A Tale of Two Gender Roles: The Effects of Implicit and Explicit Gender Role Traditionalism and Occupational Stereotype on Hiring Decisions
Abstract The current study examined how individual difference characteristics of an evaluator could affect real-world decisions, such as hiring decisions. Specifically, this study examined the gender role traditionalism of an evaluator, and whether this traditionalism interacted with occupational st...
Ausführliche Beschreibung
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| Autor*in: |
Rice, Lindsay [verfasserIn] Barth, Joan M. [verfasserIn] |
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E-Artikel |
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Englisch |
| Erschienen: |
2016 |
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Enthalten in: Feminist issues - Springer US, 1981, 34(2016), 1 vom: 07. Okt., Seite 86-102 |
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| Übergeordnetes Werk: |
volume:34 ; year:2016 ; number:1 ; day:07 ; month:10 ; pages:86-102 |
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10.1007/s12147-016-9175-4 |
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| 520 | |a Abstract The current study examined how individual difference characteristics of an evaluator could affect real-world decisions, such as hiring decisions. Specifically, this study examined the gender role traditionalism of an evaluator, and whether this traditionalism interacted with occupational stereotypes during a laboratory simulated hiring decision. Gender role stereotypes were activated using a priming task, then participants evaluated male and female job applicants on a variety of work-related skills, ultimately selecting applicants for either a traditionally masculine or feminine position. Analyses revealed that applicants were more often selected for a position in which the occupation stereotype matched their gender suggesting an effect of an evaluator’s gender role traditionalism. In addition, those participants indicating that they held more traditional gender role beliefs tended to favor male applicants in their evaluations. Finally, the activation of ideas incongruent with traditional gender role stereotypes resulted in higher ratings on work-related skills from all participants, though these ratings did not seem to impact the overall hiring decision. This study highlights the impact of individual difference characteristics of an evaluator during a hiring decision, and identifies some possible ways to move toward a more impartial hiring process to reduce gender biases in hiring. | ||
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10.1007/s12147-016-9175-4 doi (DE-627)SPR024492264 (SPR)s12147-016-9175-4-e DE-627 ger DE-627 rakwb eng Rice, Lindsay verfasserin aut A Tale of Two Gender Roles: The Effects of Implicit and Explicit Gender Role Traditionalism and Occupational Stereotype on Hiring Decisions 2016 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Abstract The current study examined how individual difference characteristics of an evaluator could affect real-world decisions, such as hiring decisions. Specifically, this study examined the gender role traditionalism of an evaluator, and whether this traditionalism interacted with occupational stereotypes during a laboratory simulated hiring decision. Gender role stereotypes were activated using a priming task, then participants evaluated male and female job applicants on a variety of work-related skills, ultimately selecting applicants for either a traditionally masculine or feminine position. Analyses revealed that applicants were more often selected for a position in which the occupation stereotype matched their gender suggesting an effect of an evaluator’s gender role traditionalism. In addition, those participants indicating that they held more traditional gender role beliefs tended to favor male applicants in their evaluations. Finally, the activation of ideas incongruent with traditional gender role stereotypes resulted in higher ratings on work-related skills from all participants, though these ratings did not seem to impact the overall hiring decision. This study highlights the impact of individual difference characteristics of an evaluator during a hiring decision, and identifies some possible ways to move toward a more impartial hiring process to reduce gender biases in hiring. Gender roles (dpeaa)DE-He213 Stereotyping (dpeaa)DE-He213 Hiring decisions (dpeaa)DE-He213 Occupation stereotypes (dpeaa)DE-He213 Barth, Joan M. verfasserin aut Enthalten in Feminist issues Springer US, 1981 34(2016), 1 vom: 07. Okt., Seite 86-102 (DE-627)247370371 (DE-600)1438707-4 1936-4717 nnns volume:34 year:2016 number:1 day:07 month:10 pages:86-102 https://dx.doi.org/10.1007/s12147-016-9175-4 lizenzpflichtig Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_39 GBV_ILN_150 GBV_ILN_4012 AR 34 2016 1 07 10 86-102 |
