Relational Demography and Similarity-Attraction in Interview Assessments and Subsequent Offer Decisions
研究招聘者与求职者在种族、性别和年龄上的相似性是否影响面试评估和录用决策，并检验相似吸引范式的中介作用。
This study examines whether recruiter-applicant demographic similarity affects selection decisions. In addition, the mediators proposed by the similarity-attraction paradigm were tested. However, consistent with Graves and Powell’s (1995) findings and with the propositions of social identity theory, I also proposed that female recruiters would prefer male applicants. Significant race similarity effects were observed for White recruiters on overall interview assessments and offer decisions, sex dissimilarity had a significant direct effect on overall interview assessments, and age similarity was not related to either criterion. In addition, there was some evidence that the significant direct effects were mediated by perceived similarity and interpersonal attraction. The sex dissimilarity effect appeared to be the result of male recruiters’ preference for female applicants. Post hoc analyses revealed that this relationship was mediated by applicant appearance.