Ludwig-Maximilians-University of Munich, Munich, Germany.
Pers Soc Psychol Bull. 2011 Aug;37(8):1042-54. doi: 10.1177/0146167211410355. Epub 2011 Jun 2.
Previous studies of organizational decision making demonstrate an abundance of positive biases directed toward highly attractive individuals. The current research, in contrast, suggests that when the person being evaluated is of the same sex as the evaluator, attractiveness hurts, rather than helps. Three experiments assessing evaluations of potential job candidates (Studies 1 and 3) and university applicants (Study 2) demonstrated positive biases toward highly attractive other-sex targets but negative biases toward highly attractive same-sex targets. This pattern was mediated by variability in participants' desire to interact with versus avoid the target individual (Studies 1 and 2) and was moderated by participants' level of self-esteem (Study 3); the derogation of attractive same-sex targets was not observed among people with high self-esteem. Findings demonstrate an important exception to the positive effects of attractiveness in organizational settings and suggest that negative responses to attractive same-sex targets stem from perceptions of self-threat.
先前关于组织决策的研究表明，人们对极具吸引力的个体存在大量积极偏见。相比之下，当前的研究表明，当被评估者与评估者的性别相同时，吸引力反而会起到反作用，而非正面影响。三项实验评估了潜在求职者（研究 1 和 3）和大学申请者（研究 2）对他人的吸引力，结果表明，人们对异性极具吸引力的目标存在积极偏见，但对同性极具吸引力的目标存在消极偏见。参与者与目标个体互动的意愿而非回避意愿的差异（研究 1 和 2）以及参与者自尊水平（研究 3）调节了这种模式；在自尊心高的人群中，并没有观察到对同性极具吸引力的目标的贬低。研究结果表明，吸引力在组织环境中的积极影响存在一个重要的例外，并表明对同性极具吸引力的目标的负面反应源于对自我威胁的感知。
