In fast allen Lebensbereichen werden Menschen mit gutem Aussehen bevorzugt behandelt.  In dieser Episode werfen wir einen Blick auf die (äußerst seltenen) Fälle, in denen attraktive Menschen benachteiligt werden.

Keywords:  Attraktivität – Schönheit – Sozialpsychologie – Halo Effekt – Psychologie – Gehirn – Bewerbungsgespräch – Bewerbung – Eifersucht

Johnson, S.K., Podratz, K.E, Dipboye, R.L., Gibbons, E. (2010). Physical Attractiveness Biases in Ratings of Employment Suitability: Tracking Down the ‘Beauty is Beastly’ Effect. The Journal of Social Psychology. 150 (3): 301 DOI: 10.1080/00224540903365414

– Versuchspersonen sollten anhand von Portrait-Fotos beurteilen, für wie geeignet die Personen für unterschiedliche Jobs seien.

– “what is beautiful is good”- Stereotyp wurde weitgehend bestätigt

– Ausnahme: Bei männerdominierten Jobs (Bauleiter, Gefängniswärter, Abschleppfahrzeug-Fahrer), in denen das Aussehen keine Rolle spielt, wurden attraktive Frauen als weniger geeignet angesehen

– Bei Männern gab es diesen Effekt nicht

Agthe M, Spörrle M, & Maner JK (2011). Does being attractive always help? Positive and negative effects of attractiveness on social decision making. Personality & Social Psychology Bulletin, 37 (8), 1042-54 PMID: 21636731

3 Experimente (insgesamt 777 Versuchspersonen):

1.) Versuchspersonen sollten anhand von Bewerbungsunterlagen (+Passfoto) die Eignung eines/einer Job-Aspiranten/-in beurteilen. Zudem: Inwieweit wären Sie an sozialen Interaktionen mit dieser Person interessiert?
Ergebnisse:
– Sehr attraktive Vertreter des anderen Geschlechts wurden deutlich bevorzugt.
– Aber: attraktive Vertreter des eigenen Geschlechts wurden benachteiligt!

2.) Versuchspersonen sahen fünf minütiges Interview mit einem/einer Universitätsbewerber/-in. Darauf sollten sie angeben, ob sie empfehlen würden, die Bewerberin/ den Bewerber für die Uni zuzulassen. Zudem: Inwieweit wären Sie an sozialen Interaktionen mit dieser Person interessiert?
Ergebnisse:
– Sehr attraktive Vertreter des anderen Geschlechts wurden deutlich bevorzugt.
– Aber: attraktive Vertreter des eigenen Geschlechts wurden benachteiligt!

3.) Versuchspersonen erhielten Infos bzgl. Berufserfolg + Passfoto. Anhand der Informationen sollten die Probanden einschätzen, inwieweit der Karriereerfolg der Bewerberin/ des Bewerbers auf seine/ihre a) Fähigkeiten, b) Intelligenz c) Talent d) Fertigkeiten zurückzuführen sei.
Zudem wurde das Selbstwertgefühl der Probanden erfasst.
Ergebnisse:
– Sehr attraktive Vertreter des anderen Geschlechts wurden deutlich positiver bewertet.
– Der “negative bias” gegenüber schönen Vertretern des eigenen Geschlechts erreichte nicht das Signifikanzniveau.
Aber: Versuchspersonen mit niedrigem Selbstwertgefühl bewerteten sehr attraktive Vetreter des eigenen Geschlechts deutlich schlechter.

Maner, J. K., Miller, S. L., Rouby, D. A., & Gailliot, M. T. (2009). Intrasexual vigilance: The implicit cognition of romantic rivalry. Journal of Personality and Social Psychology, 97, 74-87.

4 Priming-Experimente (insgesamt 576 Versuchspersonen):

1.) Chronisch eifersüchtige Probanden widmeten attraktiven Vertretern des eigenen Geschlechts mehr Aufmerksamkeit.

2.) Beim Memory-Spielen wurden die potentiellen Rivalen am leichtesten gemerkt.

3.) und 4.) Chronisch eifersüchtige Probanden zeigten implizite negative Einstellungen gegenüber attraktiven Rivalen.

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