The present study attempted to replicate and extend Heilman and Stopeck's (1985a) Lack of Fit Model. Using the Lack of Fit Model's proposal that attractiveness enhances perceived gender characteristics, the authors examined the effects of attractiveness and performance evaluations of persons in jobs rated as masculine, feminine, and neutral. Results were not consistent with the Model and did not replicate the results of the earlier study. Instead, attractiveness emerged as an asset regardless of job type or gender of employee. Attractive men and women were given higher overall ratings in all three jobs. In addition, attractive ratings were related to masculinity–femininity ratings. These findings are discussed in light of demographic and attitudinal changes in the workplace. (Author/publisher)
Abstract