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10.1007/s12147-016-9175-4 doi (DE-627)SPR024492264 (SPR)s12147-016-9175-4-e DE-627 ger DE-627 rakwb eng Rice, Lindsay verfasserin aut A Tale of Two Gender Roles: The Effects of Implicit and Explicit Gender Role Traditionalism and Occupational Stereotype on Hiring Decisions 2016 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Abstract The current study examined how individual difference characteristics of an evaluator could affect real-world decisions, such as hiring decisions. Specifically, this study examined the gender role traditionalism of an evaluator, and whether this traditionalism interacted with occupational stereotypes during a laboratory simulated hiring decision. Gender role stereotypes were activated using a priming task, then participants evaluated male and female job applicants on a variety of work-related skills, ultimately selecting applicants for either a traditionally masculine or feminine position. Analyses revealed that applicants were more often selected for a position in which the occupation stereotype matched their gender suggesting an effect of an evaluator’s gender role traditionalism. In addition, those participants indicating that they held more traditional gender role beliefs tended to favor male applicants in their evaluations. Finally, the activation of ideas incongruent with traditional gender role stereotypes resulted in higher ratings on work-related skills from all participants, though these ratings did not seem to impact the overall hiring decision. This study highlights the impact of individual difference characteristics of an evaluator during a hiring decision, and identifies some possible ways to move toward a more impartial hiring process to reduce gender biases in hiring. Gender roles (dpeaa)DE-He213 Stereotyping (dpeaa)DE-He213 Hiring decisions (dpeaa)DE-He213 Occupation stereotypes (dpeaa)DE-He213 Barth, Joan M. verfasserin aut Enthalten in Feminist issues Springer US, 1981 34(2016), 1 vom: 07. Okt., Seite 86-102 (DE-627)247370371 (DE-600)1438707-4 1936-4717 nnns volume:34 year:2016 number:1 day:07 month:10 pages:86-102 https://dx.doi.org/10.1007/s12147-016-9175-4 lizenzpflichtig Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_39 GBV_ILN_150 GBV_ILN_4012 AR 34 2016 1 07 10 86-102 |
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10.1007/s12147-016-9175-4 doi (DE-627)SPR024492264 (SPR)s12147-016-9175-4-e DE-627 ger DE-627 rakwb eng Rice, Lindsay verfasserin aut A Tale of Two Gender Roles: The Effects of Implicit and Explicit Gender Role Traditionalism and Occupational Stereotype on Hiring Decisions 2016 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Abstract The current study examined how individual difference characteristics of an evaluator could affect real-world decisions, such as hiring decisions. Specifically, this study examined the gender role traditionalism of an evaluator, and whether this traditionalism interacted with occupational stereotypes during a laboratory simulated hiring decision. Gender role stereotypes were activated using a priming task, then participants evaluated male and female job applicants on a variety of work-related skills, ultimately selecting applicants for either a traditionally masculine or feminine position. Analyses revealed that applicants were more often selected for a position in which the occupation stereotype matched their gender suggesting an effect of an evaluator’s gender role traditionalism. In addition, those participants indicating that they held more traditional gender role beliefs tended to favor male applicants in their evaluations. Finally, the activation of ideas incongruent with traditional gender role stereotypes resulted in higher ratings on work-related skills from all participants, though these ratings did not seem to impact the overall hiring decision. This study highlights the impact of individual difference characteristics of an evaluator during a hiring decision, and identifies some possible ways to move toward a more impartial hiring process to reduce gender biases in hiring. Gender roles (dpeaa)DE-He213 Stereotyping (dpeaa)DE-He213 Hiring decisions (dpeaa)DE-He213 Occupation stereotypes (dpeaa)DE-He213 Barth, Joan M. verfasserin aut Enthalten in Feminist issues Springer US, 1981 34(2016), 1 vom: 07. Okt., Seite 86-102 (DE-627)247370371 (DE-600)1438707-4 1936-4717 nnns volume:34 year:2016 number:1 day:07 month:10 pages:86-102 https://dx.doi.org/10.1007/s12147-016-9175-4 lizenzpflichtig Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_39 GBV_ILN_150 GBV_ILN_4012 AR 34 2016 1 07 10 86-102 |
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10.1007/s12147-016-9175-4 doi (DE-627)SPR024492264 (SPR)s12147-016-9175-4-e DE-627 ger DE-627 rakwb eng Rice, Lindsay verfasserin aut A Tale of Two Gender Roles: The Effects of Implicit and Explicit Gender Role Traditionalism and Occupational Stereotype on Hiring Decisions 2016 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Abstract The current study examined how individual difference characteristics of an evaluator could affect real-world decisions, such as hiring decisions. Specifically, this study examined the gender role traditionalism of an evaluator, and whether this traditionalism interacted with occupational stereotypes during a laboratory simulated hiring decision. Gender role stereotypes were activated using a priming task, then participants evaluated male and female job applicants on a variety of work-related skills, ultimately selecting applicants for either a traditionally masculine or feminine position. Analyses revealed that applicants were more often selected for a position in which the occupation stereotype matched their gender suggesting an effect of an evaluator’s gender role traditionalism. In addition, those participants indicating that they held more traditional gender role beliefs tended to favor male applicants in their evaluations. Finally, the activation of ideas incongruent with traditional gender role stereotypes resulted in higher ratings on work-related