Efectos del atractivo físico y el sexo en la selección de personal: Un estudio experimental
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may 22, 2017
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Angela Solano-Gómez
Vanessa Smith-Castro
http://orcid.org/0000-0001-6348-4223
http://orcid.org/0000-0001-6348-4223
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Resumen
El presente estudio tuvo como objetivo analizar la activación de información estereotípica en contextos de selección de personal. Las hipótesis fueron contrastadas mediante un diseño experimental 2 (sexo del aplicante) x 2 (atractivo del aplicante) x 2 (sexo de la persona reclutadora) en un grupo de reclutadores profesionales. Los resultados indicaron un efecto significativo tanto del sexo como del atractivo de los estímulos. Estos efectos fueron moderados por el sexo de las personas reclutadoras y mediados por las atribuciones de calidez y habilidad. Los resultados se discuten considerando el impacto del estereotipo de “lo bello es bueno” y los estereotipos sobre los roles tradicionales asignados a cada sexo.
Keywords
personnel selection, sex, attractiveness, stereotypesselección de personal, sexo, atractivo, estereotipos
References
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Bauer, C., & Baltes, B. (2002). Reducing the effects of gender stereotypes on performance evaluations. Sex Roles, 47(9-10), 465-476. Recuperado de http://www.cos.gatech.edu/facultyres/Diversity_Studies/BauerBaltes.pdf
Caprariello, P., Cuddy, A., & Fiske, S. (2009). Social Structure Shapes Cultural Stereotypes and Emotions: A causal test of the stereotype content model. Group Processes y Intergroup Relations, 12(2), 147-155. http://dx.doi.org/10.1177/1368430208101053.
Caro, F., García, M., Rodríguez, C., & Jiménez, G. (2007). Percepción de las habilidades y aceptación de las mujeres directivas en las empresas de comunicación. Zer: Revista de Estudios de Comunicación, 22, 253-266. Recuperado de http://www.ehu.eus/zer/hemeroteca/pdfs/zer22-13-caro.pdf
Cuddy, A. J. C., Fiske, S. T., Kwan, V. S. Y., Glick, P., Demoulin, S., Leyens, J.P., … Ziegler, R. (2009). Stereotype Content Model across cultures: Universal similarities and some differences. British Journal of Social Psychology, 48(1), 1-33. http://dx.doi.org/10.1348/014466608X314935
Desrumaux, P., De Bosscher, S., & Léoni, V. (2009). Effects of facial attractiveness, gender, and competence of applicants on job recruitment. Swiss Journal of Psychology, 68(1), 33-42. http://dx.doi.org/10.1024/1421-0185.68.1.33
Eagly, A. H., Ashmore, R. D., Makhijani, M. G., & Longo, L. C. (1991). What is beautiful is good, but…: A meta-analytic review of the physical attractiveness stereotype. Psychological Bulletin, 110(1), 109-128. Recuperado de https://www.uni-muenster.de/imperia/md/content/psyifp/aeechterhoff/wintersemester2011-12/vorlesungkommperskonflikt/eaglyetal_metaaphysattracstereo_psychbull1991.pdf
Farley, S., Chia, R., & Allred, L. (1998). Stereotypes about attractiveness: when beautiful is not better. Journal of Social Behavior and Personality, 13(3), 479-492. Recuperado de https://www.researchgate.net/publication/297492615_Stereotypes_about_attractiveness_When_beautiful_is_not_better
Fiske, S., Cuddy, A., Glick, P., & Xu, J. (2002). A model of (often mixed) stereotype content: Competence and Warmth respectively follow from perceived status and competition. Journal of Personality and Social Psychology, 82(6), 878-902. http://dx.doi.org/1037//0022-3514.82.6.878
Fiske, S., & Taylor, S. (2013). Social cognition: from brain to culture. (Second Edition). New York: MacGraw-Hill.
