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Weight Discrimination Through Social Networking Sites: The Moderating Effects of Gender, Occupation, BMI, and Stereotype Consistency
Title
Weight Discrimination Through Social Networking Sites: The Moderating Effects of Gender, Occupation, BMI, and Stereotype Consistency.
Creator
McHugh, Bridget, Joseph, Dana, Jentsch, Kimberly, Fritzsche, Barbara, Wisniewski, Pamela, University of Central Florida
Abstract / Description
As the use of social networking sites (SNSs) in hiring increases, human resources professionals have become concerned with the increased probability of discriminatory hiring decisions. At the same time, there is increasing evidence that discrimination towards overweight and obese applicants has risen in the past decade. The present study addressed these concerns by examining the impact of an applicant's weight in a SNS profile picture on the decision to hire the applicant for a sales position...
Show moreAs the use of social networking sites (SNSs) in hiring increases, human resources professionals have become concerned with the increased probability of discriminatory hiring decisions. At the same time, there is increasing evidence that discrimination towards overweight and obese applicants has risen in the past decade. The present study addressed these concerns by examining the impact of an applicant's weight in a SNS profile picture on the decision to hire the applicant for a sales position. The impact of the applicant's gender, body mass index, and stereotype-consistent behaviors on hiring intentions were examined. In addition, the type of sales position (face to face or over the phone) were also examined. Results indicated that only overweight, and not obese, candidates experienced discrimination. Moreover, whereas the types of behaviors disclosed on social media profiles impact hiring intentions, there were no interaction effects between applicant weight and the types of behaviors disclosed. Analyses suggested that stereotype-consistent behaviors associated with conscientiousness (i.e., laziness, discipline) were a stronger predictor of hiring intentions than behavior that was less work-related (i.e., unhealthy behaviors). In addition, results suggested that weight discrimination did not occur more for the in person position than the phone position. Overall, the present study suggests that disclosing behaviors on social media that reflect negative traits (i.e., lazy, undisciplined, unhealthy) may impact hiring intentions, regardless of the applicant's weight. Moreover, while applicants who are overweight are less likely to be hired than their average weight counterparts, this discrimination does not occur more often when the applicant engages in stereotype-consistent behavior.
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Date Issued
2016
Identifier
CFE0006141, ucf:51172
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006141
Plugging Up the Leaky STEM Pipeline with a Stereotype Threat Mentoring Intervention
Title
Plugging Up the Leaky STEM Pipeline with a Stereotype Threat Mentoring Intervention.
Creator
Xavier, Luiz, Fritzsche, Barbara, Szalma, James, Jentsch, Kimberly, Ben-Zeev, Avi, University of Central Florida
Abstract / Description
The present study compared the effectiveness of different mentoring programs at reducing feelings of stereotype threat experienced by women in science, technology, engineering, and math (STEM) fields. Stereotype threat refers to the extra pressure a person feels to disprove a negative stereotype that applies to him or her. Because stereotype threat has been found to undermine performance and interest in stereotyped domains, it may be a key factor contributing to female underrepresentation in...
