Does being attractive always help? Positive and negative effects of attractiveness on social decision making

Previous studies of organizational decision making demonstrate an abundance of positive biases directed toward highly attractive individuals. The current research, in contrast, suggests that when the person being evaluated is of the same sex as the evaluator, attractiveness hurts, rather than helps. Three experiments assessing evaluations of potential job candidates (Studies 1 and 3) and university applicants (Study 2) demonstrated positive biases toward highly attractive other-sex targets but negative biases toward highly attractive same-sex targets. This pattern was mediated by variability in participants' desire to interact with versus avoid the target individual (Studies 1 and 2) and was moderated by participants' level of self-esteem (Study 3); the derogation of attractive same-sex targets was not observed among people with high self-esteem. Findings demonstrate an important exception to the positive effects of attractiveness in organizational settings and suggest that negative responses to attractive same-sex targets stem from perceptions of self-threat.     

Motivated social categorization: fundamental motives enhance people's sensitivity to basic social categories

This article presents an evolutionary framework for identifying the characteristics people use to categorize members of their social world. Findings suggest that fundamental social motives lead people to implicitly categorize social targets based on whether those targets display goal-relevant phenotypic traits. A mate-search prime caused participants to categorize opposite-sex targets (but not same-sex targets) based on their level of physical attractiveness (Experiment 1). A mate-guarding prime interacted with relationship investment, causing participants to categorize same-sex targets (but not opposite-sex targets) based on their physical attractiveness (Experiment 2). A self-protection prime interacted with chronic beliefs about danger, increasing participants' tendency to categorize targets based on their racial group membership (Black or White; Experiment 3). This work demonstrates that people categorize others based on whether they display goal-relevant characteristics reflecting high levels of perceived desirability or threat. Social categorization is guided by fundamental evolved motives designed to enhance adaptive social outcomes.     

Looking up versus looking down: attractiveness‐based organizational biases are moderated by social comparison direction

Organizational decision‐making research demonstrates an abundance of positive biases directed toward attractive individuals. However, recent research suggests that these favorable consequences of attractiveness do not hold when the person being evaluated is of the same sex as the evaluator. In the current study, participants evaluated prospective job candidates and indicated their desire to interact socially with the candidate. Results indicated positive responses toward attractive other‐sex targets but not toward attractive same‐sex targets. This pattern was moderated by participants' social comparison orientation: People who tended to engage in downward (rather than upward) social comparison displayed stronger reactions to attractive comparison targets. They indicated less desire to interact socially with attractive same‐sex job candidates than those who tend to engage in upward social comparison.     

Romantic relationship status biases memory of faces of attractive opposite-sex others: evidence from a reverse-correlation paradigm

Previous research has demonstrated that, presumably as a way to protect one’s current romantic relationship, individuals involved in a heterosexual romantic relationship tend to give lower attractiveness ratings to attractive opposite-sex others as compared to uninvolved individuals (i.e., the derogation effect). The present study importantly extends this research by examining whether romantic relationship status actually biases memory for the facial appearance of attractive (vs. unattractive) mates. To address this issue, we used a reverse-correlation technique (Mangini & Biederman, 2004), originally developed to get a visual approximation of an individual’s internal representation of a target category or person. In line with the derogation effect, results demonstrated that romantically involved (vs. uninvolved) individuals indeed held a less attractive memory of a previously encountered attractive mate’s face. Interestingly, they also held a more attractive memory of an unattractive mate’s face as compared to uninvolved individuals. This latter finding may suggest that romantically involved (as compared to uninvolved) individuals differentiate opposite-sex others along the attractiveness dimension less.     

Attractiveness Bias in the Interview: Exploring the Boundaries of an Effect

Relationships were explored between interviewer evaluations of college applicants and the academic credentials, facial attractiveness, sex, and academic majors of applicants. Photographs of 506 randomly selected applicants were rated on attractiveness. Two criterion variables were examined: interviewer evaluations and the final admissions decision. There was a small but significant bias toward attractive applicants in interview evaluations but not in the actual admissions decisions. Scholastic Aptitude Test (SAT) scores and high-school rank were the best predictors of admissions decisions.     