Glick, P., Zion, C., & Nelson, C. (1988). What Mediates Sex Discrimination in Hiring Decisions? Journal of Personality and Social Psychology, 55(2), 178-186. http://dx.doi.org/10.1037/0022-3514.55.2.178
Godoy, L., & Mladninic, A. (2009). Estereotipos y roles de género en la evaluación laboral y personal de hombres y mujeres en cargos de dirección. Pykhe, 18(2), 55-64. Recuperado de http://www.scielo.cl/pdf/psykhe/v18n2/art04.pdf
Gorman, E. (2005). Gender Stereotypes, Same- Gender Preferences, and Organizational Variation in the Hiring of Woman: Evidence from Law Firms. American Sociological Review. 70, 702-728. Recuperado de https://sociology.virginia.edu/sites/sociology.virginia.edu/files/Gorman-GenderStereotypesSameGender.pdf
Honekopp, J., Bartholomé, T., & Jansen, G. (2004). Facial attractiveness, symmetry and physical fitness in young women. Human Nature, 15(2), 147-167. http://dx.doi.org/10.1007/s12110-004-1018-4.
Horcajo, J., Briñol, P., & Becerra, A. (2009). Los efectos de la activación de estereotipos sobre la evaluación de candidatos en un contexto experimental de Selección de Personal. Revista Latinoamericana de Psicología, 41(2), 349-359. Recuperado de http://www.redalyc.org/pdf/805/80511496012.pdf
Judd, C.M., Kenny, D. A., & McClelland, G.H. (2001). Estimating and Testing Mediation and Moderation in Within-Subject Designs. Psychological Methods, 6(2), 115-1134. http://dx.doi.org/10.1037//1082-989X.6.2.115
Keppel, G., & Wickens, T. (2004), Design and Analysis: A Researcher’s Handbook, 4th edition, Prentice Hall.
Levin, I., Rouwenhorst, R., & Trisko, H. (2005). Separating gender biases in screening and selecting candidates for hiring and firing. Social Behavior y Personality: An International Journal, 33(8), 793-804. http://dx.doi.org/10.2224/sbp.2005.33.8.793 .
Marlowe, C. M., Schneider, S. L., & Nelson, C. E. (1996). Gender and attractiveness biases in hiring decisions: are more experienced managers less biased? Journal of Applied Psychology, 81, 11-21. Recuperado de http://scholarcommons.usf.edu/psy_facpub/1890/
Ng, E. & Wiesner, W. (2007). Are Men Always Picked Over Women? The Effects of Employment Equity Directives on Selection Decisions. Journal of Business Ethics, 76(2), 177–187. Recuperado de http://www.jstor.org/stable/25075506
Ndobo, A. (2014). Attractiveness effect and the hidden discourse of discrimination in recruitment: the moderating role of job types and gender of applicants. Revue internationale de psychologie sociale, 27(1), 127-144. Recuperado de https://www.cairn.info/load_pdf.php?ID_ARTICLE=RIPSO_271_0127
Nisbett, R. E., & Wilson, T. D. (1977). Telling more than we can know: Verbal reports on mental processes. Psychological Review, 84(3), 231-259. Recuperado de http://people.virginia.edu/~tdw/nisbett&wilson.pdf
Oficina Internacional del Trabajo [OIT] (2007). La igualdad en el trabajo: afrontar los retos que se plantean. Conferencia Internacional del trabajo. Reunión 96. Ginebra: OIT.
Pansu, P., & Dubois, M. (2002). The effects of face attractiveness on pre selective recruitment. Swiss Journal of Psychology, 61(1), 15-20. http://dx.doi.org/10.1024//1421-0185.61.1.15
Patzer, G. (2006). The power and paradox of physical attractiveness. Florida: BrownWalter.
Penton-Voak, I., Jones, B., Little, A., Backer, S., Tiddeman, B., Burt, D., & Perrett, D. (2001). Symmetry, sexual dimorphism in facial proportions and male facial attractiveness. The Royal Society, 268, 1617-1623. http://dx.doi.org/10.1098/rspb.2001.1703
Przygodzki-Lionet, N., Olivier, J., & Desrumaux, P. (2010). The effects of facial attractiveness, sex, internality of applicants on hiring decisions for managerial and non-managerial jobs. Studia Psychologica, 52(1), 53-57. Recuperado de
Reuben, E., Sapienza, P., & Zingales, L. (2014). How stereotypes impair women's careers in science. Proceedings Of The National Academy Of Sciences Of The United States Of America, 111(12), 4403-4408. http://dx.doi.org/10.1073/pnas.1314788111
Rice, L., & Barth, J. (2016). Hiring Decisions: The Effect of Evaluator Gender and Gender Stereotype Characteristics on the Evaluation of Job Applicants. Gender Issues, 33(1), 1-21. http://dx.doi.org/10.1007/s12147-015-9143-4 .
