Identyfikowanie płci i ocenianie szefów na podstawie ich autoprezentacji, dokonywane przez osoby z rożnym doświadczeniem zawodowym
JUDGING CANDIDATES FOR MANAGERS ON THE BASIS OF THEIR SELF-PRESENTATIONS: ROLE OF STEREOTYPICALITY, COMPETENCE VS. INTERPERSONAL CONTENT, AND BOASTFULNESS VS. MODESTY IN IDENTIFIACTION OF GENDER AND JUDGED ATTRACTIVENESS OF FUTURE EMPLOYERS
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Candidates for jobs usually present themselves by writing their CVs and by emphasizing their strong sides. This study investigated the extent to which modest or boastful, stereotype-consistent or stereotype-inconsistent self-presentations of male and female candidates for the role of managers are effective and create a favorable impression upon employees. Participants were males and females, differing in their professional experience: students vs. persons employed in stereotype-consistent i.e. feminine or masculine, or gender neutral jobs. Participants were asked to identify gender of potential employers and judge attractiveness and usefulness for a position of a manager of male and female candidates who presented themselves either in the boastful or in the modest way and who emphasized either their competences or interpersonal skills. Both age and gender of participants affected their judgments. students showed a stronger tendency than employed persons to judge the prospective managers on the basis of stereotypical traits, and women judged a female who boasted in the instrumental area as less suitable for the role of manager than men did. Candidates who were boastful in the interpersonal area were selected for the role of manager more often than those who were boastful in the instrumental area, and this was independent of the sex and age of participants.
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