THE EFFECT OF SEX SIMILARITY ON RECRUITERS' EVALUATIONS OF ACTUAL APPLICANTS: A TEST OF THE SIMILARITY‐ATTRACTION PARADIGM
研究校园招聘中性别相似性如何影响招聘者对求职者的评价，发现女性招聘者认为男性求职者更相似且更合格，而男性招聘者不受影响。
The present study examined the effect of sex similarity on recruiters' evaluations of actual applicants in campus interviews and tested whether perceived similarity and interpersonal attraction mediated this effect. Structural equation modeling was performed on data from 476 campus interviews. The results revealed complex effects of sex similarity on recruiters' decision processes. Perceived similarity and interpersonal attraction mediated the effect of sex similarity on female recruiters' assessments of applicants' qualifications. Unexpectedly, female recruiters saw male applicants as more similar to themselves and more qualified than female applicants. For male recruiters, interview outcomes were not affected by sex similarity. Social identity theory, which suggests that the status associated with demographic characteristics may influence the nature of demographic similarity effects, provides a possible explanation for the findings.