Attribution and Sex Differences in the Employment Interview

This study examined the role of attributions as mediating factors of sex bias in the interview process. Hypothetical applicants were rated by 180 male and female undergraduate student interviewers. Each student rated one of six possible applicant conditions which varied applicant sex and job. We hypothesized that favorable attributions would result in positive interview evaluations and that favorable attributions would be based on rater’s sex and applicant’s sex. The hypotheses were partially supported. Three-way analyses of variance (Rater Sex × Applicant Sex × Job) for each attribution indicated significant interaction effects for effort, luck, and task ease but none for ability. Male interviewers more than female interviewers were found to attribute past success differentially to male and female applicants as a function of job characteristics. A stepwise regression of overall evaluation on attributions revealed significant relationships that were discussed in light of past research.