The Name Game: Employability Evaluations of Prototypical Applicants with Stereotypical Feminine and Masculine First Names

The Name Game: Employability Evaluations of Prototypical Applicants with Stereotypical Feminine... This study was designed to examine professional human resource managers’ recommendations and inferences about prototypical applicants who had identical qualifications, in which the presence of periods of unemployment and name (feminine, masculine) of applicants were manipulated. Results indicate that although overall income for female applicants was less than male applicants in some conditions, male applicants were penalized and evaluated more harshly than female applicants when they had experienced periods of unemployment. Specifically, male applicants with employment gaps were seen as less committed and as less hirable than their female counterparts. Overall, male applicants were less likely to be recommended for an interview, and, when they experienced multiple gaps, they were less likely to be recommended for further consideration. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Sex Roles Springer Journals

The Name Game: Employability Evaluations of Prototypical Applicants with Stereotypical Feminine and Masculine First Names

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Publisher
Springer Journals
Copyright
Copyright © 2005 by Springer Science + Business Media, Inc.
Subject
Psychology; Gender Studies; Sociology, general; Medicine/Public Health, general
ISSN
0360-0025
eISSN
1573-2762
D.O.I.
10.1007/s11199-005-1194-7
Publisher site
See Article on Publisher Site

Abstract

This study was designed to examine professional human resource managers’ recommendations and inferences about prototypical applicants who had identical qualifications, in which the presence of periods of unemployment and name (feminine, masculine) of applicants were manipulated. Results indicate that although overall income for female applicants was less than male applicants in some conditions, male applicants were penalized and evaluated more harshly than female applicants when they had experienced periods of unemployment. Specifically, male applicants with employment gaps were seen as less committed and as less hirable than their female counterparts. Overall, male applicants were less likely to be recommended for an interview, and, when they experienced multiple gaps, they were less likely to be recommended for further consideration.

Journal

Sex RolesSpringer Journals

Published: Jan 1, 2005

References

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