Using the Implicit Relational Assessment Procedure (IRAP) to Examine Implicit Beauty Bias in the Context of Employabilit
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ORIGINAL ARTICLE
Using the Implicit Relational Assessment Procedure (IRAP) to Examine Implicit Beauty Bias in the Context of Employability Rachel Murphy 1 & Carol Murphy 1 & Michelle Kelly 2 & Bryan Roche 1
# Association for Behavior Analysis International 2020
Abstract Attractiveness bias has been well-documented in social domains, however, an investigation into the attractiveness-bias effect on employability has not been conducted using implicit measures. In Study 1 (N = 24) the Implicit Relational Assessment Procedure (IRAP) and a number of explicit measures (e.g., self-report questionnaires) were used to investigate the attractiveness-bias effect on employability using stimuli of high and low attractiveness. Results from Study 1 indicated that there was a significant bias in the direction of attractive-employable on explicit and implicit measures. In Study 2, (N = 52) these measures were used to investigate the attractiveness-bias effect on employability using stimuli of high and medium attractiveness. Results from Study 2 indicated that there was a significant bias in the direction of attractive-employable on explicit measures and a significant bias in the direction of attractive-employable and medium-attractive-unemployable on implicit measures. There was no effect of participant gender on D-scores for either study. Findings are discussed in relation to previous research and implications for the use of implicit measurement to measure attractiveness bias in the domain of employability. Keywords implicit attitudes . IRAP . attractiveness bias . employability . RFT
Dion, Berscheid, and Walster (1972) provided one of the most influential quotes on research in physical attractiveness, that in our perceptions of other people “What is beautiful is good” (p. 285). This classic study linking physical attractiveness and positivity provides compelling evidence for the existence of attractiveness bias. In particular, that more attractive individuals are not only rated with preferable and favorable personality traits (e.g., talent, kindness, honesty, and intelligence) but also more successful life outcomes (e.g., income and marital success) based solely on the extent of their physical attractiveness (Schneider, Gruman, & Coutts, 2012). Following this * Rachel Murphy [email protected] Carol Murphy [email protected] Michelle Kelly [email protected] Bryan Roche [email protected] 1
National University of Ireland, Maynooth, Ireland
2
National College of Ireland, Dublin, Ireland
influential and widely cited study, a large body of research has been conducted on the effects of an attractiveness bias, in particular, in social contexts and attractiveness-bias has been well-documented as a robust effect (Griffin & Langlois, 2006; Hosoda, Coats, Stone-Romero, & Backus, 1999; Langlois et al., 2000). There has been less extensive research on the effects of attractiveness in the area of employment, but findings for the most part have confirmed that physical attractiveness bias does influence employment and hi
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