hatch, 2005;Shannon & Stark, 2003), and therefore their decision-making process could be discriminatory (García-Izquierdo, Ramos-Villagrasa, & Castaño, 2015). The most prominent of this irrelevant information is perhaps the biases produced when decisions are made based on age (Lahey, 2008;Maurer, & Rafuse, 2001;Weiss & Maurer, 2004), gender (Harvie, Marshall-McCaskey, & Johnston, 1998;Riach & Rich, 2002;Swim Aikin, Hall, & Hunter, 1995), sexual orientation (Black, Makar, Sanders, & Taylor, 2003;Blandford, 2003;Drydakis, 2009;Weichselbaumer, 2003), race (Kawakami, Dion, & Dovidio, 1998;Pager, 2003;Riach & Rich, 2002), or physical attractiveness (Luxen & Van de Vijver, 2006;Tews, Stafford, & Zhu, 2009). Undoubtedly, this poses a problem for the quality of selection decisions, and the use of SNW does not seem to alleviate this issue (Caers & Castelyns, 2011). ...
Social networks websites, and specially the LinkedIn platform, have changed the landscape of recruitment and personnel selection to a unified organizational process. Thus, apart from using LinkedIn as a recruitment tool, professionals also use it to make evaluative inferences regarding the individual characteristics of the candidates (e.g., their personality). However, most of the research focused on LinkedIn has left aside the evidence about its validity for decision making in the work setting. In our study we analyze the criterion oriented validity of LinkedIn incumbents professional profiles
(N = 615) in the information and communication technology (ICT) sector and with some measures of job performance. The results show four major factors underlying LinkedIn profiles about professional experience, social capital, updating knowledge, and non-professional information. These factors are significantly related to productivity, absenteeism, and the potential for professional development. These findings are discussed in light of their theoretical and practical
implications.
... Second, research clearly indicates how recruiters can sometimes be biased because they use information that is not related to job performance (Brown & Vaughn, 2011;Dubois & Pansu, 2004;Purkiss, Perrewé, Gillespie, Mayes, & Ferris, 2006;Seiter & Hatch, 2005;Shannon & Stark, 2003), and therefore their decision-making process could be discriminatory (García-Izquierdo, Ramos-Villagrasa, & Castaño, 2015). The most prominent of this irrelevant information is perhaps the biases produced when decisions are made based on age (Lahey, 2008;Maurer, & Rafuse, 2001;Weiss & Maurer, 2004), gender (Harvie, Marshall-McCaskey, & Johnston, 1998;Riach & Rich, 2002;Swim Aikin, Hall, & Hunter, 1995), sexual orientation (Black, Makar, Sanders, & Taylor, 2003;Blandford, 2003;Drydakis, 2009;Weichselbaumer, 2003), race (Kawakami, Dion, & Dovidio, 1998;Pager, 2003;Riach & Rich, 2002), or physical attractiveness (Luxen & Van de Vijver, 2006;Tews, Stafford, & Zhu, 2009). Undoubtedly, this poses a problem for the quality of selection decisions, and the use of SNW does not seem to alleviate this issue (Caers & Castelyns, 2011). ...
... Some of these decisions may also elicit stress responses themselves. The business world even uses time constraints and stress inductions as a means to assess individuals in a better way, for example in assessment centers (Whetzel et al., 2014) or in intelligence tests (Tews et al., 2009). Scientific research has shown that acute stress not only affects individuals in the time they need to make decisions, but that stress may also continue to affect many facets of higher-order cognitive functions, including emotional memory (Diamond et al., 2007), selective attention to emotional stimuli (Henckens et al., 2012), working memory (Henckens et al., 2011) and altruistic punishment in an economic game (Vinkers et al., 2013), even hours after the induction of stress. ...
... However, hospitality managers value GMA less than managers in other industries (Tews, Stafford, & Zhu, 2009) and restaurant hiring managers particularly place more emphasis on results of personality tests than those of GMA tests (Tews, Stafford, & Tracey, 2011). ...
The main objectives of this research were to investigate traits that hospitality managers use to define successful hires and the role of preemployment testing methods in determining successful hires. Analysis of one-on-one interviews conducted with hospitality managers in Ohio identified interpersonal behavior and guest-service attitude as most important attributes of successful hires. While background checking and drug testing were perceived to be effective for all employees, personality and general mental ability (GMA) tests were viewed as more effective when screening management employees. Differences were noted in time needed to determine whether hires were successful for frontline versus management positions. Managerial implications are discussed.
... There are a few other organizational studies in this area. One study on hiring recommendations (Tews, Stafford, & Zhu, 2009) included information on general mental ability, the five-factor personality variables, and facial photographs. The authors found that attractiveness influenced hiring decisions over and above ability and conscientiousness, particularly for high customer contact jobs (see also Freng & Webber, 2009). ...
... though, overall, attractive job applicants are evaluated more favorably than less attractive applicants, Watkins and Johnston (2000) find that physical attractiveness has no impact when it comes to high-quality job applications. Similarly, Tews, Stafford, and Zhu (2009) find that the attractiveness of job applicants does have an impact on their employment suitability evaluation, but its impact is lower than that of their general mental ability and conscientiousness. ...
Objective
In this article, we address two major gaps in the understanding of the relationship between candidate attractiveness and electoral success. With the assistance of the Victoria Police Criminal Identification Unit in Melbourne, Australia, we show how good‐looking candidates look like by building the faces of six “ideal candidates” in terms of physical attractiveness. Utilizing our “ideal candidates,” we then investigate whether candidate attractiveness can actually sway electoral results.
Methods
We proceed in four distinct steps, using data from the 2008 U.S. House of Representatives elections. First, we collect data on candidate attractiveness. Second, we build our “ideal candidates” and obtain their attractiveness ranking. Third, we model the effect of candidate attractiveness on candidate vote margins. Fourth, we run four hypothetical scenarios that assess whether candidate attractiveness can sway the electoral results in marginal seats.
Results
About two‐thirds of marginal races would trigger a different winner if the actual loser looked like our ideal candidates. In addition, virtually every single marginal race would have had a different outcome if the unsuccessful candidate looked like our “ideal candidate” and the successful candidate was very unattractive.
