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The signalling effects of nonconforming dress style in personnel selection contexts: do applicants’ qualifications matter?
European Journal of Work and Organizational Psychology ( IF 4.867 ) Pub Date : 2020-09-16 , DOI: 10.1080/1359432x.2020.1813112
Janneke K. Oostrom 1 , Richard Ronay 2 , Gerben A. van Kleef 3
Affiliation  

ABSTRACT

For job applicants to achieve their goal of making a favourable impression on recruiters, they need to be responsive to the social norms that a personnel selection setting prescribes. One clear social norm in selection contexts is professional dress. Here we explore the consequences that follow from failing to conform to this normative dress code. Specifically, in two studies, we test three contrasting theoretical accounts concerning the effects of nonconformity in dress style on hirability perceptions. We found evidence that the exact impact of dress style depends on the applicant’s qualifications. Whereas low-qualified applicants were punished for dressing in a nonconforming way, high-qualified applicants were granted leeway when violating norms of attire. In Study 2 we replicated and explored three possible mediators of this effect – perceptions of warmth, competence, and power – and found some (very weak) evidence that the observed interaction effect was mediated by perceptions of power. Consistent with the notion of idiosyncrasy credits, our results indicate that highly qualified applicants enjoy greater leeway to flout social norms without facing negative consequences.



中文翻译:

人员选拔环境中着装风格不一致的信号效应:申请人的资格重要吗?

摘要

为了使求职者实现其对招聘人员的良好印象的目标,他们需要对人员选择设置所规定的社会规范做出回应。在选择环境中,一项明确的社会规范是职业装扮。在这里,我们探讨了不遵守该规范着装规范所产生的后果。具体而言,在两项研究中,我们测试了三个关于服装风格不符合对可出租性认知影响的理论对比。我们发现证据表明礼服风格的确切影响取决于申请人的资格。低素质的申请人因穿着不合规而受到惩罚,而高素质的申请人在违反着装规范时被授予余地。在研究2中,我们复制并探索了这种影响的三种可能的中介者-对温暖,能力和力量的感知-并发现了一些(非常微弱的)证据,表明观察到的交互作用是由对力量的感知所介导的。与特质积分的概念一致,我们的结果表明,高素质的申请人在摆脱社会规范方面享有更大的回旋余地,而不会面临负面后果。

更新日期:2020-09-16
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