Show moreThe present study compared the effectiveness of different mentoring programs at reducing feelings of stereotype threat experienced by women in science, technology, engineering, and math (STEM) fields. Stereotype threat refers to the extra pressure a person feels to disprove a negative stereotype that applies to him or her. Because stereotype threat has been found to undermine performance and interest in stereotyped domains, it may be a key factor contributing to female underrepresentation in STEM fields. Mentors and prot(&)#233;g(&)#233;s were placed in either a stereotype threat reduction condition in which mentors and prot(&)#233;g(&)#233;s were encouraged to participate in discussions designed to reduce stereotype threat, an academic condition in which mentors and prot(&)#233;g(&)#233;s were encouraged to discuss academic goals and challenges, or a non-academic condition in which mentors and prot(&)#233;g(&)#233;s were encouraged to discuss the challenges of balancing non-school commitments. It was hypothesized that mentoring that focused specifically on stereotype threat reduction would be the most effective in reducing stereotype threat and increasing intentions to remain in STEM fields. In addition, it was hypothesized that stereotype threat reduction mentoring would be the most effective at increasing beliefs in an incremental theory of intelligence (i.e., the belief that intelligence can be developed through hard work) and decreasing beliefs in an entity theory of intelligence (i.e., the belief that intelligence is innate and is unalterable). Mentors were 36 male and 74 female upper-level STEM college students and prot(&)#233;g(&)#233;s were 137 female lower-level STEM college students. Participants met online for 30 minutes, once per week, for 3 weeks. Results indicated that both mentors and prot(&)#233;g(&)#233;s in the stereotype threat reduction mentoring condition reported feeling less stereotype threat in their STEM classes than mentors and prot(&)#233;g(&)#233;s in the other mentoring conditions. Additionally, the frequency in which self-theories were discussed in the mentoring sessions partially mediated the effects of the stereotype threat reduction condition on prot(&)#233;g(&)#233;s' feelings of stereotype threat in their STEM classes. Mentors and prot(&)#233;g(&)#233;s in the stereotype threat reduction mentoring condition also reported endorsing incremental theories of intelligence more and endorsing entity theories of intelligence less than mentors and prot(&)#233;g(&)#233;s in the other conditions. In summary, the present study's findings suggest that in order maximum stereotype threat reduction to occur in a mentoring relationship, mentors and prot(&)#233;g(&)#233;s engage in activities and discussions designed to reduce stereotype threat. Given that prior research has found that decreased stereotype threat, decreased entity theories of intelligence, and increased incremental theories of intelligence are associated with greater interest and performance in STEM domains, the utilization of a stereotype threat reduction mentoring program can help address the underrepresentation of women in science, technology, engineering, and math related fields.
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Date Issued
2014
Identifier
CFE0005445, ucf:50372
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0005445
Moral Blameworthiness and Trustworthiness: The Role of Accounts and Apologies in Perceptions of Human and Machine Agents
Title
Moral Blameworthiness and Trustworthiness: The Role of Accounts and Apologies in Perceptions of Human and Machine Agents.
Creator
Stowers, Kimberly, Hancock, Peter, Jentsch, Florian, Mouloua, Mustapha, Chen, Jessie, Barber, Daniel, University of Central Florida
Abstract / Description
Would you trust a machine to make life-or-death decisions about your health and safety?Machines today are capable of achieving much more than they could 30 years ago(-)and thesame will be said for machines that exist 30 years from now. The rise of intelligence in machineshas resulted in humans entrusting them with ever-increasing responsibility. With this has arisenthe question of whether machines should be given equal responsibility to humans(-)or if humanswill ever perceive machines as...
Show moreWould you trust a machine to make life-or-death decisions about your health and safety?Machines today are capable of achieving much more than they could 30 years ago(-)and thesame will be said for machines that exist 30 years from now. The rise of intelligence in machineshas resulted in humans entrusting them with ever-increasing responsibility. With this has arisenthe question of whether machines should be given equal responsibility to humans(-)or if humanswill ever perceive machines as being accountable for such responsibility. For example, if anintelligent machine accidentally harms a person, should it be blamed for its mistake? Should it betrusted to continue interacting with humans? Furthermore, how does the assignment of moralblame and trustworthiness toward machines compare to such assignment to humans who harmothers? I answer these questions by exploring differences in moral blame and trustworthinessattributed to human and machine agents who make harmful moral mistakes. Additionally, Iexamine whether the knowledge and type of reason, as well as apology, for the harmful incidentaffects perceptions of the parties involved. In order to fill the gaps in understanding betweentopics in moral psychology, cognitive psychology, and artificial intelligence, valuableinformation from each of these fields have been combined to guide the research study beingpresented herein.
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Date Issued
2017
Identifier
CFE0007134, ucf:52311
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0007134

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