ANOTHER LOOK AT THE EFFECTS OF APPEARANCE, GENDER, AND JOB TYPE ON PERFORMANCE-BASED DECISIONS

The present study attempted to replicate and extend Heilman and Stopec k's (1985a) Lack of Fit Model. Using the Lack of Fit Model's proposal that attractiveness enhances perceived gender characteristics, we exam ined the effects of attractiveness and performance evaluations of pers ons in jobs rated as masculine, feminine, and neutral. Results were no t consistent with the Model and did not replicate the results of the e arlier study. Instead, attractiveness emerged as an asset regardless o f job type or gender of employee. Attractive men and women were given higher overall ratings in all three jobs. In addition, attractive rati ngs were related to masculinity-femininity ratings. These findings are discussed in light of demographic and attitudinal changes in the work place.