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Interviewbias bij sollicitanten met een stigma: een duaalproces-benadering

Alexander Buijsrogge (UGent) , Wouter Duyck (UGent) and Eva Derous (UGent)
(2015) GEDRAG & ORGANISATIE. 28(4). p.315-336
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Abstract
Building on the dual process theory, this dissertation investigated how visual stigma (port-wine stains, tattoos) resulted in biased interview outcomes. At the core of dual process theory are two processes or distinct ways to process information, namely intuitive/reflexive processes (i.e., Type 1 processes) and more thoughtful/reactive processes (i.e., Type 2 processes) that drive decision-making situations (also interview decisions). Both processes can be active simultaneously and affect bias in interview outcomes. Study results showed that bias occurred early in the job interview. The initial impressions that interviewers form of applicants during the rapport-building stage of the job interview affected the interviewers' decision when applicants were stigmatized. The professionalism of the interviewer towards the stigmatized applicant was found to increase the interviewer's confidence in his/her interview capacities and (biased) judgment. Finally, the effect of stigmatizing applicant factors (i.e., tattoos) on interview outcomes was not necessarily negative, but contingent on context factors (i.e., open organizational culture, open-mindedness of the interviewer).
Keywords
PHYSICAL ATTRACTIVENESS, STRUCTURED EMPLOYMENT INTERVIEW, SELECTION, DISCRIMINATION, PERSONALITY, MODEL, INDIVIDUALS, PERCEPTIONS, IMPRESSION, TRACKING, job interview, decision-making, bias, stigma, dual process theory

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Citation

Please use this url to cite or link to this publication:

MLA
Buijsrogge, Alexander, Wouter Duyck, and Eva Derous. “Interviewbias Bij Sollicitanten Met Een Stigma: Een Duaalproces-benadering.” GEDRAG & ORGANISATIE 28.4 (2015): 315–336. Print.
APA
Buijsrogge, A., Duyck, W., & Derous, E. (2015). Interviewbias bij sollicitanten met een stigma: een duaalproces-benadering. GEDRAG & ORGANISATIE, 28(4), 315–336.
Chicago author-date
Buijsrogge, Alexander, Wouter Duyck, and Eva Derous. 2015. “Interviewbias Bij Sollicitanten Met Een Stigma: Een Duaalproces-benadering.” Gedrag & Organisatie 28 (4): 315–336.
Chicago author-date (all authors)
Buijsrogge, Alexander, Wouter Duyck, and Eva Derous. 2015. “Interviewbias Bij Sollicitanten Met Een Stigma: Een Duaalproces-benadering.” Gedrag & Organisatie 28 (4): 315–336.
Vancouver
1.
Buijsrogge A, Duyck W, Derous E. Interviewbias bij sollicitanten met een stigma: een duaalproces-benadering. GEDRAG & ORGANISATIE. 2015;28(4):315–36.
IEEE
[1]
A. Buijsrogge, W. Duyck, and E. Derous, “Interviewbias bij sollicitanten met een stigma: een duaalproces-benadering,” GEDRAG & ORGANISATIE, vol. 28, no. 4, pp. 315–336, 2015.
@article{7019271,
  abstract     = {Building on the dual process theory, this dissertation investigated how visual stigma (port-wine stains, tattoos) resulted in biased interview outcomes. At the core of dual process theory are two processes or distinct ways to process information, namely intuitive/reflexive processes (i.e., Type 1 processes) and more thoughtful/reactive processes (i.e., Type 2 processes) that drive decision-making situations (also interview decisions). Both processes can be active simultaneously and affect bias in interview outcomes. Study results showed that bias occurred early in the job interview. The initial impressions that interviewers form of applicants during the rapport-building stage of the job interview affected the interviewers' decision when applicants were stigmatized. The professionalism of the interviewer towards the stigmatized applicant was found to increase the interviewer's confidence in his/her interview capacities and (biased) judgment. Finally, the effect of stigmatizing applicant factors (i.e., tattoos) on interview outcomes was not necessarily negative, but contingent on context factors (i.e., open organizational culture, open-mindedness of the interviewer).},
  author       = {Buijsrogge, Alexander and Duyck, Wouter and Derous, Eva},
  issn         = {0921-5077},
  journal      = {GEDRAG & ORGANISATIE},
  keywords     = {PHYSICAL ATTRACTIVENESS,STRUCTURED EMPLOYMENT INTERVIEW,SELECTION,DISCRIMINATION,PERSONALITY,MODEL,INDIVIDUALS,PERCEPTIONS,IMPRESSION,TRACKING,job interview,decision-making,bias,stigma,dual process theory},
  language     = {dut},
  number       = {4},
  pages        = {315--336},
  title        = {Interviewbias bij sollicitanten met een stigma: een duaalproces-benadering},
  volume       = {28},
  year         = {2015},
}

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