Rhodes, G. (2005). The evolutionary psychology of facial beauty. Annual Review Psychology, 57, 199-226. http://dx.doi.org/10.1146/annurev.psych.57.102904.190208
Ruvalcaba-Coyaso, F.J., & Vermonden, A. (2015). Lógica difusa para la toma de decisiones y la selección de personal. Universidad y Empresa, 17(29), 239-256. http://dx.doi.org/10.12804/rev.univ.empresa.29.2015.10
Sanhueza, C., Bravo, R., & Giusti, O. (2007). La belleza y su efecto en el Mercado Laboral: Evidencia para Chile. (Documento de Trabajo N° 204). Departamento de Economía. ILADES -Georgetown University.
Senior, C., Thomson, K., Badger, J., & Butler, M. (2007). Interviewing strategies in the face of beauty: a psychophysiological investigation into the job negotiation process. Annals of The New York Academy Of Sciences, 1118(1), 142-162. http://dx.doi.org/10.1196/annals.1412.005
Shannon, M., & Stark, P. (2003). The influence of physical appearance on personnel selection. Social Behavior and Personality, 31(6), 613-624. http://dx.doi.org/10.2224/sbp.2003.31.6.613
Smith-Castro, V., & Perez, R. (2007). Atribuciones estereotípicas de calidez y habilidad en jóvenes universitarios. Revista de Ciencias Sociales, 117-118, 129-147. Recuperado de http://revistas.ucr.ac.cr/index.php/sociales/article/viewFile/11019/10399
Sui, J., & Hong C. (2009). Can beauty be ignored? Effects of facial attractiveness on covert attention. Psychonomic Bulletin y Review, 16(2), 276-281. http://dx.doi.org/10.3758/PBR.16.2.276
Tooby, J., & Cosmides, L. (2005). Conceptual foundations of evolutionary psychology. In D. M. Buss (Ed.), The Handbook of Evolutionary Psychology (pp. 5-67). Hoboken, NJ: Wiley.
Viswesvaran, C., Schmidt, F.L., & Ones, D.S. (2005). Is There a General Factor in Ratings of Job Performance? A Meta-Analytic Framework for Disentangling Substantive and Error Influences. Journal of Applied Psychology, 90(1), 108-131. http://dx.doi.org/10.1037/0021-9010.90.1.108
Bauer, C., & Baltes, B. (2002). Reducing the effects of gender stereotypes on performance evaluations. Sex Roles, 47(9-10), 465-476. Recuperado de http://www.cos.gatech.edu/facultyres/Diversity_Studies/BauerBaltes.pdf
Caprariello, P., Cuddy, A., & Fiske, S. (2009). Social Structure Shapes Cultural Stereotypes and Emotions: A causal test of the stereotype content model. Group Processes y Intergroup Relations, 12(2), 147-155. http://dx.doi.org/10.1177/1368430208101053.
Caro, F., García, M., Rodríguez, C., & Jiménez, G. (2007). Percepción de las habilidades y aceptación de las mujeres directivas en las empresas de comunicación. Zer: Revista de Estudios de Comunicación, 22, 253-266. Recuperado de http://www.ehu.eus/zer/hemeroteca/pdfs/zer22-13-caro.pdf
Cuddy, A. J. C., Fiske, S. T., Kwan, V. S. Y., Glick, P., Demoulin, S., Leyens, J.P., … Ziegler, R. (2009). Stereotype Content Model across cultures: Universal similarities and some differences. British Journal of Social Psychology, 48(1), 1-33. http://dx.doi.org/10.1348/014466608X314935
Desrumaux, P., De Bosscher, S., & Léoni, V. (2009). Effects of facial attractiveness, gender, and competence of applicants on job recruitment. Swiss Journal of Psychology, 68(1), 33-42. http://dx.doi.org/10.1024/1421-0185.68.1.33
Eagly, A. H., Ashmore, R. D., Makhijani, M. G., & Longo, L. C. (1991). What is beautiful is good, but…: A meta-analytic review of the physical attractiveness stereotype. Psychological Bulletin, 110(1), 109-128. Recuperado de https://www.uni-muenster.de/imperia/md/content/psyifp/aeechterhoff/wintersemester2011-12/vorlesungkommperskonflikt/eaglyetal_metaaphysattracstereo_psychbull1991.pdf
Farley, S., Chia, R., & Allred, L. (1998). Stereotypes about attractiveness: when beautiful is not better. Journal of Social Behavior and Personality, 13(3), 479-492. Recuperado de https://www.researchgate.net/publication/297492615_Stereotypes_about_attractiveness_When_beautiful_is_not_better
Fiske, S., Cuddy, A., Glick, P., & Xu, J. (2002). A model of (often mixed) stereotype content: Competence and Warmth respectively follow from perceived status and competition. Journal of Personality and Social Psychology, 82(6), 878-902. http://dx.doi.org/1037//0022-3514.82.6.878
Fiske, S., & Taylor, S. (2013). Social cognition: from brain to culture. (Second Edition). New York: MacGraw-Hill.