Conclusion
Candidate attractiveness can sway electoral results, provided that elections are competitive.
... Eagly, Ashmore, Makhijani & Longo, 1991;Feingold, 1992;Langlois et al., 2000;Lorenzo, Biesanz & Human, 2010). Fysiek aantrekkelijke personen zouden ook positiever geëvalueerd worden op het werk en bij sollicitaties, zeker als er veel extern klantencontact is (Hosoda, Stone-Romero & Coats, 2003;Tews, Stafford & Zhu, 2009). Fysieke malformaties, daarentegen, wekken eerder angst en afkeer op (Colella & Stone, 2005;Thompson & Kent, 2001) en kunnen leiden tot diverse, negatieve reacties. ...
... Differences among civil servant positions and the results of previous studies also suggest that job type is an important factor that influences the beauty premium in personnel recruitment (Tews et al. 2009). The current study also aimed to study the beauty premium in Chinese civil servant interviews for different positions, technical and managerial, according to the Civil Servant Law of the People's Republic of China. ...
Physical attractiveness can greatly influence business job applications (the “beauty premium” effect). However, little is known about whether and how physical attractiveness influences interviewers’ evaluations of Chinese civil servant applicants, given that many characteristics of civil service appear to be different from those of business jobs. Using event-related potentials (ERPs), the current study investigated how female job candidates’ physical attractiveness influenced interviewers’ evaluations in Chinese civil servant interviews for both technical and managerial positions. The behavioral results showed that for the managerial positions, attractive female candidates had a much higher acceptance rate than unattractive candidates. However, for the technical positions, no significant difference was found between attractive and unattractive candidates. At the brain level, for the managerial positions, pairs of attractive faces with managerial posts elicited smaller N400 and larger late positive potential (LPP) amplitudes than did pairs of unattractive faces with managerial posts. However, this relationship was not observed for technical posts. The negative correlation between N400 amplitude and acceptance rate as well as the positive correlation between LPP amplitude and acceptance rate further confirmed these results. The present study suggests that beauty could potentially influence if candidates are accepted in real Chinese civil servant interviews, as observed experimentally in this research.
... Similarly, in at least 28% of interviews, employers assessed social skills associated with agreeableness (relating to, working with, and cooperating with others; Huffcutt, Conway, Roth, & Stone, 2001;Sackett & Walmsley, 2014), and 96% of personnel officers rated actors who were trained to be assertive/dominant as more likable and hirable than those who were trained to be nonassertive (Gallois, Callan, & Palmer, 1992). Moreover, even though employees' competence is the best predictor of their performance, it is often weighed less heavily in hiring than employees' affiliative traits, particularly in service industries (Tews et al., 2011;Tews, Stafford, & Zhu, 2009). ...
While significant research has demonstrated that people’s beliefs about a group shape how they judge members of that group, few studies have examined whether people’s beliefs and values regarding emotion (their “ideal affect”) shape how they socially judge people’s emotional facial expressions. We predicted that the more people valued and ideally wanted to feel excitement and other high arousal positive states (HAP), the more affiliative (extraverted, agreeable) they would judge excited (vs. calm) faces. Moreover, because European Americans typically value HAP more than Hong Kong Chinese do, we predicted that European Americans would rate excited (vs. calm) targets as more affiliative than would Hong Kong Chinese. We found consistent support for these hypotheses in four studies. In Studies 1a and 1b, these effects held regardless of target race (White, Asian) and target sex (male, female); emerged for human as well as computer-generated faces; and did not consistently emerge for nonaffiliative social judgments (i.e., dominance, competence). In Studies 2 and 3, we replicated these findings in more realistic contexts. In Study 2, culture and ideal affect predicted participants’ extraversion judgments of excited Facebook profiles. In Study 3, culture and ideal affect predicted participants’ extraversion and agreeableness judgments of an excited job applicant, which increased their likelihood of hiring that applicant. Together, these findings suggest that people’s culture and ideal affect shape how affiliative they judge excited (vs. calm) smiles. We discuss the role these processes may play in perpetuating biases in multicultural settings.
... Over the years, many studies have demonstrated the impact of attractiveness on tangible benefits. For example, physically attractive individuals are more likely to receive a job offer (e.g., [44]), teachers have higher expectations of attractive students' intelligence and future success [36], and acceptance into high-status social groups is also positively correlated with attractiveness [25]. Furthermore, interpersonally attractive (likeable) individuals are more likely to receive positive evaluations [8] and be considered a credible source [32]. ...
On live streams, viewers can support streamers through various methods ranging from well-wishing text messages to money. In this study (N=230) we surveyed viewers who had given money to a streamer. We identified six motivations for why they gave money to their favorite live streamer. We then examined how factors related to viewer, streamer, and viewer-streamer interaction were associated with three forms of social support provision: emotional, instrumental, and financial support. Our main findings are: parasocial relationship was consistently correlated with all three types of social support, while social presence was only related with instrumental and financial support; interpersonal attractiveness was associated with emotional and instrumental support and lonely people were more likely to give instrumental support. Our focus on various types of social support in a live streaming masspersonal platform adds a more detailed understanding to the existing literature of mediated social support. Furthermore, it suggests potential directions for designing more supportive and interactive live streaming platforms.
Introduction
Neurofibromatosis 1 (NF1) is a chronic neurocutaneous disease known to profoundly affect quality of life (QoL). We have performed an analysis of disease severity, mental and physical QoL and compare the different subclasses among patients with neurofibromatosis 1 (NF1).
Patients and methods
We conducted a prospective analysis of 89 NF1 patients between January 2016 and March 2018. Data sourced from local records including demographic information, employment status, education level, and marital status. All patients completed 36-Item Short Form Health Survey (SF-36) and additionally the numerical pain rating scale (NPS). Patients were stratified based on severity of NF1, visibility and disease severity.
