Another Look At The Effects Of Appearance, Gender, And Job Type On Performance-Based Decisions

Bibliographic Data

ID12005276
AuthorsLisa M Drogosz (University of Akron), Paul E Levy (0000-0001-6292-2543, University of Akron, corresponding author)
Year1996
Volume20
Issue3
Pages437-445
Publication date1996-09-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenuePsychology of Women Quarterly (JOURNAL)
Journal identifiersISSN: 0361-6843 • E-ISSN: 1471-6402
PublisherSAGE Publishing (PUBLISHER • US)
DOI10.1111/j.1471-6402.1996.tb00310.x
OpenAlexW2013189026
LanguageEN
Citations received14
References cited6

The present study attempted to replicate and extend Heilman and Stopeck's (1985a) Lack of Fit Model. Using the Lack of Fit Model's proposal that attractiveness enhances perceived gender characteristics, we examined the effects of attractiveness and performance evaluations of persons in jobs rated as masculine, feminine, and neutral. Results were not consistent with the Model and did not replicate the results of the earlier study. Instead, attractiveness emerged as an asset regardless of job type or gender of employee. Attractive men and women were given higher overall ratings in all three jobs. In addition, attractive ratings were related to masculinity-femininity ratings. These findings are discussed in light of demographic and attitudinal changes in the workplace

Asset (computer security · Attractiveness · Femininity · Job performance · Job satisfaction · Masculinity · Physical attractiveness · Replicate · Consumer Behavior in Brand Consumption and Identification · Consumer Market Behavior and Pricing · Evolutionary Psychology and Human Behavior · Psychology · Social Psychology

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