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Quantitative and content analyses were performed to test the hypothesis that the lack-of-fit model (Heilman, 1983) could provide the needed theoretical framework for organizational obesity discrimination. A computer morphing program allowed for the same stimulus applicant to be used in both the average-weight and the overweight conditions. Results of the quantitative analysis show that undergraduate participants perceived overweight (vs. average-weight) applicants as having more negative work-related attributes, but did not discriminate against them in the hiring process. A content analysis provided some evidence for the lack-of-fit model (Heilman, 1983) as an explanatory model for obesity discrimination.