Results
Among 89 patients, severity was classified as grade 4 was identified in 42 (47.2%), moderate in 17 (19.1%), mild in 23 (25.8%) and minimal in 7 (7.9%) cases. According to visibility scale, severe grade 3 was found in 28 (31.5%), moderate grade 2 in 26 (29.2%) and mild grade in 35 (39.3%) cases. SF-36 data, except for pain, showed significantly lower values, if compared to the standard German population (P < 0.001, physical component summary P = 0.045). Sex, marital status and education level did not significantly influence results. Employment was significantly associated with better mental and physical status (P = 0.028 and P = 0.01 respectively) and age >40 was linked to lower physical (P = 0.027) but not mental component scores (P = 0.362). The numerical pain rating scale indicated pain levels of 7–10 in 9 cases (10,1%), 5–6 in 10 patients (11.2%), 1–4 in 26 patients (29.2%) and no pain in 44 cases (49.4%). Physical component scores significantly differed across different NPS grades (P < 0.001) but not in mental component scores (P = 0.06). Finally, no significant differences were found in mental component scores across severity or visibility grades.
Conclusion
Severity and visibility grades of patients with NF1 may not necessarily result in poor mental health. Symptomatic treatment should be considered even for severely disabled patients as they may have comparable QoL to less severely affected patients with NF1. Employment was linked to better quality of life outcomes in our findings.
Der Band befasst sich mit der ganzen Bandbreite an fachlich diversen Themen und gibt einen Überblick über den empirischen Forschungsstand aus der Perspektive der verschiedenen Fachdisziplinen. Das Bestreben hierbei ist es, zum einen eine möglichst breite (wissenschaftliche) Öffentlichkeit zu erreichen und das Bewusstsein für ein Thema zu erhöhen, welches im Alltag große Wirkungsmacht entfalten kann. Dabei handelt es sich bei physischer Attraktivität um einen häufig unterschätzen Faktor des Sozialen. Das Buch schließt die wissenschaftliche Lücke bezüglich der systematischen Aufarbeitung der quantitativ empirischen Forschung zur Wirkung physischer Attraktivität, damit es einen – für die wissenschaftliche Öffentlichkeit zugänglichen – „Grundkanon“ der bestehenden Forschung gibt, der Andere zur Replikation und zum kritischen Diskurs anhalten soll.
The book covers a wide range of topics and provides an overview of the empirical state of research from the perspective of different disciplines. The aim is to reach a broad (scientific) audience on the one hand, and on the other to raise awareness of a topic that can have a significant impact on everyday life. Physical attractiveness is an often underestimated social factor. The book closes the scientific gap of a systematic treatment of quantitative empirical research on the effects of physical attractiveness, so that a "basic canon" of existing research is available - accessible to the scientific public - which should stimulate others to replicate and to engage in critical discourse.
Dieser Beitrag untersucht, welchen Einfluss physische Attraktivität auf die Notenvergabe im Schulkontext und bei Personalauswahlentscheidungen hat. Es wird gezeigt, dass Attraktivität direkt und indirekt einen Einfluss auf die Erwerbsbiografie nehmen kann. Erstens sind die zentralen Wirkmechanismen von Attraktivität direkt in den einzelnen Prozessstufen des Bewerbungsverfahrens mit Bewerbungsfotos wirksam. Zweitens erstreckt sich der Einfluss von Attraktivität über die gesamte Lebensphase und beginnt schon vor dem Start der Erwerbsbiografie bereits in der Phase des Erwerbs von Bildungszertifikaten. Attraktive Personen erhalten als Kinder mehr Aufmerksamkeit und Unterstützung und können die daraus entstehenden Wettbewerbsvorteile beim Eintritt in den Arbeitsmarkt für ihre Karriere nutzen. Attraktive Personen haben monetäre Vorteile auf dem Arbeitsmarkt und unattraktive monetäre Nachteile von teilweise erheblichem Ausmaß. Physische Attraktivität kann daher, bezogen auf die Erwerbsbiografie, auch einen Faktor in der Produktion sozialer Ungleichheit darstellen.
Die Wettbewerbsvorteile attraktiver Menschen in den unterschiedlichsten Lebensbereichen sind über fünf grundlegende Mechanismen vermittelt: Den Attractiveness Consensus, den Attractiveness Attention Boost, den Attractiveness Stereotype, den Attractiveness Glamour Effect und den Attractiveness Treatment Advantage. Diese Mechanismen werden im Beitrag vorgestellt und diskutiert. Darüber hinaus werden außerdem Handlungssituationen und -kontexte besprochen, in denen sich die positiven Wirkungen physischer Attraktivität nicht voll entfalten können und sich teilweise sogar in ihr Gegenteil verkehren. Es handelt sich dabei um den Attractiveness Frog Pond Effect, die Beauty Penalty, das Ugliness Premium und den Beauty is Beastly Effect. Der Beitrag schließt mit einigen grundsätzlichen normativen und politischen Betrachtungen zum Attractiveness Competition Advantage
Attractiveness is generally perceived to be beneficial to women in the workplace. However, a rapidly growing body of literature suggests that there are hidden costs of attractiveness that can negatively influence career trajectories of professional women. In this chapter, the authors employ Super’s (1957) model of career development as a framework and analyze linkages between specific developmental aspirations of women, their concerns in different career stages, and the downsides of attractiveness. In particular, they focus on the ‘beauty is beastly’ effect, female intrasexual competition, objectification of attractive women, sexual harassment in the workplace, and self-objectification. Finally, they discuss why women might engage in sexual behavior at work and what consequences it might have on their careers. They round the chapter off with practical implications and recommendations for individuals and organizations.
Background
Neurofibromatosis type I (NF1) is a rare genetic disorder, associated with some physical symptoms including spots and tiny bumps on the skin, and internal organ involvement. People suffering from neurofibromatosis face various challenges in their daily lives. However, there is little understanding on how patients deal with neurofibromatosis. This study aimed to investigate the life challenges of patients with NF1.
Methods
This qualitative study was performed by implementing a grounded theory with the cooperation of the Society for Neurofibromatosis Patients over the course of 15 months in 2019 across 4 provinces in Iran. Twenty‐four patients with NF1 were interviewed. An analysis was performed using the constant comparative method.