skills from all participants, though these ratings did not seem to impact the overall hiring decision. This study highlights the impact of individual difference characteristics of an evaluator during a hiring decision, and identifies some possible ways to move toward a more impartial hiring process to reduce gender biases in hiring. Gender roles (dpeaa)DE-He213 Stereotyping (dpeaa)DE-He213 Hiring decisions (dpeaa)DE-He213 Occupation stereotypes (dpeaa)DE-He213 Barth, Joan M. verfasserin aut Enthalten in Feminist issues Springer US, 1981 34(2016), 1 vom: 07. Okt., Seite 86-102 (DE-627)247370371 (DE-600)1438707-4 1936-4717 nnns volume:34 year:2016 number:1 day:07 month:10 pages:86-102 https://dx.doi.org/10.1007/s12147-016-9175-4 lizenzpflichtig Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_39 GBV_ILN_150 GBV_ILN_4012 AR 34 2016 1 07 10 86-102 |
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Abstract The current study examined how individual difference characteristics of an evaluator could affect real-world decisions, such as hiring decisions. Specifically, this study examined the gender role traditionalism of an evaluator, and whether this traditionalism interacted with occupational stereotypes during a laboratory simulated hiring decision. Gender role stereotypes were activated using a priming task, then participants evaluated male and female job applicants on a variety of work-related skills, ultimately selecting applicants for either a traditionally masculine or feminine position. Analyses revealed that applicants were more often selected for a position in which the occupation stereotype matched their gender suggesting an effect of an evaluator’s gender role traditionalism. In addition, those participants indicating that they held more traditional gender role beliefs tended to favor male applicants in their evaluations. Finally, the activation of ideas incongruent with traditional gender role stereotypes resulted in higher ratings on work-related skills from all participants, though these ratings did not seem to impact the overall hiring decision. This study highlights the impact of individual difference characteristics of an evaluator during a hiring decision, and identifies some possible ways to move toward a more impartial hiring process to reduce gender biases in hiring. |
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Abstract The current study examined how individual difference characteristics of an evaluator could affect real-world decisions, such as hiring decisions. Specifically, this study examined the gender role traditionalism of an evaluator, and whether this traditionalism interacted with occupational stereotypes during a laboratory simulated hiring decision. Gender role stereotypes were activated using a priming task, then participants evaluated male and female job applicants on a variety of work-related skills, ultimately selecting applicants for either a traditionally masculine or feminine position. Analyses revealed that applicants were more often selected for a position in which the occupation stereotype matched their gender suggesting an effect of an evaluator’s gender role traditionalism. In addition, those participants indicating that they held more traditional gender role beliefs tended to favor male applicants in their evaluations. Finally, the activation of ideas incongruent with traditional gender role stereotypes resulted in higher ratings on work-related skills from all participants, though these ratings did not seem to impact the overall hiring decision. This study highlights the impact of individual difference characteristics of an evaluator during a hiring decision, and identifies some possible ways to move toward a more impartial hiring process to reduce gender biases in hiring. |
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Abstract The current study examined how individual difference characteristics of an evaluator could affect real-world decisions, such as hiring decisions. Specifically, this study examined the gender role traditionalism of an evaluator, and whether this traditionalism interacted with occupational stereotypes during a laboratory simulated hiring decision. Gender role stereotypes were activated using a priming task, then participants evaluated male and female job applicants on a variety of work-related skills, ultimately selecting applicants for either a traditionally masculine or feminine position. Analyses revealed that applicants were more often selected for a position in which the occupation stereotype matched their gender suggesting an effect of an evaluator’s gender role traditionalism. In addition, those participants indicating that they held more traditional gender role beliefs tended to favor male applicants in their evaluations. Finally, the activation of ideas incongruent with traditional gender role stereotypes resulted in higher ratings on work-related skills from all participants, though these ratings did not seem to impact the overall hiring decision. This study highlights the impact of individual difference characteristics of an evaluator during a hiring decision, and identifies some possible ways to move toward a more impartial hiring process to reduce gender biases in hiring. |
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A Tale of Two Gender Roles: The Effects of Implicit and Explicit Gender Role Traditionalism and Occupational Stereotype on Hiring Decisions |
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