The relative importance of facial attractiveness and gender in Hong Kong selection decisions

Randy K CHIU*, Richard D. Babcock

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

36 Citations (Scopus)

Abstract

This field experiment found that Hong Kong human resources management specialists were influenced by the attractiveness bias in evaluating short-listed candidates for an entry-level trainee position. Zero order, stepwise and hierarchical regressions showed that perceived attractiveness of the candidates was more related to their work experience and work-related skills than to grade-point average and public examination results. Women candidates were generally preferred over male candidates. Further research is suggested to determine if the influence of attractiveness extends over a wider range of jobs and to measure more precisely the influence of attractiveness in different cultures and for men and women.

Original languageEnglish
Pages (from-to)141-155
Number of pages15
JournalInternational Journal of Human Resource Management
Volume13
Issue number1
DOIs
Publication statusPublished - Feb 2002

Scopus Subject Areas

  • Strategy and Management
  • Organizational Behavior and Human Resource Management
  • Management of Technology and Innovation

User-Defined Keywords

  • Employment decisions
  • Facial attractiveness
  • Gender
  • Physical attactiveness

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