Unpacking the Beauty Premium: Organizational Sponsorship, Physical Attractiveness and Career Success

2018 ◽  
Vol 2018 (1) ◽  
pp. 11367
Author(s):  
Karyn Dossinger ◽  
Connie Wanberg ◽  
Yongjun Choi ◽  
Lisa Michelle Leslie
Keyword(s):  
Physical Attractiveness ◽  
Career Success ◽  
Beauty Premium ◽  
Organizational Sponsorship

Integrating self-control with physical attractiveness and cognitive ability to examine pathways to career success

2015 ◽  
Vol 89 (1) ◽  
pp. 73-91 ◽  
Author(s):  
Patrick D. Converse ◽  
Michelle Thackray ◽  
Katrina Piccone ◽  
Mary Margaret Sudduth ◽  
Michael C. Tocci ◽  
...  
Keyword(s):  
Cognitive Ability ◽  
Physical Attractiveness ◽  
Career Success ◽  
Self Control

scholarly journals Brains versus beauty in the knowledge economy

2018 ◽  
Vol 16 ◽  
Author(s):  
Richard Ford ◽  
Gavin Price ◽  
Karl B. Hofmeyr ◽  
Manoj Chiba
Keyword(s):  
Knowledge Economy ◽  
Physical Attractiveness ◽  
Predictive Power ◽  
Bone Structure ◽  
Knowledge Worker ◽  
Decision Making Process ◽  
Hiring Decision ◽  
Selection Decisions ◽  
Beauty Premium ◽  
Managerial Implications

Orientation: It is a widely held belief that attractive people generally experience an easier life and that the door to success is opened by perfect bone structure and a sparkling smile. However, attractiveness might play a far lesser role in individual’s achieving their objectives than has previously been thought. Is it possible that an individual’s qualifications may have a greater influence on the perceptions of managers who assess the suitability of a candidate of a knowledge worker?Research purpose: The study sets out to examine the relative predictive power of physical attractiveness and qualifications in the decision to hire a knowledge worker.Motivation for the study: The research was motivated by a desire to explore the presence of bias in the decision-making process when seemingly rational individuals are exposed to factors such as physical attractiveness of a job candidate and then faced with a decision on whether to hire them.Research design, approach and method: A two-phased experimental design was applied to investigate the existence and strength of the beauty premium amongst a group of managers who were provided with fictitious resumes coupled with photographs of the applicants. These managers were requested to make a hiring decision based on the information supplied.Main findings: Although results confirm the existence of a beauty premium, it was relatively weak. It indicated that qualifications have a greater influence on a manager’s perception of the suitability of a candidate to fill a position of a knowledge worker.Practical or managerial implications: The research draws attention to the possibility of bias in selection decisions and proposes ways in which such potential bias can be limited.Contribution: This study contributes to knowledge concerning the existence or otherwise of a so-called beauty premium, with particular reference to its impact in the knowledge economy.

scholarly journals Effect of Organizational Sponsorship, Career Management Behaviour and Proactive Personality in Predicting Managers’ Subjective Career Success

2020 ◽  
Vol 10 (4) ◽  
pp. 208
Author(s):  
Anjeline Akinyi Omondi
Keyword(s):  
Career Success ◽  
Large Scale ◽  
Joint Effect ◽  
Manufacturing Firms ◽  
Proactive Personality ◽  
Primary Data ◽  
Career Management ◽  
Management Behaviour ◽  
Subjective Career Success ◽  
Organizational Sponsorship

The main aim of the study was to examine the role of organizational sponsorship, career management behaviour and proactive personality in predicting subjective career success of managerial staff in large scale manufacturing firms in Kenya. Primary data was collected using a sample of 255 managers from large scale manufacturing firms in Kenya based on descriptive survey. Hypothesis was tested using hierarchical regression model. The findings indicate that the joint effect of the predictor variables was greater than their individual effect on subjective career success. The study recommends that large manufacturing firms should facilitate their staff’s career success by providing them with organizational sponsorship programmes. The findings also point out the need for the staff to be proactive and to adopt suitable career management behaviour that can enhance their achievement of career success. Future researchers may benefit from the already established conceptual and methodological reference in their pursuit for further studies with regards to this area in different contexts.