Glick, P., Zion, C., & Nelson, C. (1988). What Mediates Sex Discrimination in Hiring Decisions? Journal of Personality and Social Psychology, 55(2), 178-186. http://dx.doi.org/10.1037/0022-3514.55.2.178
Godoy, L., & Mladninic, A. (2009). Estereotipos y roles de género en la evaluación laboral y personal de hombres y mujeres en cargos de dirección. Pykhe, 18(2), 55-64. Recuperado de http://www.scielo.cl/pdf/psykhe/v18n2/art04.pdf
Gorman, E. (2005). Gender Stereotypes, Same- Gender Preferences, and Organizational Variation in the Hiring of Woman: Evidence from Law Firms. American Sociological Review. 70, 702-728. Recuperado de https://sociology.virginia.edu/sites/sociology.virginia.edu/files/Gorman-GenderStereotypesSameGender.pdf
Honekopp, J., Bartholomé, T., & Jansen, G. (2004). Facial attractiveness, symmetry and physical fitness in young women. Human Nature, 15(2), 147-167. http://dx.doi.org/10.1007/s12110-004-1018-4.
Horcajo, J., Briñol, P., & Becerra, A. (2009). Los efectos de la activación de estereotipos sobre la evaluación de candidatos en un contexto experimental de Selección de Personal. Revista Latinoamericana de Psicología, 41(2), 349-359. Recuperado de http://www.redalyc.org/pdf/805/80511496012.pdf
Judd, C.M., Kenny, D. A., & McClelland, G.H. (2001). Estimating and Testing Mediation and Moderation in Within-Subject Designs. Psychological Methods, 6(2), 115-1134. http://dx.doi.org/10.1037//1082-989X.6.2.115
Keppel, G., & Wickens, T. (2004), Design and Analysis: A Researcher’s Handbook, 4th edition, Prentice Hall.
Levin, I., Rouwenhorst, R., & Trisko, H. (2005). Separating gender biases in screening and selecting candidates for hiring and firing. Social Behavior y Personality: An International Journal, 33(8), 793-804. http://dx.doi.org/10.2224/sbp.2005.33.8.793 .
Marlowe, C. M., Schneider, S. L., & Nelson, C. E. (1996). Gender and attractiveness biases in hiring decisions: are more experienced managers less biased? Journal of Applied Psychology, 81, 11-21. Recuperado de http://scholarcommons.usf.edu/psy_facpub/1890/
Ng, E. & Wiesner, W. (2007). Are Men Always Picked Over Women? The Effects of Employment Equity Directives on Selection Decisions. Journal of Business Ethics, 76(2), 177–187. Recuperado de http://www.jstor.org/stable/25075506
Ndobo, A. (2014). Attractiveness effect and the hidden discourse of discrimination in recruitment: the moderating role of job types and gender of applicants. Revue internationale de psychologie sociale, 27(1), 127-144. Recuperado de https://www.cairn.info/load_pdf.php?ID_ARTICLE=RIPSO_271_0127
Nisbett, R. E., & Wilson, T. D. (1977). Telling more than we can know: Verbal reports on mental processes. Psychological Review, 84(3), 231-259. Recuperado de http://people.virginia.edu/~tdw/nisbett&wilson.pdf
Oficina Internacional del Trabajo [OIT] (2007). La igualdad en el trabajo: afrontar los retos que se plantean. Conferencia Internacional del trabajo. Reunión 96. Ginebra: OIT.