Findings
The results of the analyses indicated that the major concern of the NF1 patients was feelings of failure and falling behind in life. In the face of failure in life in such a context, patients used the main strategy of “unsuccessful struggle to escape” the disease and its complications, which was represented itself in the forms of ‘hopelessness and impatience’, ‘suicidal thoughts and unsuccessful suicide attempts’, ‘isolation and seclusion’, ‘expressing complaints and grievances to God’, ‘hiding the disease’ and ‘hopelessness and refusing to receive care’. The implementation of such strategies helped patients reduce tension and achieve a temporary, though vulnerable and fragile, sense of relief and peace.
Conclusion
Given an unfavourable life condition, NF1 patients turned to a harmful passive strategy in the face of the challenges posed by the disease.
Patient or Public Contribution
Public contributors were active partners throughout, and co‐authored the paper.
Physical appearance influences our perceptions, judgments, and decision making about others. While the current literature with regard to the perceptions and judgments of nondisabled people’s attractiveness is robust, the research investigating the perceived physical attractiveness and judgments of physically disabled individuals is scarce. Therefore, in the current study, we investigated whether people with physical disabilities are perceived by the opposite sex as more or less attractive relative to nondisabled individuals. Our results, based on over 675 participants, showed a positive effect for women’s attractiveness ratings of men with physical disabilities, but not men’s attractiveness ratings of physically disabled women. Moreover, social desirability bias was positively associated with attractiveness ratings of physically disabled individuals, meaning those with higher tendency to be viewed favorably by others rated physically disabled individuals more attractive. Finally, our results revealed that attractiveness ratings of individuals with physical disabilities are positively associated with extroversion and empathy in both men and women, and positively with agreeableness and negatively with neuroticism in women. In conclusion, our study showed women rate men with physical disabilities as higher on attractiveness than nondisabled men, which is also influenced by their social desirability bias.
We investigate if the perceived attractiveness of mutual fund managers influences mutual fund flows. We hand-collect professional photographs of managers and use machine learning algorithms to develop two objective proxies of attractiveness. We find that, after controlling for fund characteristics, performance measures and manager characteristics, mutual funds managed by ‘attractive’ managers receive higher fund flows. Our results are robust to matched sample analysis, Heckman two-stage selection, alternate model specifications. Attractiveness bias is predominantly witnessed within retail investors and does not entail superior fund performance. Our results suggest that mutual fund investors exhibit a bias for seemingly attractive mutual fund managers.
Purpose
The paper aims to examine the effect of employees' perceived physical attractiveness on the extent to which their voices are “listened to” by management.
Design/methodology/approach
Using an experimental research design, the paper estimates main effects of employee attractiveness and possible moderating effects of employee race and gender as well as the gender of their “managers.”
Findings
The results suggest that, with few exceptions, more physically attractive employees are significantly more likely to have their suggestions acted upon by managers than less attractive employees, pointing to a powerful form of workplace discrimination. This finding holds across races, with more attractive white, black, and Asian employees exerting a more impactful voice than their less attractive counterparts, although the moderation appears to be stronger for whites than ethnic minorities.
Research limitations/implications
The results have important implications for the extant literatures on employee voice, diversity and discrimination.
Originality/value
This is among the first studies to demonstrate that less attractive employees suffer from an “employee voice deficit” vis-à-vis their more attractive counterparts.
Policy capturing is a widely used technique, but the temporal stability of policy-capturing judgments has long been a cause for concern. This article emphasizes the importance of reporting reliability, and in particular test-retest reliability, estimates in policy-capturing studies. We found that only 164 of 955 policy-capturing studies (i.e., 17.17%) reported a test-retest reliability estimate. We then conducted a reliability generalization meta-analysis on policy-capturing studies that did report test-retest reliability estimates—and we obtained an average reliability estimate of .78. We additionally examined 16 potential methodological and substantive antecedents to test-retest reliability (equivalent to moderators in validity generalization studies). We found that test-retest reliability was robust to variation in 14 of the 16 factors examined but that reliability was higher in paper-and-pencil studies than in web-based studies and was higher for behavioral intention judgments than for other (e.g., attitudinal and perceptual) judgments. We provide an agenda for future research. Finally, we provide several best-practice recommendations for researchers (and journal reviewers) with regard to (a) reporting test-retest reliability, (b) designing policy-capturing studies for appropriate reportage, and (c) properly interpreting test-retest reliability in policy-capturing studies.
To shed light on tattoo bias in the hospitality industry, two studies were conducted in the context of employee selection. The first study that examined tattoo bias in the context of selecting entry-level managers in a hotel setting demonstrated a negative tattoo bias, which did not differ by candidate gender. The second study that examined tattoo bias in the context of selecting restaurant employees found a negative tattoo bias when evaluating candidates for guest contact positions but not for non-guest contact positions. Interestingly, there was a gender effect, whereby hiring managers preferred females with tattoos relative to males.
Certainly one of the first things that we notice when meeting someone new is how physically attractive that they are. Although the vast majority of studies in the literature suggest favoritism for physically attractive humans, some research indicates that negative biases may occur as well. This discrepancy in the literature may simply indicate the failure of differing experimental methods to adequately tap the same construct; however, it is also a likely indicator of moderating factors at work. This study employs an episodic memory task to demonstrate the moderating effects of self-esteem threat on physical attractiveness attributions. Furthermore, results indicate that attractiveness-based stereotypes are susceptible to fluctuations in self-esteem, such that individuals experiencing a threat to self-esteem become more reliant on stereotyping.
Traditionally, the selection interview focused on predicting a candidate's technical skills relevant to the job in question. However, by asking the right questions, it is possible to ascertain a wide variety of criteria during the interview. This chapter reviews research, theory and practice relevant to the employment interview and discusses how to use this selection measure to optimize hiring decisions. One prominent factor that can affect the reliability and predictive validity of an employment interview is the structure of the interview questions the candidate is asked. The most basic distinguishing attribute for interview question types is whether the questions are structured or unstructured. Interviewers have been turning their attention to other formats in their search for greater predictive validity and efficiency. The structured, unstructured, panel, multiple-applicant, telephone and video-conference are among the many formats that the interviewer can choose from.
