体重陈规定型观念、价值判断和可招募性:性别和人格的调节作用

IF 0.3 Q4 PSYCHOLOGY, APPLIED Psychologie du Travail et des Organisations Pub Date : 2023-06-01 DOI:10.1016/j.pto.2023.01.003
I.P. Moughogha, P. Desrumaux
{"title":"体重陈规定型观念、价值判断和可招募性:性别和人格的调节作用","authors":"I.P. Moughogha,&nbsp;P. Desrumaux","doi":"10.1016/j.pto.2023.01.003","DOIUrl":null,"url":null,"abstract":"<div><h3>Objective</h3><p>The existing literature testifies to the presence of discrimination against obese people in hiring. The present study aimed to test the effects of candidates’ weight on value judgment and recruitability by taking into account their gender and personality. The study using the judges’ paradigm involved a sample of 279 recruiters. The recruiters were asked to judge eight fictitious CVs including a photo of the candidate, their education, their work experience and their answers to a personality test (proactive or reactive personality). The target job was a medical laboratory technician.</p></div><div><h3>Results</h3><p>Analyses of variance revealed significant effects of applicants’ weight, and proactivity on judgements of agreeableness, effort, competence and recruitability. Indeed, obese people are discriminated against in hiring whereas proactivity would be a variable increasing the recruitability judgment. Moreover, the gender of applicants alone is no longer a variable that encourages discrimination.</p></div><div><h3>Conclusion</h3><p>This study opens up a new field of research on proactivity as a social norm of judgement and corroborates previous studies on weight discrimination in personnel selection. The limitations of the study open up new avenues of research.</p></div>","PeriodicalId":43191,"journal":{"name":"Psychologie du Travail et des Organisations","volume":"29 2","pages":"Pages 99-113"},"PeriodicalIF":0.3000,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Stéréotypes de poids, jugement de valeur et de recrutabilité : les rôles modérateurs du sexe et de la personnalité\",\"authors\":\"I.P. Moughogha,&nbsp;P. Desrumaux\",\"doi\":\"10.1016/j.pto.2023.01.003\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><h3>Objective</h3><p>The existing literature testifies to the presence of discrimination against obese people in hiring. The present study aimed to test the effects of candidates’ weight on value judgment and recruitability by taking into account their gender and personality. The study using the judges’ paradigm involved a sample of 279 recruiters. The recruiters were asked to judge eight fictitious CVs including a photo of the candidate, their education, their work experience and their answers to a personality test (proactive or reactive personality). The target job was a medical laboratory technician.</p></div><div><h3>Results</h3><p>Analyses of variance revealed significant effects of applicants’ weight, and proactivity on judgements of agreeableness, effort, competence and recruitability. Indeed, obese people are discriminated against in hiring whereas proactivity would be a variable increasing the recruitability judgment. Moreover, the gender of applicants alone is no longer a variable that encourages discrimination.</p></div><div><h3>Conclusion</h3><p>This study opens up a new field of research on proactivity as a social norm of judgement and corroborates previous studies on weight discrimination in personnel selection. The limitations of the study open up new avenues of research.</p></div>\",\"PeriodicalId\":43191,\"journal\":{\"name\":\"Psychologie du Travail et des Organisations\",\"volume\":\"29 2\",\"pages\":\"Pages 99-113\"},\"PeriodicalIF\":0.3000,\"publicationDate\":\"2023-06-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Psychologie du Travail et des Organisations\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S1420253023000031\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q4\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Psychologie du Travail et des Organisations","FirstCategoryId":"1085","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S1420253023000031","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q4","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 0

摘要

目的现有文献证明在招聘中存在对肥胖者的歧视。本研究旨在通过考虑候选人的性别和个性,测试候选人的体重对价值判断和招聘能力的影响。这项使用法官范式的研究涉及279名招聘人员。招聘人员被要求对八份虚构的简历进行评判,其中包括候选人的照片、他们的教育程度、他们的工作经历以及他们对性格测试(积极主动或被动性格)的回答。目标工作是一名医学实验室技术员。结果方差分析显示,申请人的体重和积极性对宜人性、努力性、能力和可招聘性的判断有显著影响。事实上,肥胖者在招聘中会受到歧视,而积极主动则是增加招聘能力判断的一个变量。此外,申请人的性别本身不再是鼓励歧视的变量。结论本研究为积极性作为一种社会判断规范开辟了一个新的研究领域,并证实了以往关于人员选拔中体重歧视的研究。这项研究的局限性开辟了新的研究途径。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
查看原文
分享 分享
微信好友 朋友圈 QQ好友 复制链接
本刊更多论文
Stéréotypes de poids, jugement de valeur et de recrutabilité : les rôles modérateurs du sexe et de la personnalité

Objective

The existing literature testifies to the presence of discrimination against obese people in hiring. The present study aimed to test the effects of candidates’ weight on value judgment and recruitability by taking into account their gender and personality. The study using the judges’ paradigm involved a sample of 279 recruiters. The recruiters were asked to judge eight fictitious CVs including a photo of the candidate, their education, their work experience and their answers to a personality test (proactive or reactive personality). The target job was a medical laboratory technician.

Results

Analyses of variance revealed significant effects of applicants’ weight, and proactivity on judgements of agreeableness, effort, competence and recruitability. Indeed, obese people are discriminated against in hiring whereas proactivity would be a variable increasing the recruitability judgment. Moreover, the gender of applicants alone is no longer a variable that encourages discrimination.

Conclusion

This study opens up a new field of research on proactivity as a social norm of judgement and corroborates previous studies on weight discrimination in personnel selection. The limitations of the study open up new avenues of research.

求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
CiteScore
0.40
自引率
33.30%
发文量
27
审稿时长
69 days
期刊最新文献
Editorial Board Editorial Board Estime de soi : un médiateur entre le sentiment d’efficacité personnelle et le bien-être positif au travail ? Un outil n’est pas fait pour s’épanouir. Le rôle médiateur de l’auto-objectification entre la déshumanisation organisationnelle et l’épanouissement psychologique au travail Engagement de continuité et santé mentale des employés : le rôle des traits d’affectivité
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
已复制链接
已复制链接
快去分享给好友吧!
我知道了
×
扫码分享
扫码分享
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1