Impact of recruiter authoritarianism and applicant sex on evaluation and selection decisions in a recruitment interview analogue study.

Abstract

The purpose of this study was to investigate the role of authoritarianism in subjects' judgments of male and female candidates in a job selection interview. Male and female personnel officers were randomly selected from a pool of 144 volunteers and were assigned on the basis of Revised California F Scale scores to high, moderate, and low authoritarian groups, until 14 males and 14 females comprised each treatment. It was hypothesized that high authoritarian personnel officers of both sexes (a) would rate male job applicants more favorably than females when they were presented in simulated videotaped recruitment interviews and (b) would subsequently make more job offers to male than female job applicants. The data supported both of these hypotheses and indicated the usefulness of extending this approach to other aspects of the employment setting as well as to other nonemployment settings such as vocational counseling.

Religious Contrasts in Consumer Decision Behaviour Patterns: Their Dimensions and Marketing Implications

“…Dichotomous sex-role conceptions within the authoritarian family emphasize exaggerated masculine and feminine characteristics[e.g. [71][72][73]. Johnson et al [74] found that authoritarian subjects from entrepreneurial backgrounds were more restrictive than nonauthoritarians in the number of behaviours they considered appropriate for children of both sexes.…”

The Investigative Interview: A Review of Practice and Related Research

“…Simas and McCarrey (1979) found that persons high in authoritarianism tended to evaluate males more favorably than persons lower on authoritarianism, but did not evaluate females less favorably.…”

“…Cotter et al (1982) found similar results with telephone interviews. Simas and McCarrey (1979) found that personnel officers high in authoritarianism (both male and female) tend to give male job applicants higher ratings than female applicants, after viewing videotaped simulated interviews.…”

Employment Interviewing in Jordan: A Study of the Interview Process in the Business Firms

“…Interviewer characteristics: Bernstein, Hakel, and Harlan (1975) found no important differences in ratings made by students and those made by interviewers other than students are more lenient in their ratings. Dipboye, Arvey, and Terpestra (1977) found males and females equally biased, while Simas and McCarrey (1979) found that highly authoritarian subjects rated male applicants more favorably than female applicants.…”