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The Influence of Gender Biased Job-Advertisements - Does Gender and Personality Traits Matter?

Christensen, May; Haugen, Martine Børsum
Master thesis
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Preliminary Master Thesis Report.pdf (1.249Mb)
URI
http://hdl.handle.net/11250/2579668
Date
2018
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  • Master of Science [1116]
Abstract
Previous research have established that men and women react differently to jobadvertisements

that are masculinely and femininely formulated, and biased

wording have proven to affect feeling of belongingness, and ultimately the

inclination to apply for a job (Gaucher, Friesen & Kay, 2011). However, we

propose that certain personality traits matter more than gender itself, as

personality has proven to be highly decisive for the choices we make (McCrae &

John, 1992; Hogan & Holland, 2003). Traits are according to researchers found to

be the most useful concept structuring personality, explaining or describing

differences between people, and also in allowing for detailed and solid personality

judgments (e.g., Allik, 2018 ; Kreitler, 2018 ; Weiss, 2018 ; Fajkowska, 2018).

The concept of personality in regards to gender biased wording is to our

knowledge not extensively examined, and there is a lack of empirically

demonstrated findings. This may be a heretofore unacknowledged topic of

inequality maintenance, illustrating how biased wording may contribute to a

limited and narrow pool of applicants. The experiment found no effect of gender,

but rater supported our prediction of how personality traits moderates the effect

between gendered wording and inclination to apply for a job. The results indicate

that self-consciousness, assertiveness, modesty and competence has significant

effect, but not consistently in the hypothesized direction.
Description
Masteroppgave(MSc) in Master of Science in Leadership and Organizational Psychology - Handelshøyskolen BI, 2018
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Handelshøyskolen BI

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