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| 2. |
- Carlsson, Rickard, et al.
(author)
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Testing for backlash in hiring : A field experiment on agency, communion,and gender
- 2013
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Reports (other academic/artistic)abstract
- It has been suggested that women (men) who appear agentic (communal) when applying for jobs suffer a backlash in the form of reduced chances of being hired. However, the evidence of backlash is mainly restricted to simulated hiring decisions with undergraduates as participants. To examine whether backlash occurs when men and women apply for real jobs in the labor market, we conducted a field experiment. Gender, agentic and communal traits were manipulated in the applications. Whether or not the applications resulted in a job interview invitation constituted the dependent variable. We find no evidence of backlash, suggesting that women are not punished for presenting themselves as agentic in their job applications, nor are men punished for appearing communal.
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| 3. |
- Carlsson, Rickard, et al.
(author)
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Testing for backlash in hiring: A field experiment on agency, communion and gender.
- 2014
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In: Journal of Personnel Psychology. - : Hogrefe Publishing Group. - 2190-5150 .- 1866-5888. ; 13:4, s. 204-214
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Journal article (peer-reviewed)abstract
- Gender stereotypes describe women as communal and men as agentic. Laboratory-based research (Rudman & Glick, 1999, 2001) suggests that trying to disconfirm such descriptive gender stereotypes (e.g., women self-promoting their agency), entails the risk of hiring discrimination due to violation of prescriptive gender stereotypes: a backlash. To examine whether backlash occurs when applying for real jobs, we conducted a field experiment. Gender, agency, and communion were manipulated in the personal profile of 5,562 applications sent to 3,342 job openings on the Swedish labor market. The dependent variable was whether the application resulted in an invitation to a job interview or not. The results do not offer any support for the backlash hypothesis at this stage in the recruitment process.
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| 5. |
- Agerström, Jens, 1976-, et al.
(author)
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Gender differences in implicit moral orientation associations : The justice and care debate revisited
- 2011
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In: Current Research in Social Psychology. - 1088-7423. ; 17, s. 10-18
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Journal article (peer-reviewed)abstract
- Employing new measures (Implicit Association Test) to study the classic issue of moralorientations, we predicted and found gender differences in implicit associations to the conceptsof justice and care. Specifically, we found that men more strongly associate justice vs. care withimportance and with themselves than women. However, participants’ explicit ratings did notreveal any clear patterns of gender differences, which is consistent with previous studies.Implications for social psychological theory and research on morality are discussed.
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| 6. |
- Agerström, Jens, 1976-, et al.
(author)
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Look at yourself! : Visual perspective influences moral judgment by level of mental construal
- 2013
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In: Social Psychology. - : Hogrefe & Huber Publishers. - 1864-9335 .- 2151-2590. ; 44:1, s. 42-46
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Journal article (peer-reviewed)abstract
- Previous research (Libby, Shaeffer, & Eibach, 2009) has established that a third-person (external) visual perspective elicitsmore abstract processing than a first-person (inner) perspective. Because many moral principles constitute abstract psychological constructs,we predicted that they should weigh more heavily when people adopt a third-person visual perspective. In two experiments weshow that a third- (vs. first-) person visual perspective leads to harsher judgments of one’s own morally questionable actions. Moreover,we demonstrate that this effect can be partially explained by level of mental construal. The present research suggests that simple visualperspective techniques may be used to promote moral behavior.
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| 7. |
- Agerström, Jens, et al.
(author)
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Look at yourself!: Visual perspective influences moral judgment through level of mental construal
- 2013
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In: Social Psychology. - : Hogrefe Publishing Group. - 2151-2590 .- 1864-9335. ; 44:1, s. 42-46
-
Journal article (peer-reviewed)abstract
- Previous research (Libby et al., 2009) has established that a third-person (outside) visual perspective elicits more abstract processing than a first-person (inside) perspective. Because many moral principles constitute abstract psychological constructs, we predicted that they should weigh more heavily when people adopt a third-person visual perspective. In two experiments we show that a third- (vs. first-) person visual perspective leads to harsher judgments of one’s own morally questionable actions. Moreover, we demonstrate that this effect can be partially explained by level of mental construal. The present research suggests that simple visual perspective techniques may be used to promote moral behavior.
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| 8. |
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| 9. |
- Agerström, Jens, et al.
(author)
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Warm and competent Hassan = Cold and incompetent Eric: A Harsh equation of real-life hiring discrimination
- 2012
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Reports (other academic/artistic)abstract
- Little is known about how individuating information about job applicants influences ethnic discrimination. In the present field experiment, we sent out 5,636 job applications varying how Swedish (in-group) and Arab (out-group) applicants presented themselves in terms of two fundamental dimensions of social judgment: warmth and competence. Results indicate substantial discrimination where Arab applicants receive fewer invitations to job interviews. Furthermore, conveying a warmer or more competent personality increases invitations. However, appearing both warm and competent seems to be especially important for Arab applicants. In conclusion, the results show that Arab applicants need to appear warmer and more competent than Swedish applicants to be invited equally often. The practical importance of signaling warmth and competence in labor market contexts is discussed.
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| 10. |
- Agerström, Jens, 1976-, et al.
(author)
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Warm and competent Hassan = cold and incompetent Eric: A harsh equation of real-life hiring discrimination
- 2012
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In: Basic and Applied Social Psychology. - : Informa UK Limited. - 1532-4834 .- 0197-3533. ; 34:4, s. 359-366
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Journal article (peer-reviewed)abstract
- In a field experiment, we sent out 5,636 job applications varying how Swedish (in-group) and Arab (out-group) applicants presented themselves in terms of two fundamental dimensions of social judgment: warmth and competence. Results indicate substantial discrimination where Arab applicants receive fewer invitations to job interviews. Conveying a warmer or more competent personality increases invitations. However, appearing both warm and competent seems to be especially important for Arab applicants. Arab applicants need to appear warmer and more competent than Swedish applicants to be invited equally often. The practical importance of signaling warmth and competence in labor market contexts is discussed.
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