Investigation of nonverbal discrimination against women in simulated initial job interviews

This study investigated nonverbal sex discrimination in simulated initial job interviews with women applicants. It was hypothesized that experienced interviewers would exhibit more negative behaviors while interviewing a woman for a “masculine” job (an incongruent interview), but more positive behaviors while interviewing a woman for a “feminine” job (a congruent interview). It was further hypothesized that the behavior of inexperienced interviewers would remain the same across interviews. Mock initial job interviews were videotaped and nonverbal behaviors were coded. As hypothesized, experienced interviewers exhibited more negative and fewer positive behaviors in the incongruent interviews, whereas inexperienced interviewers did not. Unexpectedly, inexperienced interviewers exhibited more positive and fewer negative behaviors during incongruent interviews. Implications for training to reduce nonverbal discrimination are discussed.     

Relative efficacy of different encoding structures and judgment topics in a cued-recall task

Existing research on the relative efficacy of the self as an encoding structure applies more to the self as an object than as a cognitive structure that guides the organization of incoming information. In order to provide a task that would be more directly relevant to encoding, subjects were asked to watch an interview of a resident assistant (RA) candidate by the housing department and to attend throughout to how similar the candidate's presentation was to the one they themselves or a typical RA would have given in the situation. Furthermore, judgments of similarity were divided into personality, ability, and nonverbal style. The dependent variable was a surprise cued-recall task, administered 20 min after the videotaped interview had ended. Consistent with prediction, subjects instructed to encode from a self-perspective exhibited better recall than those instructed to encode from a typical RA perspective. Also, as predicted, subjects who judged personality or ability similarity recalled more of the interview than those who judged nonverbal style similarity. Enhanced recall from the self-encoding perspective was consistent across all three types of judgments (personality, ability, nonverbal style), suggesting that the self is an efficient processing structure across a variety of diverse judgment topics.     

Factors Affecting Employer Preference for Female Managerial Applicants

This study examines aspects of job interview behavior that influence employer preference for a female applicant for a managerial position in the human service field. The authors used an analogue methodology simulating videotaped job interview vignettes to present a female applicant exhibiting varying leadership and personality styles, ranging from a “warm” cooperative style to a “cold” task-oriented style. Employers in the human services field rated their preference for the simulated applicants. There were significant differences in preference for the various types of applicants; the most preferred were those who combined warmth with goal-oriented leadership skills.     

The Role of Applicant Nonverbal Communication in the Employment Interview

This research examined the effects that the nonverbal behavior of job applicants had on subsequent hiring evaluations. Interviewees (n = 32) were instructed to use one of four styles of nonverbal behavior during the recording of short job interviews with a standard content. The videotaped interviews were watched by behavior raters (n = 22), who assessed nonverbal-cue usage, and by judges (n = 50), who evaluated the applicants as prospective employees. The applicants were also rated by judges (n = 30) for physical attractiveness. Results supported the hypothesis that nonverbal behavior in the job interview operates as subtle reinforcement. Implications for job-counseling programs are discussed.     

Hiring bias and the disabled interviewee: Effects of manipulating work history and disability information of the disabled job applicant

Ninety MBA students were randomly assigned to one of six experimental conditions in a 3(levels of disability) × 2(levels of employment history) design. Levels of disability (Physical, Psychiatric, and No Disability) and levels of employment history (Good and Poor) were manipulated by giving the subjects bogus information on a job application form prior to hearing a taped job interview. Subjects then rated the quality of the interview and stated the probability that they would hire the interviewee. Evaluations of the interview and hiring probabilities were different between the experimental groups. Implications and suggestions for future research are discussed.     

Experiencing double-bind conflict: A semantic differential assessment of interaction perceptions

Four interaction-perception perspectives of the fictitious target of a double-bind conflict were provided by four groups of subjects. The perspectives included perceptions of a daughter about herself and her father (the double-bind source), and her estimates of his perceptions of both himself and her. As predicted, the target saw herself as weak but “good”, and as cooperative and highly frustrated, while attributing all the opposite characteristics to the source, who was seen as strong but “bad”, and uncooperative and not frustrated. Further, it was found that she believed he saw himself as strong and very good, but frustrated and moderately cooperative. These observations are consistent with a hypothesis that double-bind experiences result in frustration and mixed feelings toward one's self and the source of the dilemma. It was also concluded that the target's belief that her father would not recognize her weakness, nor her cooperativeness, nor her frustration, and would disinterestedly evaluate her as neither good nor bad resulted from the inconsistent and contradictory communications which had contributed to the double bind.     