Beauty premium or beauty penalty in sharing accommodation situations based on lay theories

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yaoqi Li ◽  
Lixin Peng ◽  
Shuang Ma ◽  
Xiaoman Zhou
Keyword(s):  
Mixed Method ◽  
Physical Attractiveness ◽  
Design Methodology ◽  
Negative Impact ◽  
Secondary Data ◽  
Peer To Peer ◽  
Content Type ◽  
Beauty Premium ◽  
The Relationship ◽  
Moderating Role

Purpose Limited research has paid attention to the physical attractiveness stereotype in peer-to-peer sharing accommodation settings. Since the high-risk situations in sharing accommodations, this paper aims to exam whether beauty premium is still relevant in peer-to-peer (P2P) accommodation. Design/methodology/approach The mixed method, including 2,506 secondary data analysis and two scenario experiments, is carried out to test the research framework. Findings The results show that both beauty premium and beauty penalty exist in the e-commerce context. Excessively high attractiveness and plain looking of hosts are likely to decrease consumers’ booking decision while moderately attractive hosts will stimulate more booking behaviors. Moreover, perceived trustworthiness mediates the effect of physical attractiveness on booking decision. Additionally, similarity between hosts and consumers plays a moderating role in the relationship between physical attractiveness and perceived trustworthiness. Research limitations/implications This study reveals the physical attractiveness stereotype effects in P2P accommodation and carry implications to P2P platforms and hosts for providing moderately attractive profile photos, enhancing trustworthiness and similarity between hosts and consumers. Further studies can investigate the robustness of the findings as well as more possible reasons for its occurrence. Originality/value The research provides a clearer understanding of physical attractiveness stereotype effect in peer-to-peer sharing accommodation platforms. Besides, the linkage between physical attractiveness and perceived trustworthiness is dynamic; a high host – consumer similarity weakens the negative impact of both excessively high attractiveness and plain looking on consumers’ perceived trustworthiness.

Career success: fit or marketability?

2014 ◽  
Vol 19 (7) ◽  
pp. 779-793 ◽  
Author(s):  
Victor Y. Haines ◽  
Salima Hamouche ◽  
Tania Saba
Keyword(s):  
Human Resource ◽  
Career Success ◽  
Structural Model ◽  
Meta Analysis ◽  
Measurement Model ◽  
Full Time ◽  
Human Resource Professionals ◽  
Content Type ◽  
Organizational Sponsorship ◽  
Person Organization Fit

Purpose – In response to the conclusions of a meta-analysis of career success studies (Ng et al., 2005), the purpose of this paper is to expand the range of variables being examined as predictors of career success by weaving the person-organization fit and external marketability perspectives into current career success frameworks. Design/methodology/approach – A survey was administered in partnership with an association of human resource professionals located in Canada. The questionnaire was transmitted electronically to human resource professionals. The final sample included 546 full-time, permanent, human resource professionals from multiple organizations. Findings – Confirmatory factor analysis supported the measurement model. In the final structural model, external marketability exerted a significant direct effect on career success. Person-organization fit was strongly associated with organizational sponsorship. Organizational sponsorship, in turn, exerted a significant effect on subjective career success. Originality/value – This study contrasted and tested two theoretical perspectives on career success. The mediated indirect association between person-organization fit and career success provided support for the rationale of the sponsored mobility model of social advancement. The direct association between external marketability and career success suggests that success can be achieved even without organizational sponsorship on the basis of expressions of one’s human capital.

Why Beauty Matters

2006 ◽  
Vol 96 (1) ◽  
pp. 222-235 ◽  
Author(s):  
Markus M Mobius ◽  
Tanya S Rosenblat
Keyword(s):  
Labor Market ◽  
Social Skills ◽  
Physical Attractiveness ◽  
Transmission Channels ◽  
Level Of Confidence ◽  
Beauty Premium ◽  
Oral Skills ◽  
Physically Attractive

We decompose the beauty premium in an experimental labor market where “employers” determine wages of “workers” who perform a maze-solving task. This task requires a true skill which we show to be unaffected by physical attractiveness. We find a sizable beauty premium and can identify three transmission channels: (a) physically attractive workers are more confident and higher confidence increases wages; (b) for a given level of confidence, physically attractive workers are (wrongly) considered more able by employers; (c) controlling for worker confidence, physically attractive workers have oral skills (such as communication and social skills) that raise their wages when they interact with employers. Our methodology can be adopted to study the sources of discriminatory pay differentials in other settings.

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