Adolescents' secondary attachments to celebrity figures

This study examined the influence of age, gender, and pubertal development on the personality attributions that adolescents make to age-appropriate celebrities. Sixty male and female 5th, 8th, and 11th graders completed a series of questionnaires describing the perceived maturity, attractiveness, and personality of six male and six female age-appropriate celebrities. Multivariate analyses of variance revealed that (a) adolescent found opposite-sex celebrities more attractive than same-sex celebrities; (b) the perceived attractiveness of opposite-sex celebrities increased with grade, particularly among adolescent females; (c) androgynous celebrities were seen as more attractive than either sex-typed or cross-sex celebrities; and (d) adolescents' preference for androgynous celebrities increased with grade. Contrary to prediction, adolescent pubertal development was unrelated to celebrity attractiveness ratings. For 5th-grade girls, however, pubertal development positively correlated with the perceived maturity of all female celebrity figures, regardless of the celebrity's sex type (i.e., sex typed vs. androgynous vs. cross sex). These findings provide convergent support for the hypothesized role of secondary attachments in adolescent identity development.

     

Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?

The attractiveness bias suggests that people who are more attractive will be positively favored across life outcomes. This study sought to test whether candidate attractiveness, sex, and race, affect perceptions of candidate strength in a job recruitment task. In total, 338 White women (M_age = 20.94 ± 5.65) were asked to make judgements of a potential candidate for an administrative job (resume with candidate photograph). The vignettes differed in terms of candidate ability (strong/weak), sex (male/female), race (Black/White), and attractiveness (attractive/less attractive). Participants rated perceived candidate strength and likelihood to invite for interview. Results showed no significant main effects for attractiveness. However, there was a significant interaction for target attractiveness and race, such that attractive/White candidates were more likely to be invited for interview than less attractive/White candidates. There was also a significant main effect for race such that Black candidates were rated as stronger and more likely to be interviewed. Sensitivity analyses (with nonheterosexual women removed from the sample) also showed a main effect for target sex such that female candidates were favored over male candidates. Overall, these findings provide evidence that attractiveness, sex, and race have important, albeit complex, effects on hiring decisions in the workplace.     

Social Influences on Organizational Attractiveness: Investigating If and When Word of Mouth Matters1

Previous recruitment studies have treated potential applicants as individual decision makers, neglecting informational social influences on organizational attractiveness. The present study investigated if and under what conditions word‐of‐mouth communication matters as a recruitment source. Results (N = 171) indicated that word of mouth had a strong impact on organizational attractiveness, and negative word of mouth interfered with recruitment advertising effects. Word of mouth from a strong tie was perceived as more credible and had a more positive effect on organizational attractiveness. For potential applicants high in self‐monitoring, word of mouth had a stronger effect when presented after recruitment advertising. Finally, the effect of word of mouth on organizational attractiveness was partially mediated by the perceived credibility of recruitment advertising.     

Sex-role imitation in children: Effects of sex of child,sex of model,and sex-role appropriateness of modeled behavior

The qualifying influence of the sex-role appropriateness of observed behavior on children's same-sex imitation was investigated. In each of two studies employing a 2×2×2 design, girls and boys observed a live male or female model display appropriate (to the child's sex) or inappropriate behavior. Results that were consistent in both studies indicated an interaction between sex of child and appropriateness. Boys imitated less when exposed to the inappropriate than to the appropriate sequence. An interaction between sex of child and sex of observer was obtained on only one measure in Experiment I (girls responded more quickly to a female than to a male model). In this study, girls also displayed greater opposite-sex imitation than boys; in Experiment II, there were no differences between boys and girls in either same- or opposite-sex imitation. The results are discussed with regard to the same-sex hypothesis and the differential impact of sex-role factors on boys and girls.The authors wish to thank the children, parents, and staff of Forest Park Elementary School for their participation and cooperation in the conduct of this study. Special thanks are extended to Mr. Paul H. Daby, Principal. The contribution of the undergraduate models and experimenters is also acknowledged.     

Effect of relationship status on perceptions of physical attractiveness for alternative partners

Coupled people, those in a relationship, devaluate the attractiveness of an alternative partner compared to noncoupled people (D. J. Johnson & C. E. Rusbult, 1989). The present research tested two competing hypotheses about the mechanisms underlying this phenomenon. According to the motivational hypothesis, coupled and noncoupled people initially perceive opposite‐sex others as equally attractive. Coupled people, however, recalibrate their perceptions. In contrast, the perceptual hypothesis proposes that coupled people do not perceive opposite‐sex others as attractive. The present study tested these competing hypotheses by measuring both involuntary and self‐reported perceptions of attractiveness of opposite‐sex models. Supporting the motivational hypothesis, coupled participants (n = 38) and noncoupled participants (n = 34) exhibited the same degree of pupil dilation, however, coupled participants reported lower attractiveness ratings.     

