Hiring gender-occupation incongruent applicants: The positive impact of recruiter interpersonal sensitivity

Détails

ID Serval
serval:BIB_C4A03A0EEEE4
Type
Article: article d'un périodique ou d'un magazine.
Collection
Publications
Titre
Hiring gender-occupation incongruent applicants: The positive impact of recruiter interpersonal sensitivity
Périodique
Journal of Personnel Psychology
Auteur(s)
Frauendorfer D., Schmid Mast M.
ISSN
1866-5888
Statut éditorial
Publié
Date de publication
2013
Peer-reviewed
Oui
Volume
12
Numéro
4
Pages
182-188
Langue
anglais
Résumé
Gender-occupational stereotypes that recruiters harbor toward male and female applicants still exist. However, there might be individual differences in recruiters that account for more or less stereotyping when facing male and female applicants who do not correspond to attributes of the job opening (e.g., male-typical vs. female-typical job). In this study, we tested whether recruiters high on interpersonal sensitivity are more likely to hire gender-occupational incongruent applicants. Seventy-three participants in the role of a recruiter conducted a job interview with either a gender-occupational incongruent (woman applying for a male-typical job or man applying for a female-typical job) or a gender-occupational congruent applicant. Results showed that the likelihood of hiring a gender-occupation incongruent applicant increased the more the recruiter was interpersonally sensitive, whereas interpersonal sensitivity did not affect hiring decision regarding gender-occupation congruent applicants.
Mots-clé
Interpersonal sensitivity, Job interview, Gender-occupational stereotypes, Information processing
Web of science
Création de la notice
20/10/2014 9:54
Dernière modification de la notice
03/03/2018 21:14
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