The role of appearance in selection for sex-typed jobs
dc.contributor.advisor | Stockdale, Margaret S. | |
dc.contributor.author | Redhead, Megan E. | |
dc.contributor.other | Williams, Jane R. | |
dc.contributor.other | Boyd, Elizabeth | |
dc.contributor.other | Grahame, Nicholas J. | |
dc.date.accessioned | 2015-03-31T16:25:53Z | |
dc.date.available | 2015-03-31T16:25:53Z | |
dc.date.issued | 2014 | |
dc.degree.date | 2014 | en_US |
dc.degree.discipline | Department of Psychology | en |
dc.degree.grantor | Purdue University | en_US |
dc.degree.level | M.S. | en_US |
dc.description | Indiana University-Purdue University Indianapolis (IUPUI) | en_US |
dc.description.abstract | 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_US |
dc.identifier.uri | https://hdl.handle.net/1805/6052 | |
dc.identifier.uri | http://dx.doi.org/10.7912/C2/1083 | |
dc.language.iso | en_US | en_US |
dc.subject | Physical Appearance | en_US |
dc.subject | Sex-typed Facial Features | en_US |
dc.subject | Job Selection | en_US |
dc.subject | Applicant Fit | en_US |
dc.subject.lcsh | Physical-appearance-based bias -- Research -- Methodology -- Evaluation | en_US |
dc.subject.lcsh | Beauty, Personal -- Social aspects -- Research | en_US |
dc.subject.lcsh | Attribution (Social psychology) -- Research | en_US |
dc.subject.lcsh | Sex discrimination in employment -- Psychological aspects | en_US |
dc.subject.lcsh | Sexual attraction -- Research | en_US |
dc.subject.lcsh | Employee selection -- Attitudes | en_US |
dc.subject.lcsh | Sex discrimination in employment | en_US |
dc.subject.lcsh | Sex role in the work environment | en_US |
dc.subject.lcsh | Stereotypes (Social psychology) | en_US |
dc.subject.lcsh | Interpersonal attraction -- Research | en_US |
dc.subject.lcsh | Sexism | en_US |
dc.subject.lcsh | Sex role -- Psychological aspects | en_US |
dc.subject.lcsh | Analysis of variance -- Research -- Methodology | en_US |
dc.subject.lcsh | Women -- Employment -- Psychological aspects | en_US |
dc.subject.lcsh | Men -- Employment -- Psychological aspects | en_US |
dc.subject.lcsh | Face perception -- Research | en_US |
dc.title | The role of appearance in selection for sex-typed jobs | en_US |
dc.type | Thesis | en |
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