Hemifacial preferences for the perception of emotion and attractiveness differ with the gender of the one beheld

Though the left cheek appears more emotive, perceptions of attractiveness vary with gender. For the first time, this study assessed the relationship between perceptions of emotion (happiness) and attractiveness in naturalistic photographic portraits. One hundred ninety-two participants (63 male; 129 female) viewed pairs of left and right cheek poses, and made a forced-choice decision indicating which image appeared (a) more emotive and (b) more attractive (order counterbalanced). Half the images were mirror-reversed to control for perceptual biases. Results indicated a striking gender difference: for males, the left cheek appears both more emotive and more attractive; for females, preferences are subject to stronger perceptual influences, with the right cheek bias for emotion and attractiveness reversing to a left cheek bias when images are mirror-reversed. These findings suggest that if you want to show the world your “best side”, men should lead with the left but for women, the right cheek is right.     

Hemifacial preferences for the perception of emotion and attractiveness differ with the gender of the one beheld

Though the left cheek appears more emotive, perceptions of attractiveness vary with gender. For the first time, this study assessed the relationship between perceptions of emotion (happiness) and attractiveness in naturalistic photographic portraits. One hundred ninety-two participants (63 male; 129 female) viewed pairs of left and right cheek poses, and made a forced-choice decision indicating which image appeared (a) more emotive and (b) more attractive (order counterbalanced). Half the images were mirror-reversed to control for perceptual biases. Results indicated a striking gender difference: for males, the left cheek appears both more emotive and more attractive; for females, preferences are subject to stronger perceptual influences, with the right cheek bias for emotion and attractiveness reversing to a left cheek bias when images are mirror-reversed. These findings suggest that if you want to show the world your "best side", men should lead with the left but for women, the right cheek is right.     

Sex differences in competition—cooperation behavior of children at two age levels

Competitive or cooperative behaviors of children were observed in two experiments. In Experiment 1, 7- to 9-year-old boys and girls played a board game with same- or opposite-sex partners under instructions which stressed either group or individual performance. Girls' behavior varied as a function of both instructions and partner sex. Girls playing the game with boys showed more highly competitive behavior than did girls who played the game with girls. Boys were highly competitive under all conditions. In Experiment 2, preschool children were observed in a similar game. For both sexes, children who played the game with opposite-sex partners were more competitive and obtained fewer rewards than those who interacted with same-sex partners. Thus, with development, boys show a change from selective competitiveness to a very general tendency to compete, while girls show a consistent tendency to vary their game behavior according to situational cues such as those provided by instructions or the sex of a game partner.A report of the first experiment was made at the Third Biennial Southeastern Conference of the Society for Research in Child Development, Chapel Hill, March 1974. The authors would like to thank the personnel of St. Francis Cabrini School and the Children's House Montessori School of New Orleans, Louisiana, for their cooperation in providing research participants.     

Gender-Based Biases in Occupational Hiring Decisions1

Two studies which investigated gender-based decision making in an occupational setting are reported. Participants judged the suitability of a male or a female applicant with identical résumés for a male-dominated or a female-dominated position. In Study 1. where participants gave their own judgments of the suitability of the applicants for the positions, there was no evidence of gender-based biases. In Study 2. participants were required to take the perspective of the applicant in providing their judgments of suitability. In this experiment, gender-based biases were apparent, with a positive bias toward the male applicant. Results are discussed in terms of occupational stereotyping and subtle sexism.     

You do not only hurt the one you love: Self-protective responses to attractive relationship alternatives

Committed romantic relationships confer important benefits to psychological health and well-being. However, to effectively maintain these relationships, individuals must avoid threats posed by the temptation of attractive relationship alternatives. Previous work has demonstrated that individuals in committed relationships consciously downplay the allure of romantic alternatives. The current work tested the hypothesis that attractive relationship alternatives evoke an automatic self-protective response at an early stage of cognition. The current study employed a computer simulation that recorded automatic, split-second assessments of threat elicited by social targets that varied in their gender and level of attractiveness. Consistent with hypotheses, attractive opposite-sex targets evoked automatic self-protective responses from participants in committed heterosexual relationships. Moreover, these responses seemed to be particularly pronounced among the male participants in committed relationships. These findings have implications for the maintenance of long-term close relationships.     

