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Cor do vestuário e a sua influência na probabilidade de contratação em entrevistas de seleção
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Abstract(s)
O presente estudo teve como objetivo testar a influência da cor do vestuário de candidatos na sua probabilidade de contratação em entrevistas de seleção. Foi também testado o papel do sexo do candidato nesta associação e, adicionalmente, se este efeito é mediado pela habilidade percebida e pelo potencial de liderança.
A amostra é constituída por 315 participantes com idades compreendidas entre os 18 e 79 anos (M=36.25, DP=13.38). Num questionário online, os participantes foram colocados numa posição de contratação, sendo manipuladas as cores do vestuário dos candidatos (vermelho vs. azul) e o sexo dos candidatos (homem vs. mulher). Após indicar a probabilidade de contratação, os participantes completaram alguns itens referentes a habilidade percebida (competência), simpatia, potencial de liderança e atratividade dos candidatos.
Os resultados demonstraram que a utilização de vermelho levou a menor probabilidade de contratação, mas apenas para o candidato do sexo masculino. Análises de mediação evidenciaram que quando o candidato utilizava vermelho era percebido como tendo menor habilidade percebida, levando por sua vez a uma menor probabilidade de contratação. O mesmo efeito foi encontrado para o potencial de liderança como variável mediadora. Para esta, verificou-se um uma mediação moderada pelo sexo do candidato: potencial de liderança mediou o efeito negativo da cor vermelha sobre a probabilidade de contratação do homem; no entanto, o efeito oposto foi marginalmente observado para a candidata do sexo feminino.
É feita uma apreciação e discussão global dos resultados e apresentadas implicações teóricas e práticas, limitações e sugestões para estudos futuros.
The present study aimed to test the influence of the color of candidates clothing on their probability of being hired in selection interviews. The candidates gender role in this association was also tested and, additionally, whether this effect is mediated by perceived ability and leadership potential. The sample consists of 315 participants aged between 18 and 79 years (M=36.25, DP=13.38). In an online questionnaire, participants were placed in a hiring position by manipulating the candidates clothing colors (red vs. blue) and the candidates gender (male vs. female). After indicating the probability of hiring, participants completed a few items regarding perceived ability (competence), warmth, leadership potential and attractiveness of candidates. The results showed that the use of red led to a lower probability of hiring, but only for the male candidate. Mediation analyses showed that when the candidate used red he was perceived as having lower perceived ability, leading to a lower probability of being hired. The same effect was found for leadership potential as a mediating variable. For this one, a moderated mediation by the gender of the candidate was found: leadership potential mediated the negative effect of the color red on the probability of hiring for the male; however, the opposite effect was marginally observed for the female candidate. An overall appreciation and discussion of the results is made and theoretical and practical implications, limitations, and suggestions for future studies are presented.
The present study aimed to test the influence of the color of candidates clothing on their probability of being hired in selection interviews. The candidates gender role in this association was also tested and, additionally, whether this effect is mediated by perceived ability and leadership potential. The sample consists of 315 participants aged between 18 and 79 years (M=36.25, DP=13.38). In an online questionnaire, participants were placed in a hiring position by manipulating the candidates clothing colors (red vs. blue) and the candidates gender (male vs. female). After indicating the probability of hiring, participants completed a few items regarding perceived ability (competence), warmth, leadership potential and attractiveness of candidates. The results showed that the use of red led to a lower probability of hiring, but only for the male candidate. Mediation analyses showed that when the candidate used red he was perceived as having lower perceived ability, leading to a lower probability of being hired. The same effect was found for leadership potential as a mediating variable. For this one, a moderated mediation by the gender of the candidate was found: leadership potential mediated the negative effect of the color red on the probability of hiring for the male; however, the opposite effect was marginally observed for the female candidate. An overall appreciation and discussion of the results is made and theoretical and practical implications, limitations, and suggestions for future studies are presented.
Description
Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações.
Keywords
Vermelho Azul Probabilidade de contratação Potencial de liderança Habilidade percebida Red Blue Hiring probability Leadership potential Perceived ability