Interviews are one of the most commonly used methods for making selection decisions in the workplace and it is a growing trend for interviews to be conducted by more than one interviewer. Selection decisions are often influenced by factors other than the competence of the interviewee such as biases, stereotypes and sexism. The current study sought to examine how the presence of sexism in interview scenarios can influence participants’ perceptions of the interviewee. A sample of 269 participants from undergraduate business classes listened to one of three interview scenarios where either hostile, benevolent or no sexism was present in the interviewer’s questions and comments. Participants were then asked to rate the female interviewee in terms of hireability and managerial potential. Data was analyzed with a combination of between subjects and mixed factorial Analyses of Variance to test predictions about the impact that gender and the presence of sexism will have on the participants’ perception of the interviewee. The prediction that condition would impact ratings of hireability and managerial potential was partially supported. The data indicated that interview condition did impact ratings of hireability such that individuals in the hostile interview condition rated the interviewee lower for hireability than the benevolent and neutral interview conditions. Further predictions regarding the impact of gender on ratings of hireability and managerial potential were partially supported by the data. Data showed that condition only impacted ratings of managerial potential not hireability. The final hypothesis was not supported as no interaction was found between gender and condition for managerial potential or hireability.
|Commitee:||Halim, Mayling, Whitney, David|
|School:||California State University, Long Beach|
|School Location:||United States -- California|
|Source:||MAI 55/04M(E), Masters Abstracts International|
|Keywords:||Diversity, Interview, Panel interview, Sexism, Workplace|
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