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Publication
Atratividade 1 - Competência 0: A influência da atratividade facial em processos de seleção de pessoal
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Abstract(s)
Pesquisas anteriores demonstraram que a aparência física tem um forte efeito nas decisões de
contratação. Nesta dissertação, aborda-se como é que a atratividade facial influencia a avaliação
pré-seletiva de um candidato a quatro campos ocupacionais distintos, dois em que a beleza foi
avaliada como constituindo um fator relevante (maior interação com o público) e dois em que
foi avaliada como não constituindo um fator relevante (menor interação com o público).
Adicionalmente, aborda-se o possível papel moderador da variável autopercepção de beleza do
avaliador. Participaram no estudo um total de 131 alunos inscritos nos últimos anos de cursos
que, futuramente, poderão vir a exercer funções na área de Gestão de Recursos Humanos. Foilhes solicitado que julgassem a adequação ao emprego de quatro candidatos (atraentes vs. não
atraentes) igualmente qualificados, com base em currículos fictícios. Após essa avaliação, os
participantes reportaram a sua autopercepção de beleza. No geral, os resultados indicaram que
o nível de atratividade das fotografias afetou significativamente a avaliação da adequação ao
emprego. Candidatos atraentes obtiverem avaliações de adequação ao emprego maiores do que
candidatos menos atraentes. O efeito foi moderado pelo campo operacional e, como esperado,
foi maior nas profissões para as quais a beleza constitui um fator relevante do que nas profissões
para as quais não constitui. A variável autopercepção de beleza moderou o efeito principal da
atratividade na avaliação da adequação ao emprego. Os resultados são discutidos dentro de uma
literatura que prevê este tipo de enviesamento e das suas implicações para o mundo do trabalho.
Previous research has shown that physical appearance has a strong effect on hiring decisions. In this dissertation, we address how facial attractiveness influences the pre-selection evaluation of a candidate for four distinct occupational fields, two in which beauty was evaluated as constituting a relevant factor (higher interaction with the public) and two in which it was evaluated as not constituting a relevant factor (lower interaction with the public). Additionally, the possible moderating role of the evaluator's self-perception of beauty variable is addressed. A total of 131 students enrolled in the final years of courses that, in the future, may work in the area of Human Resource Management, participated in the study. They were asked to judge the suitability for employment of four equally qualified (attractive vs. unattractive) candidates, based on fictitious resumes. Following this evaluation, participants reported their selfperception of beauty. Overall, the results indicated that the level of attractiveness of the photographs significantly affected the assessment of job suitability. Attractive candidates obtained higher job suitability ratings than less attractive candidates. The effect was moderated by the operational field and, as expected, was greater in occupations where beauty is a relevant factor than in occupations where it is not. The self-perceived beauty variable moderated the main effect of attractiveness on the assessment of job suitability. The results are discussed within a literature that predicts this type of bias and its implications for the world of work.
Previous research has shown that physical appearance has a strong effect on hiring decisions. In this dissertation, we address how facial attractiveness influences the pre-selection evaluation of a candidate for four distinct occupational fields, two in which beauty was evaluated as constituting a relevant factor (higher interaction with the public) and two in which it was evaluated as not constituting a relevant factor (lower interaction with the public). Additionally, the possible moderating role of the evaluator's self-perception of beauty variable is addressed. A total of 131 students enrolled in the final years of courses that, in the future, may work in the area of Human Resource Management, participated in the study. They were asked to judge the suitability for employment of four equally qualified (attractive vs. unattractive) candidates, based on fictitious resumes. Following this evaluation, participants reported their selfperception of beauty. Overall, the results indicated that the level of attractiveness of the photographs significantly affected the assessment of job suitability. Attractive candidates obtained higher job suitability ratings than less attractive candidates. The effect was moderated by the operational field and, as expected, was greater in occupations where beauty is a relevant factor than in occupations where it is not. The self-perceived beauty variable moderated the main effect of attractiveness on the assessment of job suitability. The results are discussed within a literature that predicts this type of bias and its implications for the world of work.
Description
Dissertação de Mestrado apresentada no ISPA – Instituto
Universitário para obtenção do grau de Mestre na especialidade
de Psicologia Social e das Organizações.
Keywords
Atratividade facial Seleção de pessoal Estereótipos Julgamentos relacionados ao trabalho Autopercepção de beleza Facial attractiveness Personnel selection Stereotyping Work-related judgments Self-perception of beauty