An investigation of the arousal model of interpersonal intimacy

In a study designed to test Patterson's arousal model of nonverbal intimacy, the heartrate, gaze, smiles, body orientation, and body lean of each of 40 female subjects who interacted with an accomplice were measured. Within a factorial design, subjects were induced to view more or less favorably the accomplice, who subsequently increased or maintained the same level of nonverbal immediacy as she did in an earlier session. It was hypothesized that (1) an increase in the accomplice's immediacy would effect an increase in subjects' arousal (heartrate) which, in turn, (2) would lead to either reciprocal or compensatory nonverbal adjustments by subjects, depending on whether they viewed the accomplice more or less favorably, respectively. The results supported the first but not the second hypothesis. However, interpretation of the results suggests, nevertheless, that they may be consistent with the arousal model.     

Can Multiple Biases Occur in a Single Situation? Evidence From Media Bias Research

This study explored multiple biases—the possibility that different biases would concurrently occur in a given situation, and each would exert its influence independently on people's judgments. The study focused on media bias through nonverbal (NV) behavior, where viewers judged an interviewed politician after they viewed the interview with a nonverbally friendly or hostile interviewer. In a meta‐analysis of several replications, 2 independent biases were found: media bias (viewers rated the interviewee more favorably when the interviewer's NV behavior was friendlier); and halo effect (viewers rated the interviewee according to the degree that they personally liked him). Regression analyses indicated that these 2 biases operated independently and additively on viewers' judgments. Implications for the study of multiple biases are discussed.     

Effects of age stereotyping in a simulated interview

The effects of age stereotyping on subjects' ratings of interviewee potential were investigated using a simulated auditory interview. Male and female participants (N = 156) listened to a 12-min interview of a supervisory candidate applying for a temporary position in industry and then rated the interviewee's qualifications for the supervisory position. Participants gave higher overall interview ratings to a younger interviewee even though he had the same qualifications as an older interviewee. Ratings given to the older interviewee, however, were not significantly different from those given to an interviewee whose age was not designated. The findings are discussed in terms of the influence of both positive and negative age stereotypes on ratings of applicant potential.     

The miscommunication of deception: An adaptive perspective

Undergraduates were videotaped as they told lies and truths about their last job. Later, these undergraduates viewed the videotape and tried to guess which of their fellow subject were lying. Monetary incentives had been offered for successful lying and lie detection. Our subjects showed a “demeanor bias”—some looked honest even when they were lying; others looked dishonest even when they were telling the truth. These differences in apparent honesty were the primary determinant of deception judgments; perceivers' detection skills played a lesser role. Honest-looking subjects were predisposed to perceive others as dishonest. In general, our liars used hand gestures, maintained eye contact, and refrained from smiling. Perceivers misconstrued these behaviors as signs of honesty and could not often detect deceit—unless the lie was being told by a subject who had earlier told the truth. We draw on sociobiological concepts and offer an adaptive perspective on human deceit.     

The Relative Effects of Verbal and Nonverbal Behavior,Appearance, and Social Skills on Evaluations Made in Hiring Interviews1

One hundred and two student volunteers were randomly assigned to either a lecture format interview training session or a no training condition. All subjects also completed a standardized measure of social skills. Each subject was then videotaped in a mock hiring interview. Groups of judges viewed the videotaped interviews and evaluated each subject's interview performance. Subjects were also rated on physical attractiveness and dress. Finally, a significant positive and negative verbal statements and a numbre of nonverbal cues occuring during the interviews were tallied. There were no significant effects for training on interview performance. The judges' evaluations were most strongly influenced by subjects' verbal behavior and appearance. Implications for interview training and interview evaluation processes are discussed.     

The naive perception of masculinity-femininity on the basis of expressive cues

Groups of naive judges rated 18 videotaped stimulus persons on masculinity, femininity, “dominance, assertiveness,” and “compassion, sensitivity to others.” Stimulus persons were broken down by sex and sex-typing—half were male, half female—and within sexes one third were classified as masculine, feminine, and androgynous on the basis of their scores on the Bem Sex Role Inventory. Two experiments are reported in which groups of judges rate stimulus persons on the basis of such different expressive information as videotaped pictures and recorded voices, videotaped pictures alone, videotaped bodies, videotaped heads, recorded voices, and still photos. The results showed: (1) Judges reliably rated masculinity-femininity from largely expressive cues: (2) judgments of masculinity-femininity were not predominantly determined by judgments of sex role-related traits: (3) the naive judgment of masculinity-femininity significantly corresponded to stimulus subjects' assessed sex roles; (4) stimulus subjects (particulary males) showed a consistent display of masculinity-femininity across expressive channels; and (5) judges used different expressive cues in judging masculinity-femininity in males and females. These results are related to broader questions concerning the relation between expressive behavior and personality.     

