Evaluation of male and female applicants for sex-congruent and sex-incongruent jobs |
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Authors: | Cheryl Sharp Robin Post |
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Affiliation: | (1) University of Denver, USA;(2) Division of Clinical Psychology, C-258, University of Colorado Medical Center, 4200 East Ninth, 80262 Denver, Colorado |
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Abstract: | The present study was designed to assess whether applicants for a sex-incongruent position would be evaluated less favorably by personnel administrators than applicants for a sex-congruent position. It was predicted that negative evaluations of sex-incongruent applicants would increase as a function of participants' reliance on sex-role stereotypes. Forty-four personnel administrators were asked to review the qualifications and evaluate one of four job applicants. Sex of the applicant and sex-orientation of the position were systematically varied. Participants were presented with credentials of a male or female applicant for a traditionally male- or female-oriented position. While results did not support Cohen and Bunker's contention that sex-incongruent job applicants would be viewed less favorably, the data did suggest that evaluations of the sex-incongruent applicants (especially the female applicant) varied as a function of sex-role stereotyping.The authors wish to gratefully acknowledge the assistance provided by Thom Hurlburt, Joan Van Tassel, and Amy Post. |
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