1559-1816/asset/cover.gif?v=1&s=14dd6984982738749ebbe29363a927e201c5bb57 "Journal of Applied Social Psychology")
Correspondence concerning this article should be addressed to Eugene Kutcher, who is now at Department of Psychology, Williams Hall, Virginia Polytechnic Institute and Slate University, Blacksburg, VA 24061. E-mail: ekutcher@vt.edu
1559-1816/asset/olbannerleft.gif?v=1&s=2f1e2d4ae318cd9a67ef221a9da46c594a8538fa)
Selection Interviews of Overweight Job Applicants: Can Structure Reduce the Bias?†
Article first published online: 31 JUL 2006
DOI: 10.1111/j.1559-1816.2004.tb02688.x
Additional Information
How to Cite
Kutcher, E. J. and Bragger, J. D. (2004), Selection Interviews of Overweight Job Applicants: Can Structure Reduce the Bias?. Journal of Applied Social Psychology, 34: 1993–2022. doi: 10.1111/j.1559-1816.2004.tb02688.x
- †
The authors thank Regina Lind Somma for her assistance in stimulus development, manuscript review, and overall support. Additional acknowledgment goes to Elizabeth Haines and Carlos Pratt for their input and review, Mike Pendergrass for his help in stimulus development, and Meredith Wolsh for her help in data collection.
- ‡
Correspondence concerning this article should be addressed to Eugene Kutcher, who is now at Department of Psychology, Williams Hall, Virginia Polytechnic Institute and Slate University, Blacksburg, VA 24061. E-mail: ekutcher@vt.edu
Publication History
- Issue published online: 31 JUL 2006
- Article first published online: 31 JUL 2006
- Abstract
- References
- Cited By
The purpose of these studies was to extend the benefits of the structured selection interview beyond its psychometric advantages, and to include its potential to mitigate biases against overweight applicants. In the first study, 133 participants witnessed a videotaped interview and were asked to rate the performance of the candidate. Videotapes varied by structured/unstructured interview scripts and average weight/overweight job applicant. Results confirmed the discrimination bias against overweight interviewees, and supported the possibility that a structured interview moderates this bias. In the second study, 137 participants completed the same task with an additional level of interview structure. Results provided additional support for the predictive power of the highly structured interview, and mixed results for a mildly structured interview.