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Publication
Se atrativo és, um bom profissional serás! Influência da atratividade facial em processos de seleção
Advisor(s)
Abstract(s)
Portugal é considerado um dos países da União Europeia que mais legislação detém face a qualquer tipo de conduta discriminatória. Todavia, as pessoas pertencentes a determinados grupos continuam a denunciar comportamentos que consideram injustos para com elas. Tendo como base o estudo realizado por Heilman e Saruwata (1974), a presente investigação tem como objetivo principal verificar se, em Portugal, face às oportunidades de carreira, se se continua a percecionar discriminação com base na imagem facial e se esta varia consoante o tipo de cargo ocupado. Adicionalmente, o estudo também tem como intuito perceber se a tomada de decisão sobre a contratação de um candidato é influenciada pelas características (idade, sexo, e habilitações académicas) da pessoa responsável pelo processo de seleção e pelo sexo do candidato em questão. A amostra da presente investigação foi constituída por 306 participantes, dos quais 187 eram mulheres e 119 eram homens. Os resultados deste estudo demonstraram que os participantes, quando lhes foi pedido para selecionar uma pessoa, independentemente do cargo para o qual estavam a recrutar, tiveram em conta a atratividade do candidato, demonstrando que a aparência facial pode influenciar as oportunidades de carreira. Além disso, os resultados também sugeriram que o sexo, a idade e as habilitações do responsável pelo processo de seleção, bem como o sexo do candidato podem influenciar a tomada de decisão, quando se está a recrutar para diferentes funções (gestão vs. não gestão).
Portugal is considered to be one of the European Union countries with the most legislation against any type of discriminatory conduct. However, people belonging to certain groups continue to report behaviour which they consider unfair to them. Based on the study carried out by Heilman and Saruwata (1974), the main aim of this research is to ascertain whether, in Portugal, in the face of career opportunities, discrimination continues to be perceived on the basis of facial image and whether this varies according to the type of position held. In addition, the study also aims to understand whether the decision to hire a candidate is influenced by the characteristics (age, sex, and academic qualifications) of the person responsible for the selection process and the sex of the candidate in question. The sample of this research consisted of 306 participants, of whom 187 were women and 119 were men. The results of this study showed that the participants, when asked to select a person, regardless of the position for which they were recruiting, took into account the attractiveness of the candidate, demonstrating that facial appearance can influence career opportunities. In addition, the results also suggested that the gender, age and qualifications of the person in charge of the selection process, as well as the gender of the candidate, can influence decision making when recruiting for different positions (management vs. non-management).
Portugal is considered to be one of the European Union countries with the most legislation against any type of discriminatory conduct. However, people belonging to certain groups continue to report behaviour which they consider unfair to them. Based on the study carried out by Heilman and Saruwata (1974), the main aim of this research is to ascertain whether, in Portugal, in the face of career opportunities, discrimination continues to be perceived on the basis of facial image and whether this varies according to the type of position held. In addition, the study also aims to understand whether the decision to hire a candidate is influenced by the characteristics (age, sex, and academic qualifications) of the person responsible for the selection process and the sex of the candidate in question. The sample of this research consisted of 306 participants, of whom 187 were women and 119 were men. The results of this study showed that the participants, when asked to select a person, regardless of the position for which they were recruiting, took into account the attractiveness of the candidate, demonstrating that facial appearance can influence career opportunities. In addition, the results also suggested that the gender, age and qualifications of the person in charge of the selection process, as well as the gender of the candidate, can influence decision making when recruiting for different positions (management vs. non-management).
Description
Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações.
Keywords
Discriminação Seleção Tomada de decisão Efeito de halo Atratividade facial Sexo Discrimination Selection Decision making Halo effect Facial attractiveness Sex