Discrimination against Facially Stigmatized Applicants in Interviews: An Eye-Tracking and Face-to-Face Investigation

Autor/inn/en	Madera, Juan M.; Hebl, Michelle R.
Titel	Discrimination against Facially Stigmatized Applicants in Interviews: An Eye-Tracking and Face-to-Face Investigation
Quelle	In: Journal of Applied Psychology, 97 (2012) 2, S.317-330 (14 Seiten) PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	0021-9010
DOI	10.1037/a0025799
Schlagwörter	Short Term Memory; Human Body; Cognitive Processes; Eye Movements; Self Management; Employment Interviews; Attention; Visual Stimuli; Feedback (Response); Equal Opportunities (Jobs); Nonverbal Communication; Undergraduate Students; Experiments; Psychology; Computer Uses in Education; Measures (Individuals) + Suchen Sie Ihr Suchwort? Kurzzeitgedächtnis; Menschlicher Körper; Cognitive process; Kognitiver Prozess; Augenbewegung; Selbstmanagement; Employment interview; Employment interviewing; Einstellungsgespräch; Bewerbungsgespräch; Aufmerksamkeit; Equal opportunity; Equal opportunities; Job; Jobs; Chancengleichheit; Beruf; Non-verbal communication; Nonverbale Kommunikation; Erprobung; Psychologie; Computernutzung; Messdaten
Abstract	Drawing from theory and research on perceived stigma (Pryor, Reeder, Yeadon, & Hesson-McInnis, 2004), attentional processes (Rinck & Becker, 2006), working memory (Baddeley & Hitch, 1974), and regulatory resources (Muraven & Baumeister, 2000), the authors examined discrimination against facially stigmatized applicants and the processes involved. In Study 1, 171 participants viewed a computer-mediated interview of an applicant who was facially stigmatized or not and who either did or did not acknowledge the stigma. The authors recorded participants' (a) time spent looking at the stigma (using eye tracker technology), (b) ratings of the applicant, (c) memory recall about the applicant, and (d) self-regulatory depletion. Results revealed that the participants with facially stigmatized applicants attended more to the cheek (i.e., where the stigma was placed), which led participants to recall fewer interview facts, which in turn led to lower applicant ratings. In addition, the participants with the stigmatized (vs. nonstigmatized) applicant depleted more regulatory resources. In Study 2, 38 managers conducted face-to-face interviews with either a facially stigmatized or nonstigmatized applicant, and then rated the applicant. Results revealed that managers who interviewed a facially stigmatized applicant (vs. a nonstigmatized applicant) rated the applicant lower, recalled less information about the interview, and depleted more self-regulatory resources. (Contains 3 footnotes, 5 tables, and 4 figures.) (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2017/4/10