Gender and Sex as determinants of hireability of Applicants for Gender-Typed Jobs

Bibliographic Data

ID12005176
AuthorsAnne Marie Francesco (The Lingnan Institute of Business Administration The Chinese University of Hong Kong, corresponding author), Milton D Hakel (The Ohio State University)
Year1981
Volume5
Issue5_suppl
Pages747-757
Publication date1981-11-01
Open AccessYes
TypeARTICLE
VenuePsychology of Women Quarterly (JOURNAL)
Journal identifiersISSN: 0361-6843 • E-ISSN: 1471-6402
PublisherSAGE Publishing (PUBLISHER • US)
DOI10.1177/036168438100505s10
OpenAlexW4235775152
LanguageEN
Citations received3
References cited19

The effects of gender and sex of applicants for gender-typed jobs were investigated in the context of a simulation of a post-interview decision. Student subjects (N = 102) rated eight applicants for one of three gender-typed jobs. Results indicated that, in general, masculine applicants (of both sexes) were preferred over androgynous applicants who were preferred over feminine applicants. For the neutral job, androgynous applicants were preferred over masculine applicants who were preferred over feminine applicants. Male and female students did not differ in their ratings of the applicants. The results were interpreted as indicating raters’ preference for masculine characteristics in any job applicant

Context (archaeology · Masculinity · Preference · Gender Diversity and Inequality · Names, Identity, and Discrimination Research · Psychology · Social and Intergroup Psychology · Social Psychology

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