Sexism and beautyism effects in selection as a function of self-monitoring level of decision maker

The authors, in two experiments, investigated the influence of the sex and attractiveness of applicants for male and female sex-typed jobs on selection decisions made by low and high self-monitors. In both experiments, attractiveness and the congruence between applicants' sex and the sex type of the job influenced selection decisions. In addition, high self-monitors were more influenced by attractiveness and sex of the applicant when hiring for sex-typed jobs than low self-monitors, but this difference in hiring pattern was not evident when the job was gender neutral. Results indicate that job applicants may encounter different employment opportunities as a function of their sex, their physical attractiveness, the sex type of the job, and the self-monitoring level of the decision maker. Implications of results are discussed and suggestions for future research are offered.     

: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection

Algorithms might prevent prejudices and increase objectivity in personnel selection decisions, but they have also been accused of being biased. We question whether algorithm-based decision-making or providing justifying information about the decision-maker (here: to prevent biases and prejudices and to make more objective decisions) helps organizations to attract a diverse workforce. In two experimental studies in which participants go through a digital interview, we find support for the overall negative effects of algorithms on fairness perceptions and organizational attractiveness. However, applicants with discrimination experiences tend to view algorithm-based decisions more positively than applicants without such experiences. We do not find evidence that providing justifying information affects applicants—regardless of whether they have experienced discrimination or not.     

The Aye of the Beholder: Susceptibility to Sexism and Beautyism in the Evaluation of Managerial Applicants1

Sex-typed college students (16 males and 16 females) and androgynous college students (16 males and 16 females) evaluated the resumes of fictitious applicants for a managerial position described as requiring interpersonal competencies. The applicant's physical attractiveness, qualifications, and sex were systematically varied in the resumes. Five-way analyses of variance were performed on the hiring decisions about the applicants and the perceived attractiveness, masculinity, femininity, and social desirability of the applicants. Hiring preferences were shown for attractive over unattractive applicants, for wellqualified over less qualified applicants, and among these preferred groups, males were favored over females. The subject's sex-role orientation predictably moderated the effect of the applicant's attractiveness but not the effect of the applicant's sex. Sex-typed subjects committed “beautyism” more than androgynous subjects did. The applicants' sex, qualifications, and attractiveness affected how they were perceived in terms of sex-role attributes as well as sex-irrelevant, socially desirable traits. Theoretical implications and suggestions for further research are discussed.     

Attributions of guilt and punishment as functions of physical attractiveness and smiling

The authors found an interaction between sex of participant and sex of defendant in the leniency bias toward a smiling defendant. Differences occurred for male participants when levying punishment for a smiling male defendant vs. a smiling female defendant and for a smiling male defendant vs. a nonsmiling male defendant, whereas differences did not occur for female participants. The authors found moderating effects of physical attractiveness and smiling between guilt and punishment. The only significant positive relationship between guilt and punishment occurred for the defendant whom participants rated low in physical attractiveness and who was not smiling. When guilty, the smiling and unattractive defendant received less punishment than did the smiling and attractive defendant. The authors discussed complex relationships between physical attractiveness, smiling, guilt, and punishment.     

The Effects of Regulatory Fit between Explanation Framing and Applicants’ Regulatory Foci on Applicant Reaction

Abstract

Drawing from regulatory fit theory and the literature on persuasion, the current study is the first to explore whether the fit between explanation framing and applicants’ regulatory foci could enhance applicant reaction. We hypothesized that a positively framed explanation fits with applicants’ promotion foci and that a negatively framed explanation fits with applicants’ prevention foci. Three studies were conducted in which participants with different regulatory foci rated their perceived procedural fairness and organizational attractiveness after reading differently framed recruitment advertisements, rejection letters, and job offer letters. The results supported our hypothesis by showing significant interactions between explanation framing and participants’ regulatory foci on procedural fairness and organizational attractiveness perception in the contexts of recruitment advertising and rejection letters. In these contexts, compared with receiving a negatively framed explanation, promotion-focused recipients reported higher levels of perceived fairness and organizational attractiveness after receiving a positively framed explanation, and promotion-focused recipients’ fairness and attractiveness perceptions were higher than prevention-focused recipients’, after receiving a positively framed explanation. Moreover, perceived procedural fairness mediated the relationship between regulatory fit and perceived organizational attractiveness. However, regulatory fit effects were not found in the context of job offer letters.