Despite an increasing body of scientific evidence accumulated over the last 25 years, organizational design thinking has almost c1ompletely ignored the role of beauty on organizational life and performance. Based on a literature review in the fields of organizational aesthetics and management, this article explores ways in which beauty can create value for organizations. It develops an integrative approach, both rational and aesthetic, that helps better understand the contribution of beauty to organizational efficiency and performance. The analysis shows that beauty in organizations can contribute through different organizational elements: resources, outcomes, processes, organization and environment. It also gives some guidelines on how to measure and integrate it into organizations through the concept of ROIB (Return on Investment in Beauty). Finally, the article concludes with some business implications and suggestions for future research.
This article meta-analytically summarizes the literature on training motivation, its antecedents, and its relationships with training outcomes such as declarative knowledge, skill acquisition, and transfer. Significant predictors of training motivation and outcomes included individual characteristics (e.g., locus of control, conscientiousness, anxiety, age, cognitive ability, self-efficacy, valence, job involvement) and situational characteristics (e.g., climate). Moreover, training motivation explained incremental variance in training outcomes beyond the effects of cognitive ability. Meta-analytic path analyses further showed that the effects of personality, climate, and age on training outcomes were only partially mediated by self-efficacy, valence, and job involvement. These findings are discussed in terms of their practical significance and their implications for an integrative theory of training motivation.
Eighty-four managers who make hiring decisions in 1 of 6 occupations representative of J. L. Holland's (1973) 6 job typologies (medical technologist, insurance sales agent, carpenter, licensed practical nurse, reporter, and secretary) rated 39 hypothetical job applicants on 2 dependent variables, hirability and counterproductivity. Applicants were described on the Big Five personality factors (Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) and on general mental ability. Results showed that general mental ability and conscientiousness were the most important attributes related to applicants' hirability and that Emotional Stability, Conscientiousness, and Agreeableness were the most important attributes related to counterproductivity. In most respects, these results mirror meta-analytic reviews of validity studies, thereby confirming hypotheses.
30 college students and 30 professional interviewers rated and ranked bogus resumes on suitability for a managerial position. Applicant sex, physical attractiveness, and scholastic standing were systematically varied in the resumes. A 2 * 2 * 2 * 3 repeated measures analysis of variance on the ratings yielded 4 significant main effects (p < .05), while the same analysis on the rankings yielded 3 significant main effects (p < .01). Students rated applicants more favorably than professionals. Both groups preferred males to females, attractive applicants to unattractive applicants, and applicants of high scholastic standing. The latter variable accounted for the greatest proportion of variance. However, internal analyses of the rankings reveal that sex and physical attractiveness were more important than indicated by the analysis of variance. (15 ref)
This personal historical article traces the development of the Big-Five factor structure, whose growing acceptance by personality researchers has profoundly influenced the scientific study of individual differences. The roots of this taxonomy lie in the lexical hypothesis and the insights of Sir Francis Galton, the prescience of L. L. Thurstone, the legacy of Raymond B. Cattell, and the seminal analyses of Tupes and Christal. Paradoxically, the present popularity of this model owes much to its many critics, each of whom tried to replace it, but failed. In reaction, there have been a number of attempts to assimilate other models into the five-factor structure. Lately, some practical implications of the emerging consensus can be seen in such contexts as personnel selection and classification.
Increasing attention is being paid to the fair treatment of individuals in society and in organizational contexts. Fair treatment issues are a concern of special importance to individuals who are stigmatized by virtue of their standing on variables such as physical attractiveness, physical and psychological handicaps, and race. Theories and models from social psychology, political psychology, sociology, and other academic disciplines provide a number of useful explanations of stigmatization and its consequences. Stigma-related issues are only infrequently studied by individuals in industrial and organizational psychology and closely allied fields. This chapter stresses on the need for industrial and organizational psychologists and researchers in closely allied fields to pay much more attention to stigmas and stigma-related problems in organizational settings. The chapter considers the nature of stigmas and the processes through which individuals become stigmatized, and then deals with the stigmas of race, physical unattractiveness (unattractiveness), and handicaps. It also describes strategies that might be used to deal with problems that stigmatized individuals encounter in organizational contexts, and considers issues that relate to research on stigmas in organizational contexts.
Social Judgement Theory (SJT) evolved from Egon Brunswik's Probabilistic Functionalist psychology coupled with multiple correlation and regression-based statistical analysis. Through its representational device, the Lens Model, SJT has become a widely used, systems-oriented perspective for analysing human judgement in specific ecological circumstances. Judgements are assumed to result from the integration of different cues or sources of perceptual information from the environment. Special advantages accrue to the SJT approach when criterion values (or correct values) for judgement are also available, as this permits the comparison of judgement processes to environmental processes and leads naturally to the generation of cognitive feedback as an aid to facilitate learning. In contrast to more prescriptive approaches to decision analysis, the SJT approach analyses judgements by decomposing the judgement process after judgements have been rendered. This a posteriori decomposition is accomplished by first using multiple regression analysis to recover prediction equations for both the judgement and ecological systems and then using the Lens Model Equation to compare those systems. SJT methods maintain close contact with ecological circumstances by employing the principle of representative design (which focuses on how the researcher obtains the stimuli for judgement) and avoiding unwarranted over-generalisations from nomothetic aggregation (e.g. averaging across judges) through the use of idiographic statistical analysis. SJT methods have proven valuable in the analysis of individual judgements as well as groupbased judgements where conflict becomes likely.
Policy capturing was used to examine relative importance placed by managers on the Big Five personality factors (Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) in the context of expatriate selection. Ninety‐six managers with expatriate staffing and management experience made judgments about 32 expatriates based on characteristics associated with the Big Five. Judgments were made about (a) completion of overseas assignment, (b) adjustment, (c) interpersonal relations with host‐country nationals, and (d) overseas job performance. Across all four decisions, the raters tended to use the cues (i.e., the Big Five personality factors) in a similar manner. Conscientiousness was perceived to be the most important personality factor for all four judgments examined. Openness to Experience was perceived to be important for completion of overseas assignment. These results from policy capturing are compared and contrasted with those from criterion‐related validity studies of the Big Five for expatriate selection. Implications for expatriate selection systems are discussed.
