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1

DO MEN PREFER BLONDE WOMEN? THE INFLUENCE OF HAIR COLOUR ON THE PERCEPTION OF AGE AND ATTRACTIVENESS OF WOMEN

100%
Sorokowski P.
Psychological Studies
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2006
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vol. 44
|
issue 3
77-88
EN
Common belief and also research carried by social and evolutionary psychologists show that men prefer women with blonde hair (Rich & Cash 1993). However, the reason has not been completely and definitely explained (e.g. Frost 1989; Ramachandran 1997). In three laboratory experiments it was tested how hair colour influences on the perception of a woman's age and physical attractiveness. The results showed without doubt that blonde hair is, irrespective of other indices of psychical attractiveness, a rejuvenation factor which has a positive impact on the attractiveness of a woman at given age (above 25 years old). No essential relationship was found out between the age of a man and his preference for a specific hair colour. Do men prefer blonde women? The results showed that men prefer women with blonde hair but only woman at given age (above 25 years old). The results were discussed in terms of evolutionary-based sex differences in reproductive strategy.
2

USE OF FUZZY LOGIC FOR THE IMPROVEMENT OF THE CALCULATION OF THE FLOWS OF VISITORS WITH THE HELP OF 'MODIFIED GRAVITATIONAL' MODEL

100%
Yevdokymenko V. K., Vyklyuk Y. I., Lyakhov S. O.
Rehionalna ekonomika
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2008
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issue 2(48)
197-212
EN
Method of territory attraction calculation based on fuzzy logics was proposed. Improvement of 'modified gravitation' model which is used for forecasting of the quantity of possible visitors in tourist centers has been carried out. Calculations were made with using a new model and comparative analysis of results has been presented.
3

THE EFFECTS OF FACIAL ATTRACTIVENESS, SEX, INTERNALITY OF APPLICANTS ON HIRING DECISIONS FOR MANAGERIAL AND NON-MANAGERIAL JOBS

75%
Przygodzki-Lionet N., Olivier J., Desrumaux P.
Studia Psychologica
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2010
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vol. 52
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issue 1
53-57
EN
The purpose of this research is to test the lack of fit model (Heilman, 1983) for managerial and non-managerial jobs and to confront stereotypic variables and normative attributions of applicants. In this experiment, 32 recruiters evaluated eight resume-data sheets of applicants that varied in a 2x2x2x2 design with four within-subject variables (gender x attractiveness x internality/externality x managerial/non-managerial jobs). Subjects had to rate the suitability for hire, to estimate the salary, to rank the applicants and to evaluate the importance of the given pieces of information on their decisions. Results on ratings show significant main effects of the four within-subject variables and significant interactions. Ranks clearly show the sex bias and the internality norm effect for the two jobs.
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