Pansu, P., & Dubois, M. (2002). The effects of face attractiveness on pre selective recruitment. Swiss Journal of Psychology, 61(1), 15-20. http://dx.doi.org/10.1024//1421-0185.61.1.15
Patzer, G. (2006). The power and paradox of physical attractiveness. Florida: BrownWalter.
Penton-Voak, I., Jones, B., Little, A., Backer, S., Tiddeman, B., Burt, D., & Perrett, D. (2001). Symmetry, sexual dimorphism in facial proportions and male facial attractiveness. The Royal Society, 268, 1617-1623. http://dx.doi.org/10.1098/rspb.2001.1703
Przygodzki-Lionet, N., Olivier, J., & Desrumaux, P. (2010). The effects of facial attractiveness, sex, internality of applicants on hiring decisions for managerial and non-managerial jobs. Studia Psychologica, 52(1), 53-57. Recuperado de
Reuben, E., Sapienza, P., & Zingales, L. (2014). How stereotypes impair women's careers in science. Proceedings Of The National Academy Of Sciences Of The United States Of America, 111(12), 4403-4408. http://dx.doi.org/10.1073/pnas.1314788111
Rice, L., & Barth, J. (2016). Hiring Decisions: The Effect of Evaluator Gender and Gender Stereotype Characteristics on the Evaluation of Job Applicants. Gender Issues, 33(1), 1-21. http://dx.doi.org/10.1007/s12147-015-9143-4 .
Rhodes, G. (2005). The evolutionary psychology of facial beauty. Annual Review Psychology, 57, 199-226. http://dx.doi.org/10.1146/annurev.psych.57.102904.190208
Ruvalcaba-Coyaso, F.J., & Vermonden, A. (2015). Lógica difusa para la toma de decisiones y la selección de personal. Universidad y Empresa, 17(29), 239-256. http://dx.doi.org/10.12804/rev.univ.empresa.29.2015.10
Sanhueza, C., Bravo, R., & Giusti, O. (2007). La belleza y su efecto en el Mercado Laboral: Evidencia para Chile. (Documento de Trabajo N° 204). Departamento de Economía. ILADES -Georgetown University.
Senior, C., Thomson, K., Badger, J., & Butler, M. (2007). Interviewing strategies in the face of beauty: a psychophysiological investigation into the job negotiation process. Annals of The New York Academy Of Sciences, 1118(1), 142-162. http://dx.doi.org/10.1196/annals.1412.005
Shannon, M., & Stark, P. (2003). The influence of physical appearance on personnel selection. Social Behavior and Personality, 31(6), 613-624. http://dx.doi.org/10.2224/sbp.2003.31.6.613
Smith-Castro, V., & Perez, R. (2007). Atribuciones estereotípicas de calidez y habilidad en jóvenes universitarios. Revista de Ciencias Sociales, 117-118, 129-147. Recuperado de http://revistas.ucr.ac.cr/index.php/sociales/article/viewFile/11019/10399
Sui, J., & Hong C. (2009). Can beauty be ignored? Effects of facial attractiveness on covert attention. Psychonomic Bulletin y Review, 16(2), 276-281. http://dx.doi.org/10.3758/PBR.16.2.276
Tooby, J., & Cosmides, L. (2005). Conceptual foundations of evolutionary psychology. In D. M. Buss (Ed.), The Handbook of Evolutionary Psychology (pp. 5-67). Hoboken, NJ: Wiley.
Viswesvaran, C., Schmidt, F.L., & Ones, D.S. (2005). Is There a General Factor in Ratings of Job Performance? A Meta-Analytic Framework for Disentangling Substantive and Error Influences. Journal of Applied Psychology, 90(1), 108-131. http://dx.doi.org/10.1037/0021-9010.90.1.108
Cómo citar
Solano-Gómez, A., & Smith-Castro, V. (2017). Efectos del atractivo físico y el sexo en la selección de personal: Un estudio experimental. Universitas Psychologica, 16(1). https://doi.org/10.11144/Javeriana.upsy16-1.eafs
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