Promotion Recommendations of All Sizes

dc.contributor.advisor Van Hein, Judith Badar, Jeanette M
dc.contributor.committeemember Moffett III, Richard
dc.contributor.committeemember McCarthy, Patrick
dc.contributor.department Psychology en_US 2018-06-05T20:04:54Z 2018-06-05T20:04:54Z 2018-03-27
dc.description.abstract This study investigates weight stereotypes on promotion decisions. Previous research has focused on obesity stereotypes in the workplace regarding weight discrimination, when comparing average weight individuals to overweight and/or obese individuals. However, research has not investigated weight discrimination in the workplace setting for very thin individuals as compared to overweight individuals. Additionally, very little research has been conducted regarding weight discrimination on promotion decision-making. Based on previous research, this study hypothesized that thin candidates will be promoted at a higher rate than overweight candidates. As expected, the qualified candidates were rated higher than unqualified candidates. No main effects were found for weight or gender, but there was a significant interaction between the two. Specifically, unqualified overweight females and unqualified thin males received the lowest qualification ratings. These results supported this study’s hypothesis that thin male candidates and overweight female candidates would be receive lower qualification ratings than their counterparts. Lastly, this study hypothesized that thin participants would be more likely to promote thin candidates based on the similarity-attraction theory. However, the similar-to-me hypothesis was not supported. M.A.
dc.publisher Middle Tennessee State University
dc.subject Discrimination
dc.subject Promotion
dc.subject Weight
dc.subject.umi Psychology
dc.thesis.degreegrantor Middle Tennessee State University
dc.thesis.degreelevel Masters
dc.title Promotion Recommendations of All Sizes
dc.type Thesis
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