Observational goals and schema activation: A theoretical framework for behavior perception

A framework for behavioral observation is described in which the processing of a stream of behavior is influenced by an individual's prior knowledge about behavior, organized into cognitive “schemas.” It is proposed that observational goals determine the selection of goal-relevant schemas which, in turn, influence the observer's processing of an actor's behavior. Subjects watched a series of videotaped sequences featuring a female actor with instructions either to form an impression of her or to remember the details of the tasks she engaged in. They were then asked to answer questions that were either consistent or inconsistent with these instructions. Subjects were also instructed to unitize the actions or events that occurred in the sequence (D. A. Newtson, Journal of Personality and Social Psychology, 1973, 28 28–38). According to the unitizing measure, subjects observing with different goals attended to different behavioral features. Further, impression-forming subjects were apparently more influenced by their implicit theories of personality than were task-learning subjects when asked to give ratings of the actor's personality, and task-learning subjects were relatively more accurate in recalling task-related details. Implications of this framework and these results for research in behavioral unitization and implicit personality theory are discussed.     

“Don't Stigmatize”: The Ironic Effects of Equal Opportunity Guidelines in Interviews

The purpose of the current study was to examine how staffing policies (identity-conscious or identity-blind) and interview structure might lead to stigmatizing behavior, particularly subtle behavior that is not illegal. In a 2 (staffing policy: identity-conscious or identity-blind) × 2 (interview structure: structured or unstructured) factorial design, 87 participants interviewed a Black interviewee for an ostensible study on employment interviews and were led to believe they would interview a second Black interviewee. The results showed that participants guided by the identity-blind policy and using an unstructured interview format chose the largest social distance from Black interviewees in the subsequent interview.     

Effectiveness of social reinforcement as a function of contingent and noncontingent satiation

The social satiation effect is the inverse relation between the availability of a social stimulus and its subsequent efficacy in a reinforcing role. According to a suggested cognitive-interactive theory, the satiation effect is mediated by children's attributions of contingency between their own behavior and the experimenter's actions in the satiation treatments. Perceived contingencies depend, at least to an extent, on actual contingencies, and it was therefore predicted that a satiation effect would be observed only for groups presented in the satiation treatment with noncontingent social stimuli but not for groups presented with contingent stimuli. Middle-class 5- and 7-year-old children were subjected to a 10-min waiting period in which the stimulus word “Yafeh” (“good” in English) was presented 2 or 20 times, contingently or noncontingently. They were then given a 75-trial binary discrimination test: correct responses were reinforced with “Yafeh”. The hypothesis was confirmed in the analysis of variance. However, the predicted difference between the slopes of the contingency and noncontingency conditions was found clearly only in the older sample, while the younger children were more influenced by the number of social stimuli presented in the treatment (satiation) and less influenced by the method of stimulus presentation.     

Turning observers into actors: Differential causal attributions as a function of “empathy”

After being instructed either to “empathize with the actor” or to “picture the events clearly,” two groups of observers read a story describing an actor's behavior, and then gave free-response explanations of that behavior, and rated the importance of personal and situational causal factors. The hypothesis that causal attributions of empathizing observers would be less personal and more situational than those of nonempathizing observers received strong support, both from subjects' free responses and from their scale ratings. These findings provide evidence for an information-processing explanation of actor/observer attributional differences. Some practical applications of increasing the situationality of observers' causal attributions are discussed. The results also suggest a novel operational definition of “empathy”; and are interpreted as evidence for the effectiveness of “interpersonal simulations”.     

Locus of control,perceived responsibility for prior fate,and helping behavior

One-hundred-and-sixty adolescents participated in two studies designed to investigate the relationship between $\text{I}\text{E}$ and helping behavior as mediated by the perceived cause of another's need. In the first study, Ss were given the opportunity to help, either “indirectly” or “directly,” a supervisor who had been over- or underpaid in a prior similar task. Internals helped more in the “direct” help than the “indirect” help conditions but their helping behavior and their perceptions of their supervisors were not consistent. The perceptions of the externals were relatively consistent with their greater help of the “overpaid” supervisor. In study 2, the Ss were given additional information to increase the possibility of their making causal attributions as a function of the supervisor's prior fate. Once again, the external subjects' helping behavior reflected their perception of their supervisor's merit. The internal subjects exhibited relatively little helping behavior regardless of their supervisors' prior fate or perceived competence.     

THE EMPLOYMENT INTERVIEW: A SUMMARY AND REVIEW OF RECENT RESEARCH1

After a quick recapitulation of previous reviews of the employment interview, recent research from about 1975 is reviewed and summarized. Research dealing with the reliability and validity of the interview, methodological issues, decision making, interviewer training, minority characteristics, nonverbal behavior, interviewee characteristics, and interviewee training is summarized. Trends and directions are noted, suggestions for further research extended, and a discussion of why persistence in the use of interview exists is presented.