Document Type

Thesis

Publication Date

5-2015

Advisor

Pam Bacon, Psychology

Abstract

The present study examined stereotypical beliefs and contrast effects resulting from gender biases and their influence on hiring behavior. College student participants were asked to evaluate a male or female job candidate who was either applying for a feminine or masculine position. Additionally, the applicant’s altruistic behavior was manipulated to either oppose or conform to the stereotype that women are more helpful than men. The results were not consistent with hypotheses. No evidence was found to support the idea that men and women are more likely to be hired for stereotypically gender-congruent positions, or that contrast effects mitigate these outcomes. These results contradict previous research on gender stereotypes and employee selection bias. Limitations and future research are discussed.

Comments

Winner of CSB/SJU's 2014-2015 "Outstanding Honors Thesis Award."

Included in

Psychology Commons

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