Stockdale, Margaret S.Redhead, Megan E.Williams, Jane R.Boyd, ElizabethGrahame, Nicholas J.2015-03-312015-03-312014https://hdl.handle.net/1805/6052http://dx.doi.org/10.7912/C2/1083Indiana University-Purdue University Indianapolis (IUPUI)Madeline Heilman’s (1983) Lack of Fit Model, which postulates why discrimination occurs in the selection of sex-typed jobs, has been applied to the interaction of applicant attractiveness. Yet recent research suggests that other appearance variables, namely sex-typed facial features, may be associated with perceptions of fit. Building upon Heilman’s 1983 model, the current study evaluated how sex-typed facial features relate to applicant selection for sex-typed fields. Undergraduate students were recruited for participation during the spring academic semester (n = 413) and data were analyzed using a 2x2x2 ANOVA. Results indicated that selection is significantly impacted by the three-way interaction of applicant sex, facial feature-type, and sex type of the applying field. Further, masculine-featured females and feminine-featured males were significantly less favored for selection within the feminine sex-typed field. Implications of these findings and the differential evaluation of male and female applicants in a feminine field are discussed.en-USPhysical AppearanceSex-typed Facial FeaturesJob SelectionApplicant FitPhysical-appearance-based bias -- Research -- Methodology -- EvaluationBeauty, Personal -- Social aspects -- ResearchAttribution (Social psychology) -- ResearchSex discrimination in employment -- Psychological aspectsSexual attraction -- ResearchEmployee selection -- AttitudesSex discrimination in employmentSex role in the work environmentStereotypes (Social psychology)Interpersonal attraction -- ResearchSexismSex role -- Psychological aspectsAnalysis of variance -- Research -- MethodologyWomen -- Employment -- Psychological aspectsMen -- Employment -- Psychological aspectsFace perception -- ResearchThesis