Reports an error in the original article by author's name (Journal of Applied Psychology. Vol 60(1) Feb 1975, 39-43). On page 41, there were several typographical errors in Table 2. 30 college students and 30 professional interviewers rated and ranked bogus resumes on suitability for a managerial position. Applicant sex, physical attractiveness, and scholastic standing were systematically varied in the resumes. A 2 * 2 * 2 * 3 repeated measures analysis of variance on the ratings yielded 4 significant main effects (p < .05), while the same analysis on the rankings yielded 3 significant main effects (p < .01). Students rated applicants more favorably than professionals. Both groups preferred males to females, attractive applicants to unattractive applicants, and applicants of high scholastic standing. The latter variable accounted for the greatest proportion of variance. However, internal analyses of the rankings reveal that sex and physical attractiveness were more important than indicated by the analysis of variance.
Employee turnover does more than reduce service quality and damage employee morale—it hits a hotel's pocketbook.
This study contributes to our understanding of which factors predict raters' policies for combining performance components into an overall job performance rating. We used a work-roles framework to examine the effects of rater source and team-based culture. The sample consisted of 612 individuals in three job categories (3 17 nurses, 168 personnel recruiters and 127 sales representatives). Respondents rated employee performance profiles that were described on task, citizenship and counterproductive performance. Raters' weights differed by (a) organizational culture (low- vs. high-team-based); (b) rating source (supervisor vs. peer) and (c) job. In a team-based culture, more weight was given to citizenship performance and less to task performance. Peers attached more importance to citizenship performance and less to task performance. Implications of these findings for performance management are discussed.
Examined whether physically attractive stimulus persons, both male and female, are (a) assumed to possess more socially desirable personality traits than physically unattractive stimulus persons, and (b) expected to lead better lives (e.g., be more competent husbands and wives and more successful occupationally) than unattractive stimulus persons. Sex of Subject * Sex of Stimulus Person interactions along these dimensions also were investigated. Results with 30 male and 30 female undergraduates indicate a "what is beautiful is good" stereotype along the physical attractiveness dimension with no Sex of Judge * Sex of Stimulus interaction. Implications of such a stereotype on self-concept development and the course of social interaction are discussed.
Compensation specialists made 2 survey-sample decisions in a simulated wage survey. Policy-capturing analyses indicate that most specialists relied extensively on 2 of the available cues and consistently applied that policy across judgments. They were not able to accurately estimate their own decision-making policies, as demonstrated by the fact that rationally generated assessments of cue importance were significantly different from their actual policies. Finally, meta-analyses demonstrate that the variation in policies across decision makers could not be attributed to statistical artifacts or any moderators (e.g., salary-survey experience or industry) associated with the demographic data. Thus, different compensation specialists are likely to select a different sample of employers even for the same wage survey. Implications for the relevance of market wages obtained from surveys are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Two methodological approaches, policy capturing and narrative self-reports, were used to examine how individuals combine information about job characteristics and probabilities of receiving job offers (expectancies) in decisions to pursue job vacancies. 10 college students evaluated 24 hypothetical job alternatives at 3 expectancy levels in terms of overall attractiveness and whether they would apply for a job interview. A variety of within-S analyses were used to infer how probabilities of receiving a job offer affect peoples' propensities to apply for jobs. Results indicate that there was wide individual variability in the way expectancies influenced job-search patterns. Low probabilities of receiving job offers acted as much stronger search deterrrants for some Ss than for others. Results are discussed in terms of (a) possible sources of individual differences in expectancy usage, (b) the value of using multiple methodologies to investigate decision processes, and (c) the desirability of broadening the types of questions typically asked about the role of expectancies in job search and choice. (35 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Demonstrates that the physical attractiveness stereotype established by studies of person perception is not as strong or general as suggested by the often-used summary phrase
what is beautiful is good. Although Ss in these studies ascribed more favorable personality traits and more successful life outcomes to attractive than unattractive targets, the average magnitude of this beauty-is-good effect was moderate, and the strength of the effect varied considerably from study to study. Consistent with the authors' implicit personality theory framework, a substantial portion of this variation was explained by the specific content of the inferences that Ss were asked to make: The differences in Ss' perception of attractive and unattractive targets were largest for indexes of social competence; intermediate for potency, adjustment, and intellectual competence; and near zero for integrity and concern for others. The strength of the physical attractiveness stereotype also varied as a function of other attributes of the studies, including the presence of individuating information. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Meta-analysis was used to examine findings in 2 related areas: experimental research on the physical attractiveness stereotype and correlational studies of characteristics associated with physical attractiveness. The experimental literature found that physically attractive people were perceived as more sociable, dominant, sexually warm, mentally healthy, intelligent, and socially skilled than physically unattractive people. Yet, the correlational literature indicated generally trivial relationships between physical attractiveness and measures of personality and mental ability, although good-looking people were less lonely, less socially anxious, more popular, more socially skilled, and more sexually experienced than unattractive people. Self-ratings of physical attractiveness were positively correlated with a wider range of attributes than was actual physical attractiveness. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Meta-analysis of the cumulative research on various predictors of job performance showed that for entry-level jobs there was no predictor with validity equal to that of ability, which had a mean validity of .53. For selection on the basis of current job performance, the work sample test, with mean validity of .54, was slightly better. For federal entry-level jobs, substitution of an alternative predictor would cost from 15.89 billion/year (age). Hiring on ability had a utility of $15.61 billion/year but affected minority groups adversely. Hiring on ability by quotas would decrease utility by 5%. A 3rd strategy—using a low cutoff score—would decrease utility by 83%. Using other predictors in conjunction with ability tests might improve validity and reduce adverse impact, but there is as yet no database for studying this possibility. (89 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Compensation specialists made 2 survey-sample decisions in a simulated wage survey. Policy-capturing analyses indicate that most specialists relied extensively on 2 of the available cues and consistently applied that policy across judgments. They were not able to accurately estimate their own decision-making policies, as demonstrated by the fact that rationally generated assessments of cue importance were significantly different from their actual policies. Finally, meta-analyses demonstrate that the variation in policies across decision makers could not be attributed to statistical artifacts or any moderators (e.g., salary-survey experience or industry) associated with the demographic data. Thus, different compensation specialists are likely to select a different sample of employers even for the same wage survey. Implications for the relevance of market wages obtained from surveys are discussed.
