Gender Bias and Gender Language Marks in Hiring Decision Settings: An Effect of Persistent Gender Discrimination at Work (notice n° 220558)
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| fixed length control field | 01878cam a2200205 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250112055904.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | N’Dobo, André |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Gender Bias and Gender Language Marks in Hiring Decision Settings: An Effect of Persistent Gender Discrimination at Work |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2009.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 69 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Considering the persistency of gender prejudices in our societies and the uncertainty of the expected positive effect of non sexist policies, it was posited that, in a non sexist setting, some individuals would apply discursive strategies both to conceal their sexist attitudes and devaluation of women at work. In order to validate this hypothesis, 108 males had to make a decision and to justify the recommendation of male or female applicants with a profile suited or not to the job’s requirements. The results validated the expectations regarding several dimensions: male and female applicants with a high profile were more often recommended than low-profiled applicants, but the content analysis of the justification given highlighted the link between the gender category of the applicant and requirements usually demanded at work. Language marks of attractiveness, credibility and dynamism tended to be used more often in the corpus related to male than to female applicants. The results are discussed in terms of sexist routines, double standard in evaluating males and females, and strategies to conceal gender prejudice in the public place. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | gender prejudice |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | hiring decision |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | gender discrimination |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | discourse |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Revue internationale de psychologie sociale | Volume 22 | 1 | 2009-04-01 | p. 107-136 | 0992-986X |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/journal-revue-internationale-de-psychologie-sociale-2009-1-page-107?lang=en">https://shs.cairn.info/journal-revue-internationale-de-psychologie-sociale-2009-1-page-107?lang=en</a> |
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