Loading...
Publication
Discriminação em pré-seleção: Imagem ou competências?
Advisor(s)
Abstract(s)
O presente estudo pretende verificar se uma determinada característica não relevante
para o desempenho de uma função específica (candidato fisicamente atraente ou não), tem
influência na decisão final tomada pelo profissional responsável pela seleção, o que a suceder,
traduz desse modo a um ato de discriminação.
O estudo contou com uma amostra de 60 participantes, sendo 30 estudantes de
psicologia organizacional e 30 profissionais de Recursos Humanos pertencentes à população
portuguesa. Desta forma, os participantes deste estudo teriam de avaliar 4 candidatos (duas
mulheres e dois homens, sendo que uma tinha maior atratividade, outra menor atratividade e o
mesmo acontece no que respeita aos homens, um com maior atratividade e outro com menor
atratividade) que lhes eram apresentados através dos respetivos curricula (fictícios) indicando
qual seria mais e menos adequado para ser selecionado para uma entrevista de emprego
correspondente ao anúncio de emprego igualmente prestado aos mesmos sendo este também
fictício.
Os resultados mostraram que os candidatos com maior atratividade são os
preferencialmente escolhidos ao invés dos candidatos com menor atratividade, o que sugere a
existência de discriminação.
ABSTRACT: The present study intends to verify if a specific characteristic non-relevant to perform in a specific job (for instance, if the candidate is physically attractive or not) plays a role in the final decision of the person responsible for the selection, and if so, that will translate into an act of discrimination. The study gathered a sample of 60 participants, 30 students of Organizational Psychology and 30 Human Resources professionals, belonging to the Portuguese population. The participants in the study had to evaluate 4 candidates (two women and two men, being one more attractive than the other, as it was for the men, being one more attractive than the other) who were presented to them by their curricula (fictional) indicating which one would be more suited to be selected for a job interview related to the job ad also given and also fictitious. The results showed that the more attractive candidates are preferably chosen contrary to those less attractive candidates, which suggests the existence of discrimination.
ABSTRACT: The present study intends to verify if a specific characteristic non-relevant to perform in a specific job (for instance, if the candidate is physically attractive or not) plays a role in the final decision of the person responsible for the selection, and if so, that will translate into an act of discrimination. The study gathered a sample of 60 participants, 30 students of Organizational Psychology and 30 Human Resources professionals, belonging to the Portuguese population. The participants in the study had to evaluate 4 candidates (two women and two men, being one more attractive than the other, as it was for the men, being one more attractive than the other) who were presented to them by their curricula (fictional) indicating which one would be more suited to be selected for a job interview related to the job ad also given and also fictitious. The results showed that the more attractive candidates are preferably chosen contrary to those less attractive candidates, which suggests the existence of discrimination.
Description
Dissertação de mestrado apresentada ao ISPA - Instituto Universitário
Keywords
Atratividade facial Pré-seleção de pessoas Discriminação Facial attractiveness Personal pre-selection Discrimination