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This study sought to determine whether stereotypical gender role behaviour and perceived sexual orientation of a male employment candidate would influence merit-based ratings of the candidate's employment potential. The study consisted of three phases: (1) a simulated interview phase, (2) a resume phase, and (3) an assessment of attitudes toward gays and lesbians. In the interview phase, participants observed either a stereotypically masculine candidate, or a stereotypically feminine candidate on videotape in a simulated interview situation in order to determine whether this behaviour was stereotypically gender congruent, or gender incongruent. In the resume phase, information designed to influence the participant's perception of the candidate's sexual orientation was included in the "volunteer experience" section of the resume. Participants examined the resume of either a candidate who was presented as gay or a candidate who was not presented as gay. Participants in the study consisted of 44 male and 72 female University of Windsor undergraduate psychology students who provided ratings of the employment candidate immediately following both the interview and resume components of the study. (Abstract shortened by UMI.)Dept. of Psychology. Paper copy at Leddy Library: Theses & Major Papers - Basement, West Bldg. / Call Number: Thesis1999 .F44. Source: Masters Abstracts International, Volume: 39-02, page: 0603. Adviser: Durhane Wong-Rieger. Thesis (M.A.)--University of Windsor (Canada), 2000.
Fehr, Charles Peter., "The effect of perceived gender role congruence and perceived sexual orientation on the selection interview process." (2000). Electronic Theses and Dissertations. 3892.