Selecting job applicants: Effects from gender, self-presentation, and decision type

Foschi, Martha; Valenzuela, Jerilee

doi:10.1016/j.ssresearch.2007.11.002

Cited by 31 publications

(23 citation statements)

References 41 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The double standards model offers an account of the processes underlying the relationship between stereotypic beliefs and discrimination, and the model has been successfully applied to gender and race discrimination in employment selection (e.g., Foschi, Lai, & Sigerson, 1994;Foschi, Sigerson, & Lembesis, 1995;Foschi, 1996). Although the model has not been applied to age discrimination, it may be useful for developing a better understanding of age discrimination in employment.…”

Section: Applying the Double Standards Model To Age Discriminationmentioning

confidence: 99%

Age Discrimination in the Evaluation of Job Applicants

Richardson

Webb

Webber

et al. 2012

J Applied Social Pyschol

View full text Add to dashboard Cite

This study investigated the nature of age discrimination against older job applicants. One hundred fifty‐six participants (102 students; 54 organization based) evaluated a hypothetical job applicant's (aged 33–66 years) work‐related competences and likelihood of being hired. Applicant age affected hiring decisions for both samples where there was a preference for hiring applicants aged 42–48 years. Applicants at both the older and younger ends of the continuum were less likely to be hired, with the oldest applicants (over 54 years) being the least likely to be hired. Although the applicants' age negatively affected evaluations of their trainability and sociability, the effect of applicant age on hiring evaluations was not mediated by these work‐related competencies, suggesting that age discrimination occurs via direct bias against older workers.

show abstract

Section: Applying the Double Standards Model To Age Discriminationmentioning

confidence: 99%

Age Discrimination in the Evaluation of Job Applicants

Richardson

Webb

Webber

et al. 2012

J Applied Social Pyschol

View full text Add to dashboard Cite

show abstract

“…() provided meta‐analytic evidence showing men are granted a wider scope of acceptable leadership styles. Numerous other studies have shown that prescriptions for men's behaviour in leadership and other workplace roles are less restrictive than prescriptions for women's behaviour (e.g., Carli, LaFleur, & Loeber, ; Foschi, Sigerson, & Lembesis, ; Heilman & Chen, ; Okimoto & Brescoll, ).…”

Section: Introductionmentioning

confidence: 99%

If you're going to be a leader, at least act like it! Prejudice towards women who are tentative in leader roles

Bongiorno

Bain

Dávid

2013

British J Social Psychol

View full text Add to dashboard Cite

Role congruity theory predicts prejudice towards women who meet the agentic requirements of the leader role. In line with recent findings indicating greater acceptance of agentic behaviour from women, we find evidence for a more subtle form of prejudice towards women who fail to display agency in leader roles. Using a classic methodology, the agency of male and female leaders was manipulated using assertive or tentative speech, presented through written (Study 1, N = 167) or verbal (Study 2, N = 66) communications. Consistent with predictions, assertive women were as likeable and influential as assertive men, while being tentative in leadership reduced the likeability and influence of women, but not of men. Although approval of agentic behaviour from women in leadership reflects progress, evidence that women are quickly singled out for disapproval if they fail to show agency is important for understanding how they continue to be at a distinct disadvantage to men in leader roles.

show abstract

“…On the basis of our previous research (Foschi and Valenzuela, 2008, pp. 1033-1034, for Hypothesis 2a we propose that social-identity factors, namely either a same-sex preference or an aim to redress past inequalities against women will be the most likely response under such circumstances.…”

Section: Objectives and Hypothesesmentioning

confidence: 99%