This review demonstrates that the physical attractiveness stereotype established by studies of person perception is not as strong or general as suggested by the often-used summary phrase what is beautiful is good. Although subjects in these studies ascribed more favorable personality traits and more successful life outcomes to attractive than unattractive targets, the average magnitude of this beauty-is-good effect was moderate, and the strength of the effect varied considerably from study to study. Consistent with our implicit personality theory framework, a substantial portion of this variation was explained by the specific content of the inferences that subjects were asked to make: The differences in subjects' perception of attractive and unattractive targets were largest for indexes of social competence; intermediate for potency, adjustment, and intellectual competence; and near zero for integrity and concern for others. The strength of the physical attractiveness stereotype also varied as a function of other attributes of the studies, including the presence of individuating information.
This study considered the relationship between physical attractiveness and income attainment based on evidence from a national sample of employed Canadians. The findings suggest that attractive respondents earned higher annual salaries than less attractive respondents. Controls on a variety of other variables suggest that this relationship held for men, older respondents, and those engaged in occupations primarily filled by men. Women, younger respondents, and those working in jobs largely performed by women tended not to gain any significant economic return from greater physical attractiveness.
Through an analysis of two highly routinized interactive service jobs, fast food service and insurance sales, this article explores the interrelationship of work, gender, and identity. While notions of proper gender behavior are quite flexible, gender-segregated service jobs reinforce the conception of gender differences as natural. The illusion that gender-typed interaction is an expression of workers' inherent natures is sustained, even in situations in which workers' appearances, attitudes, and demeanors are closely controlled by their employers. Gender-typed work has different meanings for women and men, however, because of differences in the cultural valuation of behavior considered appropriate to each gender.
Policy-capturing, conjoint analysis, and related techniques are all regression-based methods used in various areas of organizational research to determine the importance people attach to cues when they make decisions. Despite the widespread use of those methods, the organizational research literature lacks an integrated tutorial for researchers who are interested in studying decision making but who have little experience with the techniques required for this type of research. The authors use empirical findings and suggestions from a number of sources to offer a step-by-step tutorial covering the effective design, execution, analysis, interpretation, and reporting of policy-capturing studies.
This article describes a theory of job performance that assumes that job performance is behavioral, episodic, evaluative, and multidimensional. It defines job performance as the aggregated value to the organization of the discrete behavioral episodes that an individual performs over a standard interval of time. It uses the distinction between task and contextual performance to begin to identify and define underlying dimen- sions of the behavioral episodes that make up the performance domain. The theory predicts that individual differences in personality and cognitive ability variables, in combination with learning experiences, lead to variability in knowledge, skills, and work habits that mediate effects of personality and cognitive ability on job perform- ance. An especially important aspect of this theory is that it predicts that the kinds of knowledge, skills, work habits, and traits that are associated with task performance are different from the kinds that are associated with contextual performance.
Policy-capturing has been employed extensively in the past to examine how organizational decision makers use the information available to them when making evaluative judgments. The purpose of this article is to provide researchers with guidelines for enhancing the reliability and validity of their studies. More specifically, the authors identify issues researchers may want to consider when designing such studies and offer suggestions for effectively addressing them. They draw on a review of 37 articles from 5 major journals to identify “best practice” and discuss the advantages and disadvantages of alternative approaches to resolving the various issues. The key issues are (a) the realism of the approach and its effect on both internal and external validity, (b) the limits of the full factorial design, (c) the need for orthogonal cues, (d) sample size and statistical power, and (e) the assessment of reliability. The analysis also includes comparisons with conjoint analysis, a similar methodology used in the marketing research literature.
This special issue bridges inquiry on intelligence and scholarship on social policy by exploring the constraints that differences in intelligence may impose in fashioning effective social policy. The authors discuss a range of behaviors, but focus primarily on the noneducational outcomes of crime, employment, poverty, and health. (SLD)
Past research on the importance of traits and abilities in supervisors' hirability decisions has ignored the influence of the selection method used to derive information about these traits and abilities. In this study, experienced retail store supervisors (N = 163) rated job applicant profiles that were described on the Big Five and General Mental Ability (GMA) personality dimensions. Contrary to past studies, the supervisors were also informed about the method of assessment used (paper-and-pencil test vs. unstructured interview). Hierarchical linear modelling analyses showed that the importance attached to extraversion and GMA was significantly moderated by the selection method, with extraversion and GMA decreasing in importance when store supervisors knew that scores on extraversion and GMA were derived from a paper-and-pencil test as opposed to from an unstructured interview. Store supervisors with more selection-related experience also attached more importance to GMA. Results are discussed in relation to the practice-science gap and the extant literature on perceptions of selection procedures.
Previous research suggests that physical appearance variables may play a role in employment hiring decisions. This study examined the influence of two physical appearance variables, beardedness and attractiveness, on personnel selection. Fifty undergraduate participants were given the task of evaluating and selecting between nine equally qualified male job applicants applying for a fictitious management trainee position. A photograph was attached to each of the nine applications. Photographs differed systematically on level of beardedness and attractiveness. Results indicated that the level of attractiveness of the photographs significantly affected the evaluation of the application to which it was attached, but did not significantly affect the subjects' final selection decision. Level of beardedness of the photographs was not found to have a significant effect on evaluation of the applications. However, there was a trend in the data that suggested that bearded applicants, although evaluated equally with nonbearded applicants, were selected for management positions at lower rates. Implications and limitations of these results are also examined.
Physical attractiveness, age, and sex were manipulated to determine their effect on the evaluation of 54 (18 per job) hypothetical applicants' resumes for three different jobs (tax manager of an industrial firm, postmaster, and vice principal of a high school) by 60 MBA students (20 MBA student-raters per job), evenly divided between the two sexes and among three age levels, who voluntarily participated in the three experiments. As hypothesized, physical attractiveness favourably influenced (p < .01) the suitability ratings for all jobs; raters' sex was not significant but applicants' sex significantly (p < .03) affected ratings for the job of tax manager; and applicants' age as a main effect was significant (p < .05) for one job (vice principal) but the raters' age was not significant for any. A number of interactions, some of which were hypothesized, emerged as significant (p < .05), which indicated that age and sex biases operate in a subtle and complex fashion and are moderated by a number of social and personal attributes of the raters and the ratees.
In this article, the results of a meta-analysis that investigates the degree to which dimensions of the Five-Factor Model (FFM) of personality are related to performance in jobs involving interpersonal interactions are reported. The article also investigates whether the nature of the interactions with others moderates the personality-performance relations. The meta-analysis was based on 11 studies (total N = 1,586). each of which assessed the FFM at the construct level using the Personal Characteristics Inventory. Results support the hypothesis that Conscientiousness, Agreeableness, and Emotional Stability are positively related to performance in jobs involving interpersonal interactions. Results also support the hypothesis that Emotional Stability and Agreeableness are more strongly related to performance in jobs that involve team- work (where employees interact interdependently with coworkers), than in those that involve dyadic interactions with others (where employees provide a direct service to customers and clients). Implications for developing theories of work performance and for selecting employees are discussed.
Investigated the interaction of applicant sex and physical attractiveness while varying perceived relevance of attractiveness to job performance and type of rater in a 2 × 2 × 2 × 2 design. Type of job was controlled for both interns of hierarchical level (entry level vs management trainee) and in terms of perceptions of the job as typically male or female employment. 120 undergraduates and 105 professional employment interviewers (mean age 33.5 yrs) were presented with a resumé with a photograph attached, an interview transcript, and a job description and were asked to make a hiring decision and to rate the applicants' expected performance and perceived personality. Results indicate that physical attractiveness of job candidates had the broadest influence on employment decisions. There was no main effect for applicant sex; however, professional interviewers were biased in favor of female applicants while student raters were not. Professional interviewers rated job applicants less leniently than students did. (15 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
the recent resurgence of interest in the 5-factor model of personality characteristics appears to reflect a "working consensus" among a substantial number of investigators on the primary importance of the dimensions of (I) Surgency/Extraversion, (II) Agreeableness, (III) Conscientiousness, (IV) Neuroticism, and (V) Openness to Experience/Intellect / focus on earlier writers who have contributed, directly or indirectly, to the 5-factor tradition and on current writers who have been associated with distinctive theoretical perspectives on the 5-factor model
theoretical perspectives on the Big Five (an enduring dispositional view of the Big Five: P. T. Costa and R. R. McCrae, the dyadic interactional view of the Big Five: J. S. Wiggins, the competency view of the Big Five: R. Hogan, the lexical view of the Big Five: L. R. Goldberg) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Argues that occupational sex bias is not inevitable nor invariable and presents a "lack of fit" model to describe the dynamics of sex bias and the conditions that prompt and support its occurrence in organizational settings. The model uses a single principle to explain how both self-directed sex bias (self-limiting behavior) and other-directed sex bias (discrimination) operate before and after a woman's entry into an organization. Areas considered include selection, evaluation, and causal explanations of success. A review of the literature demonstrates the integrative capacity of the model, and consideration of the model's implications illustrates its practical utility in furthering organizational change to reduce sex bias in the workplace. (71 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Using a policy-capturing approach, in this study we examined the extent to which 4 variables (work performance, relationship with coworkers, relationship with managers, and personal needs) affect the process through which Chinese and American managers make 2 types of compensation award decisions (bonus amounts and nonmonetary recognition). Results showed that, compared with their American counterparts, Chinese managers (a) put less emphasis on work performance when making bonus decisions; (b) put more emphasis on relationship with coworkers when making nonmonetary decisions; (c) put more emphasis on relationship with managers when making nonmonetary award decisions; and (d) put more emphasis on personal needs when making bonus decisions. We discussed the implications of these results for future research and practice.
This study examined the disciplinary decision rules that managers employ when responding to substance abuse violations. We suggested that because of competing perspectives about the role and purpose of disciplinary systems, substantial inconsistency is likely to exist across managers in how they respond to violations. Using policy capturing techniques, we found substantial diversity across the 93 managers studied in how they respond to violations. Further, cluster analysis indicated that we could group the 93 managers into retributive, corrective, individual rights, and mixed clusters. The results also suggest that the type of decision rule that a manager employs is influenced by his/her attitude toward punishment and toward drug use. The implications of these findings for disciplinary programs in general and substance abuse policies in particular are discussed as well.
This study examined how personnel managers (n= 19) and line managers (n= 28) make disciplinary decisions. Using a policy-capturing approach, subjects were asked to respond to disciplinary incidents that varied in terms of three factors likely to affect managerial attributions about the cause of the disciplinary problem (managerial provocation, personal problems, or tenure). The incidents also varied in terms of factors made relevant by the economic, institutional/legal, and hierarchical contexts. Of the six variables manipulated, the factor relating to the institutional/legal context had the largest impact on the decisions made by the personnel managers, and the factor relating to the hierarchical context had the largest impact on the decisions made by the line managers. While provocation was relatively important for both line and personnel managers, personal problems, tenure, and the economic implications of the decision had more modest impacts on managerial decisions. The results also suggest that there is substantial variation across managers in terms of the decision rules employed when responding to disciplinary cases.
Using a policy-capturing approach, 29 corporate interviewers evaluated 64 hypothetical candidates for a position in a financial services organization. Six selection criteria were manipulated in a balanced factorial design. Interviewers evaluated candidates' qualifications and made hiring recommendations. The results revealed substantial individual differences in interviewers' decision strategies, as well as their insight into their own decision processes. Data on the effectiveness of the 29 interviewers were collected from 427 hiring managers and the decision processes of effective and ineffective interviewers were compared. The findings indicated that the decision strategies used by effective interviewers were quite similar to one another and relied heavily on two selection criteria. Also, effective interviewers were more likely than ineffective interviewers to use selection criteria in a manner that mirrored their self-reports of the importance of these criteria. Effective interviewers were more aware of their decision processes than ineffective interviewers.